Language Learning, English and White Nativism

Language learning in Australia by monolingual English speakers is hardly encouraged while for many descendants of non-English Speaking Background (NESB) immigrants, their knowledge of their parents’ language is declining.  However, not only does language allow access to one’s own cultural background or preservation of heritage, learners can also do the same in a smaller world, with other benefits in outlook, creativity, soft skills, business communication and development etc..

Australians of non English speaking background losing their ancestors' language.

Language Diversity Other than English (Image copyright Pexels)

Legislating for English

One would argue that this is not a passive organic process.  Till the ‘90s multiculturalism and other languages were encouraged e.g. Hamer Liberal conservative government in 1970s Victoria.  This was till the Howard government adopted white nationalist or WASP policies creating antipathy towards other languages, banning the word ‘multiculturalism’ in the PM’s Office and promoting English only, influenced by US organisations related to John Tanton, the ‘racist architect of the modern anti-immigration’ movement.

The main organisation was ProEnglish which included Tanton on its Board of Directors, lobbying Washington, and described by SPLC as:

Anti-immigrant hate group ProEnglish visits White HouseSince 1994, ProEnglish has pushed to have English declared the official language of the United States through legislative means. The latest attempt at the federal level, HR 997, the English Language Unity Act, was introduced in 2017 by Rep. Steve King (R-IA), one of the most outspoken anti-immigrant members of Congress. ProEnglish has also pushed for similar legislation at the state level, where 32 states have some form of official English measures on the books.’

Australia has been called ‘a graveyard of languages’. These people are bucking the trend

ABC Radio National

By Masako Fukui for Tongue Tied and Fluent on Earshot

Gaby Cara speaks to her nonna in fluent Italian, but only because she spent a year in a Tuscany when she was nine.

“We were in this tiny little village, and because I was so young, I just picked up Italian really quickly,” Gaby says.

For her dad Bruno, a second-generation Italian-Australian, this was a dream come true.

“I always wanted the kids to experience the culture, and to learn the language at a level where they could communicate freely,” he says.

Gaby and her sister Alexia, who was five at the time, attended the local school in picturesque Panzano.

Alexia soaked up the new language “like a sponge”.

“She had a real Tuscan inflection. It was actually beautiful,” Bruno says.

“Roots migration”, or going to the homeland for an immersive cultural and linguistic experience, is how the Cara family managed to buck a rather alarming trend.

Losing your language

Italians are losing their language at a faster rate than any other ethnic group in Australia.

In the last 15 years or so there’s been a drop of around 80,000 people speaking Italian at home.

According to Census data, there were almost 354,000 people who spoke Italian at home in 2001. By 2016, that had fallen to around 272,000.

The Greeks share a similar migration trajectory to the Italians, but “there are some factors that have helped the Greeks maintain their language more,” says Antonia Rubino, senior lecturer in Italian Studies at the University of Sydney.

“One is the lack of this distinction between dialect and standard Italian.”

Many post-war Italian migrants spoke dialect as their first language, and often did not pass on Italian to the second generation, Dr Rubino explains.

“The Greeks also had the church,” she says.

The ‘monolingual mindset’?

This attitude is reflected in our education system.

“Australia is one of the most multilingual countries in the world,” says Ken Cruickshank of the University of Sydney.

Yet, language education is not seen as a high priority and “languages are not part of the core curriculum in any state apart from Victoria in the primary schools,” he says.

In fact, he says, “we come lowest of all OECD countries in the provision and uptake of languages”.

The result is that a bilingual child has a five in six chance of losing their heritage language by the time they finish high school, according to Dr Cruickshank.

Or put simply, multilingual kids go to school to become monolingual, in the majority of cases in Australia.

This monolingual mindset is totally out of sync with our multilingual reality — around 300 languages are spoken in Australia on any given day.

There are two ways people can lose the languages they speak.

The first is through linguistic colonisation, which is what’s happened to many Indigenous and minority languages around the world.

