STRATEGIES AND POLICIES ON SOCIAL EXCLUSION AND DISCRIMINATION (1)

COURSE: WORK AND LEARNING

FORUM: Participation in education and work; identity and social exclusion.(BLOCK 2)

School and work (BLOCK 3)

TOPICS: EXCLUSION, DISCRIMINATION, SYNERGY, connective model, appropriation, co-participatioN, legitimate peripheral participation life-long learning, agency, individual learning pathways

ASSIGNMENT 2.3

STRATEGIES AND POLICIES ON SOCIAL EXCLUSION AND DISCRIMINATION (1) (link Itslearning)

Hi folks,

As we are sailing into the last phase of the group assignment, here are some thoughts on policies and strategies as I identified them in the readings.

I think that we could identify several levels at which we could effectively tackle issues of exclusion and discrimination.

In the reading, I found a lot of emphasis on the establishment of a broader system of education/formation/workplace training based on a systemic approach.

Guile and Griffiths mentions the need for a synergetic approach that would involve ” re-thinking how students can be supported to relate their ‘vertical development’ and ‘horizontal development’-by addressing the institutional separation of these modes of learning and by taking more account of the influence of context upon learning.” (p. 116)

To me this constitutes the basis for an integrated system that will combine the many agents, stakeholders, institutional centers that will then contribute to the development of a  new platform for work and learning.

As cited in Guile’s article (P.117), such transformation will change Fordist and Tayloristic models of work relationships “and therefore provide workers with broader based forms of responsibility and opportunities to learn and develop (Brown & Lauder, 995).”

Guile and Griffiths suggest a “connective model” (nicely summarized in Savoie-Zaic’s article) in which “trainers and the workplace develop partnerships to create environments that foster learning within the workplace” (Savoie-Zaic, p. 117)

From there, I believe that we can expand into a network of partnerships that will contribute to re-shape and realign power relationships between and inside work and learning contexts and their participants. Schuetze defines such new scenario as “alternation system.” (Schuetze, p. 5-6) Accordingly, a new integrated framework will emerge, based on employers’ needs; learners’ personal identities, histories, and learning styles; through a variety of pathways to education, workplace learning, and work. This system will be based on sound principle of active citizenship.

And this is, I believe, the core concept that will emerge as the most important factor in anti-discrimination policies.

The language used to define the evolving marketplace and education universe at the start of the third millennium appears to be based on a broad sense of inclusion and co-participation. It includes terms like appropriation, co-participation (Billett, co-participation at work), legitimate peripheral participation (Huzzard, Communities of domination), life-long learning, agency, individual learning pathways and more.

I believe that the building of such complex taxonomy shows an attempt to overcome entrenched patterns of exclusion and establish new policies that are more attuned to our ever changing, globalized world.

From my own research about the E.U., it emerged a consistent move towards the reframing of European policies along lines similar to those described above. How are these approaches currently used in different countries? Are they useful to address and overcome issues of discrimination and exclusion?

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