Diversity Inclusion Sensitivity Cultural Competence Developed By Michael
Diversity, Inclusion, Sensitivity & Cultural Competence Developed By Michael Cummings & Georgia Coffey
Each person is representative of a mixture of “cultures and experiences”… SAMHSA, Office of Minority Health, and Health Resources and Administration, Quality Health Services for Hispanics: The Cultural Competency Component, 2001.
Objectives of this training… • To provide a clear understanding • • of what diversity is and what it isn't. To raise a greater awareness and sensitivity to Diversity and Inclusion issues that go well beyond the assumed categories. To recommend behavioral tools for fostering a more cohesive workplace.
• Have you ever been the subject of a negative reaction based only on your membership in a group? • How about a positive reaction for the same reason? • Why do people have negative stereotypes about others?
Dislike 1 2 3 4 5 6 7 Like • Would it be all right if your brother or sister married one of these people? • List 2 things you believe about this person
Views Are Like Icebergs • Just as 90% of an iceberg is out of sight, very little can be determined about a person based on their appearance. Stereotypes are opinions based on their appearance.
Labels Help us to Identify • Knowing the contents of a can without • looking inside. Labels and People: – How are labels used to describe people? – How often does this occur?
Labeling = Stereotype, Prejudice, & Discrimination • Categorizing can be dangerous. Labels can become too rigid and when there is no room for growth the label becomes stifling, both for the individuals who are labeled and for the category itself. • This leads to Stereotypes, Prejudice, & Discrimination. SAMHSA, Office of Minority Health, and Health Resources and Administration, Quality Health Services for Hispanics: The Cultural Competency Component, 2001.
Examples of Labels…
What Exactly is Diversity? • Diversity refers to all the ways that individuals are unique and differ from one another.
Diversity Defined Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organizations with which they interact.
Distinction Between EEO, Affirmative Action and Diversity & Inclusion Equal Employment Opportunity The enforcement of statutes to prevent employment discrimination Affirmative Action Diversity & Inclusion The effort to achieve parity in the workforce through outreach and eliminating barriers in hiring Leveraging differences in the workforce to achieve better results
Diversity Involves: l. Recognizing our unique differences l. Attracting people of all backgrounds l. Recognizing how attitudes affect us all l. Creating an environment where all can succeed l. Acting to promote diversity
Elements of Diversity • • Age Gender Ethnicity Race Physical Ability Sexual Orientation Physical Characteristics • • Income Education Marital Status Religious Beliefs Geographic Location Parental Status Personality Type
Primary & Secondary Dimensions of Diversity • Primary dimensions are elements we have some power to change. People are less sensitive about secondary dimensions. We also have the choice of whether to disclose this information or not; we can conceal these characteristics. • Secondary dimensions are aspects of ourselves that we cannot change. They are things people know about us before we even open our mouths, because they are physically visible (except sexual orientation). When people feel they are being stereotyped based on primary dimension, they can be very sensitive about it.
Primary Dimensions of Diversity Work Background Income Parental Status Geographic Location Sexual Orientation Race Ethnicity Gender Education Age Physical Qualities Marital Status Military Experience Religious Beliefs Secondary Dimensions of Diversity Loden and Rosener 1991
Primary Characteristics: Qualities We Are Born With • • • �� Gender �� Eye Color �� Hair Color �� Race �� Birth Defects
Secondary Characteristics: • • • Religion Educational Level Parental Status Geographic Location Socioeconomic Status Sexual Identity
A New Metaphor for American Culture The “melting pot” theory of American society has evolved, instead consider a vegetable soup metaphor. You can easily identify and taste the unique flavors of the individual parts. Members of various cultural groups may not want to be assimilated, they want their tastes, looks and texture to remain whole. To reap the business benefits of diversity, you must employ inclusive work strategies
If we could shrink the earth's population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this. There would be: – – – 61 Asians 12 Europeans 14 from the Western Hemisphere, both north and south 13 Africans 50 would be female 50 would be male 74 would be nonwhite 26 would be white 67 would be non-Christian 33 would be Christian 89 would be heterosexual – 6 people would possess 59% of the entire world's wealth and all 6 would be from the United States – 80 would live in substandard housing – 14 would be unable to read – 33 would die of famine – 1 would be near death; – 1 would be near birth – 7 would have a college education – 8 would own a computer – 11 would be homosexual
Approaches to Diversity l. The Golden Rule – 1960 s, assimilation, “stop treating people badly” l. Right the Wrongs – 1970 s, affirmative action, created “us versus them” l. Value Differences –Year 2000 and beyond, diversity is an asset
PREJUDICE Generalized attitude towards members of a group. STEREOTYPE Generalized belief about members of a group. Behaviors directed DISCRIMINATION towards people on the basis of their group membership. SAMHSA, Office of Minority Health, and Health Resources and Administration, Quality Health Services for Hispanics: The Cultural Competency Component, 2001.