The second is linguistic assimilation.

That’s when immigrants lose their languages as they gradually shift towards the dominant language, English — itself a migrant language….

…..And that raises an important question for all of us living in multicultural Australia.

If language is key to people’s cultural identity, doesn’t it make sense that we value our rich multilingualism?

Gaby appreciates how important knowing Italian is.

Her language not only connects her to her nonna, but also gives her an understanding of different cultures.

“When we were younger, we didn’t think anything of going to Italy,” she says.

She’s now 30, and understands that living in Italy as a kid was also about experiencing a different culture, which is why she’s determined to pass Italian on to the next generation.

That would mean that four generations of Caras speak Italian — a small yet significant contribution to countering the image of Australia as a “graveyard of languages.”

 

For more blogs and posts about learning theory and the promotion of white nationalism click through.

Soft Skills for Work and Employment

Soft skills for work and employment to complement technical skills have been recently highlighted, again, by a Deloitte Australia media release, following is a summary.

Soft skills for work and employment have been recently highlighted, again, by a Deloitte media release.

Soft Skills for Work (Image copyright Pexels)

 

While the future of work is human, Australia faces a major skills crisis – The right response can deliver a $36 billion economic bonus

12 June 2019: With skills increasingly becoming the job currency of the future, a new Deloitte report finds that the future of work has a very human face. Yet Australia is challenged by a worsening skills shortage that requires an urgent response from business leaders and policy makers.

The path to prosperity: Why the future of work is human, the latest report in the firm’s Building the Lucky Country series:

  • Dispels some commonly held myths around the future of work
  • Uncovers some big shifts in the skills that will be needed by the jobs of the future
  • Reveals that many key skills are already in shortage – and the national skills deficit is set to grow to 29 million by 2030
  • Recommends that businesses embrace, and invest in, on-the-job learning and skills enhancement
  • Finds that getting Australia’s approach to the future of work right could deliver a $36 billion national prosperity dividend.

 

Employment Myths busted

The report dispels three myths that tend to dominate discussions around the future of work.

Myth 1: Robots will take the jobs. Technology-driven change is accelerating around the world, yet unemployment is close to record lows, including in Australia (where it’s around the lowest since 2011).

Myth 2: People will have lots of jobs over their careers. Despite horror headlines, work is becoming more secure, not less, and Australians are staying in their jobs longer than ever.

Myth 3: People will work anywhere but the office. The office isn’t going away any time soon, and city CBDs will remain a focal point for workers.

 

The big skills shift ahead: from hands…to heads…to hearts

 

“That today’s jobs are increasingly likely to require cognitive skills of the head rather than the manual skills of the hands won’t be a surprise,” Rumbens said. “But there’s another factor at play. Employment has been growing fastest among less routine jobs, because these are the ones that are hardest to automate.”

More than 80% of the jobs created between now and 2030 will be for knowledge workers, and two-thirds of jobs will be strongly reliant on soft skills.

 

Critical skills and the multi-million gap

 

As work shifts to skills of the heart, Rumbens said the research reveals that Australia already faces skills shortages across a range of key areas critical to the future of work.

“These new trends are happening so fast they’re catching workers, businesses and governments by surprise,” Rumbens said.

At the start of this decade, the typical worker lacked 1.2 of the critical skills needed by employers seeking to fill a given position. Today, the average worker is missing nearly two of the 18 critical skills advertised for a job, equating to 23 million skills shortages across the economy.

 

The business response?

 

Rumbens said that getting ahead of the game will require concerted action.

