Suggests that peer-based learning encourages deep reflection because it fosters contrasting perspectives and generates arguments. Distinguishes between peer learning partnerships and mentoring, examines the process as it applies to professional development, and identifies defining qualities of the peer dynamic. (JOW)

Responds to common myths about workplace diversity: (1) there is not much diversity in the workplace; (2) the way business is done is neutral; and (3) it is the responsibility of minority cultures to adapt to the dominant culture. Suggests responses for continuing professional educators. (JOW)

Offers lessons learned about working in multicultural and multilingual environments: (1) carefully plan communication requiring interpreters/translators; (2) strive for mutual knowledge creation; and (3) allow for sufficient time and process in workshops to support participants' need for clarification. (JOW)

To make workshop content valuable, it must be applied. Activities and assignments before, during, and after the workshop help ensure transfer of learning. (JOW)

If continuing professional education is to make a difference and meet challenges, ethics and its place in professional life must be moved to the forefront. Educators should continually renew the ethics discourse, drawing on the resources of adult education. (JOW)

Basic knowledge of the characteristics of learning disabilities (LD), attention deficit/hyperactivity disorder (ADHD), and traumatic brain injury (TBI) can help adult educators recognize symptoms, make appropriate referrals, and individualize instruction and accommodations. (JOW)

Interviews with 23 adult college students with learning disabilities explored the metaphors they use to describe their disabilities. This strategy can help learners gain a sense of control over their disabilities. Adult educators can stimulate critical reflection and help them to make meaning of their experience.(JOW)

To help adult educators understand the process of disability disclosure, descriptions of the following are provided: the Americans with Disability Act of 1990, self-disclosure, disability disclosure, and identifying an undiagnosed disability. (Author/JOW)

Accommodations for individuals with disabilities are not an advantage, but simply a mechanism to ensure that a test measures an individual's ability level. The General Educational Development (GED) Testing Service has worked to support individuals with documented disabilities by promoting the use of reasonable testing accommodations. (JOW)

Discusses how adult basic educators can respond to the mandates of the Americans with Disabilities Act of 1990. Addresses remediation versus accommodation, disability identification, and how to choose and evaluate the effectiveness of accommodations. (JOW)

Effective teaching approaches and assistive technologies that help learners with disabilities meet their educational goals can also provide opportunities to use these strategies in the workplace. Different strategies for group and one-on-one instruction are recommended. (Contains 11 references.) (JOW)

As a creative act, learning entails changes to one's pattern of behavior; making such a change requires creativity to see and develop new patterns of behavior. Creativity models can be used to develop strategies to facilitate learning to learn from others. (Contains 10 references.) (Author/JOW)

Learning autobiographies enable adult learners to gain a deeper insight into theories of adult learning. Writing their learning autobiographies helps adults chart how they have grown and developed. (Contains 11 references.) (Author/JOW)

Describes the adult education program at the YWCA Princeton in New Jersey and looks at the role of the volunteer. Discusses why the program is successful: it encourages professionalism, has a director, fosters a friendly atmosphere, offers flexible scheduling, and provides professional development. (JOW)

Describes "Project Learn," a program at the University of Alabama at Birmingham to assist individuals in getting off welfare by obtaining productive employment. Discusses the five components of the program: (1) referral/screening, (2) job placement, (3) case management, (4) mentoring, and (5) educational/employability skills. Includes lessons…