Prejudice, Stereotype, & Discrimination • Negative prejudices stem from: – Social learning – Threats • Is being prejudiced against one group the same as being prejudiced against another group? – E. g. , Do people who have prejudices against women and homosexuals have those prejudices for the same reason? SAMHSA, Office of Minority Health, and Health Resources and Administration, Quality Health Services for Hispanics: The Cultural Competency Component, 2001.
Prejudice, Stereotype, & Discrimination • Prejudice is learned. • If we become prejudiced against groups because they threaten us, perhaps groups that trigger certain threats will also trigger certain prejudices and certain reactions.
Reducing Prejudice, Stereotypes, & Discrimination What can we do to reduce the existence or expression of prejudice, stereotyping, and discrimination?
Self-Fulfilling Prophecies • A false belief that leads to its own fulfillment: 1. Perceiver develops false belief about a target 2. Perceiver treats target in a manner consistent with false belief 3. Target responds to the treatment in such a way as to confirm the originally false belief
Two Types of SFPs • Positive SFPs: 1. Perceiver overestimates target’s ability 2. Perceiver treats target consistent with that overly positive belief 3. Target responds by confirming the overly positive belief
• Negative SFPs: 1. Perceiver underestimates target’s ability 2. Perceiver treats target consistent with that overly negative belief 3. Target responds by confirming the overly negative belief
Self-Fulfilling Prophecies and Stereotypes • Self-fulfilling prophecies can contribute to social problems
Danger of First Impressions • We make decisions about people every day • Our first impressions can: – Influence our working relationships – Be affected by stereotypes of which we are not aware
How are our first impressions of others formed?
Forming Perceptions • Through our life, experiences teach us about our place in a group or society • We tend to: – Be raised in groups just like us – Gravitate to similar people – Be uncomfortable with differences
Forming Perceptions (con’t) • We mistakenly believe that: – All people like us on the surface are similar in all other ways – All people who are unlike us on surface are different in all other ways • We view others through lens of group stereotype
• Why do we need to understand how perceptions • • are formed? If people respond well to you and appreciate your work, how do you feel? When others avoid you because of negative perceptions, how do you feel?
Exclusion Brings: • Less interest in performing to full capacity • Cultural life and traditions seem distinct • Over sensitivity
Being Accepted Stimulates: • Positive feelings • A more productive and enjoyable workplace
• So how do we get there? • How do we appreciate others & then communicate that acceptance?
Keys to Working Well w/ Others • Communicating openly • Listening • Establishing respect and understanding • Discussing issues as they arise
How can employees respond to differences in the workplace? • Positively – I’ll embrace this challenge! • Negatively – I’ll resist this. (No one can force me!) • Indifferently – Whatever! No skin off my nose either way… I treat everyone the same. • Proactively – I need to learn about this before I encounter it firsthand. • Reactively – Uh oh! What should I do?
Anne Frank: “We all live with the objective of being happy; our lives are all different and yet the same. ” In the workplace, we recognize employees’ unique differences while recognizing what they have in common: the human condition – this “objective of being happy”.
From One End to the Other • Poverty (employees who do not • • have basic needs met, may experience malnutrition, have limited to no travel experiences) Disability (Physical or learning – challenges and limitations will be a factor in the workplace. ) Abuse & Neglect (Negative personal experiences can have negative effects on employment. ) • Affluence (Employees who travel, • • • English as a Second Language • • • (Immigrant and ESL employees face challenges beyond language learning. ) Facing Prejudice (Whatever the “differences” they may be negatively perceived by others. ) own homes, cars, nice clothes, eat out often, etc. ) Ability (Gifted and high ability employees require additional challenges and outlets for their talents. ) Nurturing Home Life (Employees are encouraged, praised, respected, etc. in their homes. ) Multicultural (Employees who have had positive, cultural experiences have greater insight and understanding. ) Fostering Acceptance (Employers must move beyond “tolerance” to “acceptance” in modeling attitudes. )
…talent comes in all shapes and sizes…
… and it also comes in all different containers!
Not only can’t we judge a book by its cover, we must recognize that some books have had their covers torn off, some are written in a foreign language, and some might contain ideas with which we don’t agree. Recognize, accommodate, and value ALL of your employees for what they represent and what they have to offer. Be positive and proactive in this endeavor.