The report includes a series of checkpoints business leaders and policy makers, can use to inform, and drive action. These include:

  • Identify the human value – Identify which jobs can be automated, outsourced to technology such as AI, and which are uniquely human. Use technology to improve efficiency, and increase the bounds of what’s possible.
  • Forecast future skills needs – Understand the skills, knowledge, abilities and personal characteristics of your employees.
  • Re-train, re-skill, and re-deploy – People represent competitive advantage. Consider alternatives to redundancy such as re-training, re-skilling or re-deploying as options to support existing workers reach for new opportunities.
  • Involve people – The people who do the work are often the best placed to identify the skills they require to succeed. Find ways to involve employees in the design and implementation of learning programs.
  • Talk about technology honestly – Engage in an honest dialogue about the impacts of technology to support staff and generate new ideas for managing change.
  • Manage the robots – Introduce digital governance roles to evaluate the ethics of AI and machine learning, alongside existing frameworks.
  • Use mentoring and apprenticeships – Micro-credentialing holds the key to unlocking the value of emerging job skills, while apprenticeship models are re-emerging as an effective way for business to develop a future-ready workforce.
  • Recruit and develop social and creative skills – Recognise and reward social skills such as empathy, judgement, and collaboration when recruiting and developing workers.

 

For more articles and blogs about soft skills and adult learning click through.

 

Ageing Democracy, Nativism and Populism

Featured

Liberal democracies in western world need to make sure they do not become populist gerontocracies with changing demographics creating elderly ‘Gerrymandering’ where influence and numbers of older voters (with short term horizons) increasing proportionally over younger generations with longer term interests but less voice and influence.

Western world electorates are ageing and impacting democracy

Ageing Demographics, Democracy and Populism (Image copyright Pexels)

From Alan Stokes of Fairfax round 2016 elections:

It’s on for old and old: younger voters don’t stand a chance

One startling statistic shows why 65+ voters hold all the power at this election – and it will only get worse for the young’uns.

This election will not be decided by modern issues or fashionable personalities. It will not be aimed at the nation’s future. It will be about living in the past.

The 2016 election will be decided more than any other by Australia’s elderly.

We have seen a surge in the share of voters aged 65 and over – wartime children and now baby boomers, many of whom once burnt bras, voted for Whitlam, had a day off work when Alan Bond won the America’s Cup in 1983 but then backed John Howard, pocketed huge superannuation tax breaks from the mining boom, banked capital gains from home ownership and negative gearing, and can afford to say now that 70 is the new 50……

…One startling statistic defines this reversal of the 1960s-70s-80s generation gap.

Since Kevin07 rode youthful exuberance to victory nine years ago, the number of enrolled voters aged 18-24 has increased 7.9 per cent, reflecting some improvement in encouraging younger people to enrol.

But the number of enrolled voters aged 65 and over has increased 34 per cent.

Yes, oldies are out-growing young’uns by a ratio of more than four to one….

…As I wrote last week, the youth have good reason to be revolting. The 65+ voter demographic makes up 22 per cent of the vote this time – more than twice the 10.6 per cent for 18- to 24-year-olds….

…..These revelations are not intended to deny the elderly their voice. Rather, they raise questions about the morality of voting for self-interest when you will not be around to carry the burden of your decisions.

The median projection from the Australian Bureau of Statistics suggest the numbers of Australians aged 65+ will have increased by 84.8 per cent between 2011 and 2031. The proportion of the population 65+ will have increased from 13.8 per cent to 18.7 per cent….

….And what if parties realise they can win elections by kow-towing to the older demographic and downplaying issues that matter to younger Australians? We have seen this already on same-sex marriage, a republic, climate change and housing affordability….

….Expect to see more youthful candidates revolting against the demographic demons. We can only hope they can get through to older voters because the future belongs to the children, not the parents and grandparents.

Such is life …

 

Meanwhile in Europe:

Is Pensioner Populism Here to Stay?

Oct 10, 2018 | EDOARDO CAMPANELLA
MILAN – The right-wing populism that has emerged in many Western
democracies in recent years could turn out to be much more than a blip on the
political landscape. Beyond the Great Recession and the migration crisis, both of
which created fertile ground for populist parties, the aging of the West’s
population will continue to alter political power dynamics in populists’ favor.

