Community Contribution #3

Diversity and Inclusion Contributing to a PLN

Considering diversity and inclusion within Personal Learning Networks (PLN), it will look different for everyone. We all have our own biases, whether conscious or not, that influence our daily lives. As Moore and Schnellert (2016) expressed, instead of trying to get everyone to fit into the same mould, we need to support what these differences have to offer.

I have been interacting with the concepts of diversity and inclusion throughout my entire undergrad (especially in environmental studies courses), which has really guided me through navigating the world as an adult. I have always tried to not exclude others, but when it comes to inclusion, it’s much more nuanced than providing opportunities and support. Which brings me to equity: they require more support than others, not because of their own disadvantages, but because the system was simply not built for them. Equity is a very important concept within the scope of diversity and inclusion, as it has become increasingly harder to point fingers and blame who is ‘at fault’ when diversity and inclusion have been put at the forefront of many institutions, but issues and difficulties persist, signalling systemic reasoning.

With respect to PLN’s, if diversity and inclusion are not considered and prioritized, you run the risk of having a very narrowly focused network, even though it might not be apparently obvious. However, if you are actively considering and striving toward achieving a diverse and inclusive learning network, you must consider the benefits for everyone else, not just yourself. “We can force people together and apart all we want, but we cannot force people to engage in a community.” (Moore & Schnellert, 2016, p.18) PLNs should be approached through a consensual lens, no matter the topic or industry you are a part of.

References

Moore, S. (2016). One without the other: Stories of unity through diversity and inclusion (L. Schnellert, Foreword). Portage & Main Press.