Diffusion of Responsibility “I used to ask myself, ‘Why doesn’t somebody do something? !’ Then I realized I am somebody. ” -- Jane Wagner SAMHSA, Office of Minority Health, and Health Resources and Administration, Quality Health Services for Hispanics: The Cultural Competency Component, 2001.
Collusion Defined
Collusion is cooperation with others, knowingly or unknowingly, to reinforce stereotypical attitudes, prevailing behaviors, and norms Types of collusion include: • Silence • Denial • Active Participation
PARADIGMS Paradigms establish the rules and boundaries for the way we see things. SAMHSA, Office of Minority Health, and Health Resources and Administration, Quality Health Services for Hispanics: The Cultural Competency Component, 2001.
PARADIGM SHIFT • The next time you are in a situation with some member of an out-group, take 2 minutes to: – Take their perspective. – See if you can imagine how they see the situation differently from you and what aspects they might be concentrating on.
CULTURAL SENSITIVITY • The ability to be open to learning about and accepting of different cultural groups. • “If we are aware of our biases, we can correct them—as when driving a car that drifts to the right, we steer left to go where we intend. " -- Mahzarin Banaji U. S. Department of Health and Human Services, OPHS National Standards for Culturally and Linguistically Appropriate Services in Health Care, March 2001
“By 2050, the U. S. population is expected to increase by 50% and minority groups will make up nearly half of the population…. The population of older Americans is expected to more than double. Onequarter of all Americans will be of Hispanic origin…. More women and people with disabilities will be on the job. ”
“Treat others as THEY want to be treated”
Individual’s Path to Cultural Competency Learning is like a journey, in that, it is a path that we follow to enlightenment. A model developed by David Hoopes, gives us a model to cultural competency. His outline illustrates the development of cultural competency in every one of us. Competency implies having the capacity to function effectively. It will be interesting to see where, we as individuals, fit into this continuum. Hoopes, David. 1979. “Intercultural Communication Concepts and the Psychology of Intercultural Experience, ” in Margaret Pusch, ed. Multicultural Education: A Cross-Cultural Training Approach. Yarmouth, ME: Intercultural Press
PATH OF INTERCULTURAL LEARNING Multiculturation Selective Adoption Appreciation/Valuing Acceptance/Respect Understanding Awareness Ethnocentricity Hoopes, David. 1979. “Intercultural Communication Concepts and the Psychology of Intercultural Experience, ” in Margaret Pusch, ed. Multicultural Education: A Cross-Cultural Training Approach. Yarmouth, ME: Intercultural Press
Individual’s Path to Cultural Competency Ethnocentricity – This is a state of relying on our own, and only our own, paradigms based on our cultural heritage. We view the world through narrow filters, and we will only accept information that fits our paradigms. We resist and/or discard others. Awareness – This is the point at which we begin to realize that there are things that exist which fall outside the realm of our cultural paradigms. Understanding- This is the point at which we are not only aware that there are things that fall outside our cultural paradigms, but we see the reason for their existence. Hoopes, David. 1979. “Intercultural Communication Concepts and the Psychology of Intercultural Experience, ” in Margaret Pusch, ed. Multicultural Education: A Cross-Cultural Training Approach. Yarmouth, ME: Intercultural Press
Individual’s Path to Cultural Competency Acceptance/Respect - This is when we begin allowing those from other cultures to just be who they are, and that it is OKAY for things to not always fit into our paradigms. Appreciation/Value- This is the point where we begin seeing the worth in the things that fall outside our own cultural paradigms. Selective Adoption - This is the point at which, we begin using things that were initially outside our own cultural paradigms. Multiculturation- This is when we have begun integrating our lives with our experiences from a variety of cultural experiences. Hoopes, David. 1979. “Intercultural Communication Concepts and the Psychology of Intercultural Experience, ” in Margaret Pusch, ed. Multicultural Education: A Cross-Cultural Training Approach. Yarmouth, ME: Intercultural Press
Cultural Competence is the ability to respond effectively and appropriately to different cultural/generational contexts in the workplace. • Acknowledge and accept differences in cognitive, behavioral, philosophical, social, and communicative styles that arise from different cultural generational contexts. • Seek to understand; ask for clarification or reasons for the behavior • Communicate policies, procedures clearly to employees if you are a manager
Cultural/Generational Differences • • • Individual vs. team work orientation Visual vs. oral learning style Expressive vs. introverted behavior Physical vs. non-physical Emotive vs. reserved personality Assertive vs. acquiescent behavior Gregarious vs. solitary social style Work vs. family focus Divergent vs. convergent thinking Long term vs. short term career planning
Cultural Competence • Respect others’ opinions. • Acknowledge cultural/ • • • generational differences and historical injustices without becoming defensive. Be open to learning about other cultures and ideas. Give others the benefit of the doubt in a dispute. Seek first to understand others’ point of views; then to be understood. • Don’t stereotype. • Don’t judge others by • • your own cultural standards. Don’t assume your culture’s way is the only way. Don’t talk down to anyone; communicate effectively.