It turns out that older voters are rather sympathetic to nationalist movements.
Older Britons voted disproportionately in favor of leaving the European Union,
and older Americans delivered the US presidency to Donald Trump. Neither the
Law and Justice (PiS) party in Poland nor Fidesz in Hungary would be in power
without the enthusiastic support of the elderly. And in Italy, the League has
succeeded in large part by exploiting the discontent of Northern Italy’s seniors.
Among today’s populists, only Marine Le Pen of France’s National Rally (formerly
the National Front) – and possibly Jair Bolsonaro in Brazil – relies on younger
voters…

…Most likely, a growing sense of insecurity is pushing the elderly into the populists’
arms. Leaving aside country-specific peculiarities, nationalist parties all promise
to stem global forces that will affect older people disproportionately.
For example, immigration tends to instill more fear in older voters, because they
are usually more attached to traditional values and self-contained communities.
Likewise, globalization and technological progress often disrupt traditional or
legacy industries, where older workers are more likely to be employed.

At best we are observing very cynical politics, influencers and media endeavouring to confuse, create fear and anxiety amongst older demographics round populist themes such as immigration, globalisation, nativism and identity.

For more blog articles about nativism, NOM net overseas migration, and demography, Click through.

 

 

 

 

Copying and Plagiarism at University

Copying and plagiarism have always been apparent for various reasons and manifested in many ways.  Reasons can include rote learning via pedagogy versus andragogy, not coping or under time pressure which can lead to short cuts that can be easily identified by software such as Turnitin.

From Henrietta Cook in The Sydney Morning Herald:

How unis can beat the cheats by finding ‘fingerprints’ in their essays.

The tell tale signs of a cheat could be lurking in a comma or a seemingly innocuous double space after a full stop.

As universities grapple with a rise in contract cheating – which involves students outsourcing their assessments – technology is clamping down on the unethical practice by monitoring students’ unique writing styles.

The software, which has been created by US-based company Turnitin and will be launched later this year, is being developed and tested at Australian institutions including Deakin University, the University of New South Wales, the University of Wollongong and the University of Queensland.

Forensic linguists – the experts who scrutinise ransom notes and suspicious wills – helped identify 70 different factors that feed into a person’s unique writing style.

These include the use of commas, parentheses and dashes, how they list examples and whether they double space after a full stop…

…. Universities Australia chief executive Catriona Jackson said universities were continually coming up with new ways to detect cheating.

“There’s a clear message to all students in this: if you try to cheat, it’s very likely that you’ll get caught. So just don’t do it.”’

 

Advice for students (and institutions) would be learn how to write academically (should be compulsory in all university foundation and/or bachelor degree programs), plan well with time management to include good research of references or sources, use required referencing system (correctly) included in process of note taking, paraphrasing and synthesis, have draft for checking by lecturers, tutors or learning advisors, for feedback.

Further, institutions could provide a generic TurnitIn point for students to check essay or report drafts and be rewarded for process, as well as grade outcomes.

For more articles and blogs about teaching, learning and assessment click through.

Soft or Work Skills Development of Students for Employment

Soft or Work Skill Development

We often hear talk about generic work skills, soft skills or digital related, but what are they and why are they important?

Hard skills may shortlist you for a job interview, but soft skills will have you selected, and may include the following which could also be described as personal attributes or selection criteria:

 

Communication, Organization, Teamwork, Punctuality, Critical Thinking, Social Skills, Creativity, Interpersonal Communication, Adaptability and Friendliness (Berger 2016).

 

According to Harvard Business Review article ‘DEVELOPING EMPLOYEES: The Soft Skills of Great Digital Organizations’:

 

Smart organizations have recognized that introducing new technology into the workplace isn’t about hardware or software: it’s about wetware, also known as human beings. If you want to be the kind of nimble business that can make the most of successive waves of tech innovation, you need human beings who can adapt to change. That means equipping each person in your enterprise with the skills and mindset that will help them successfully adapt whenever you introduce new tools like Slack, Basecamp, or even Google Drive into your workplace. But what exactly are these digital skills? They may be more familiar and low-tech than you think (Samuel 2016).

 

These could include goal focus, collaboration, communication, learning, troubleshooting and enjoyment.

 

Another view from traditional work of soft skills would designate planning workload, communication, reports, presentations, collecting/using information, note taking, data literacy, projects, ethics, problem solving, decision making, team work, meetings, negotiation, stress management and reviewing one’s own personal skills and development (Bingham and Drew 1999).

 

How does one develop these soft or work skills for work, community and life?

 

According to Open Colleges Australia the following tips are needed to teach students soft skills:

30 Tips to Teach Soft Skills

  1. Give students authentic choices about how they’re going to learn and be assessed.
  2. Provide a learning environment where trust, initiative, and taking risks are encouraged.
  3. Hold all students to the same high standards.
  4. Model perseverance by not giving up on students.
  5. Support students by helping them find their own way.
  6. Demonstrate alternate paths to content mastery.
  7. Teach to the whole person (not just the “student”).
  8. Treat your students as mature individuals, even when they aren’t following instructions.
  9. Talk about tailoring communication styles for different audiences.
  10. 1Build students’ interpersonal skills through an environment of humility and respect.
  11. Help students practise taking on different roles in different situations.
  12. Differentiate opportunities for personal growth and opportunities for team growth.
  13. Cultivate a sense of responsibility through meaningful and unique contribution.
  14. Assign group exercises that give people the opportunity to speak, listen, write, organise, and lead.
  15. Assess learning through interactive evaluations that demand real-world demonstrations of learning.
  16. Challenge students’ reactions to new obstacles and situations.
  17. Emphasise that the same solution doesn’t necessarily work every time, even in the same situation.
  18. Incorporate exercises in delayed gratification in order to build persistence and grit.
  19. Start grading students on how well they listen to their peers.
  20. Discuss the importance of social-emotional intelligence in the real world.
  21. Design opportunities for students to build and demonstrate resilience.
  22. Make learning a personal experience, highlighting the way education shapes personality.
  23. Create opportunities for students to innovate, both on their own and in groups.
  24. Draw attention to the differences between online and in-person social etiquette.
  25. Reward students who are willing to admit they’re wrong.
  26. Recognise students who are committed to communicating ideas to others.
  27. Hold brainstorm sessions in which students list the possible uses for various soft skills.
  28. Help build motivation through principles of self-reliance (read: Emerson, Thoreau).
  29. Keep an open ear and encourage students to develop new thoughts and ideas they may have.
  30. Develop learning ability through greater awareness of individual learning processes (Briggs 2015).

 

Teaching, training or tutoring approaches to learning need to be centred upon student centred andragogy for adults not teacher centred pedagogy for children, see related article blog FLIPPED Model – Pedagogy or Andragogy in Higher Education Teaching Learning.

 

 

References:

 

Berger, G 2016, Data Reveals The Most In-demand Soft Skills Among Candidates, LinkedIn Talent Blog, 30 August, viewed 30 March 2018, < https://business.linkedin.com/talent-solutions/blog/trends-and-research/2016/most-indemand-soft-skills >

 

Bingham, R & Drew, S 1999, Key Work Skills, 1st edn, Gower Publishing Ltd., Aldershot.

 

Briggs, S 2015, 30 Tips to Cultivate Soft Skills in Your Students, Inform Ed – Open Colleges, 1 May, viewed 30 March 2018, < https://www.opencolleges.edu.au/informed/features/30-ways-to-cultivate-soft-skills-in-your-students >

 

Samuel, A 2016, ‘DEVELOPING EMPLOYEES: The Soft Skills of Great Digital Organizations’, Harvard Business Review, 5 February, viewed 21 March 2018,
< https://hbr.org/2016/02/the-soft-skills-of-great-digital-organizations >