Impediments to Cross-Cultural Communication • Irrational Assumptions • Misunderstanding • Prejudice • Fear
Irrational Assumptions An irrational assumption is a belief that is founded on baseless supposition, often skewed by bias. One of the best examples of irrational assumptions are the stereotypes we formulate about people based on their association or membership with cultural or ethnic groups. “If we all worked on the assumption that what is accepted as true is really true, there would be little hope of advance. ” --Orville Wright
Misunderstandings are a normal part of communication either because we unintentionally or intentionally use the wrong words or because we don’t understand what is being said to us. To prevent misunderstanding know who you’re talking to, be respectful, and be sure of what you want to say. “Listen, I’m going to talk to the Indians. It’s probably a misunderstanding. ” --General Custer
Prejudice By definition, prejudice is either a bias in favor of or against something. Such biases can of course be benign, however, those preferences having to do with people can be hurtful and cause problems especially in the workplace. “Just as a child is born without fear, so it is born without prejudice. Prejudice, like fear, is acquired. ” Marie Killea
Fear of change in the workplace is counterproductive, especially fear of ideas and people who are different from us. “I think we have to own the fears that we have of each other, and then, in some practical way, some daily way, figure out how to see people differently than the way we were brought up to. ” --Alice Walker
Number 1 Rule for Diversity, Inclusion, and Constructive Conflict Management • Dialogue! In order to understand the other’s point of view, seek first to understand. • Dialogue! In order to communicate your own position. • Dialogue! In order to arrive at a mutually beneficial agreement that serves common goals.
How Can Managers Promote Diversity & Inclusion? • Lead employees by example; respect people and • • • differences in the workplace. Create a welcoming, inclusive environment in which to conduct business. Incorporate diversity in policies, strategic plans, operational procedures. Learn and practice early conflict resolution strategies. Practice regular, effective, and open communication; empower your employees; requires trust. Demonstrate executive commitment to diversity on an ongoing and regular basis. Walk the talk.
Diversity Best Practices • • Leadership commitment. Effective communication and transparency. Equitable employment practices. Recruitment outreach. Continuous learning and career development. Coaching and mentoring. Early conflict resolution. Flexible work culture.
Leadership Commitment • Communicate and practice commitment to diversity and • • inclusion often. Reinforce diverse work and employment practices, including diversity of thought. Practice constructive conflict management. Educate the workforce on the business value of diversity and inclusion. Mentor and coach diverse employees.
How Can Employees Promote Diversity? • Practice positive, constructive work habits in the • • • workplace; work cooperatively towards a common goal. Live up to the social contract; contribute to your fullest potential; strive for excellence. Recognize and respect others and their individuality. Think before you speak and be sensitive to others. Talk about your differences and ask tactful questions about how people want to be treated. Eliminate stereotypes and generalizations.
Questions? ? ?
“Cultural Jeopardy”
How to play: • A definition will be presented and you must determine the appropriate word from the list.
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism The ability to be open to learning about and accepting of different cultural groups. Race Internalized Oppression Discrimination Heterosexism Culture Cultural Sensitivity
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism A belief that racial differences produce an inherent superiority of a particular race. Race Internalized Oppression Discrimination Heterosexism Culture Racism
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism A generalization of characteristics that is applied to all members of a cultural group. Race Internalized Oppression Discrimination Heterosexism Culture Stereotype
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism A subconscious belief in negative stereotypes about one’s group that results in an attempt to fulfill those stereotypes and a projection of those stereotypes onto other members of that group. Race Internalized Oppression Discrimination Heterosexism Culture Internalized oppression
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism A belief in the inherent superiority of one pattern of loving over all and thereby the right to dominance. Race Internalized Oppression Discrimination Heterosexism Culture Heterosexism
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism To make a difference in treatment on a basis other than individual character. Race Internalized Oppression Discrimination Heterosexism Culture Discrimination
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism Race Internalized Oppression Discrimination Heterosexism Culture The recognition and acknowledgement that society is pluralistic. In addition to the dominant cultural, there exists many other cultures based around ethnicity, sexual orientation, geography, religion, gender, and class. Multiculturalism
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism An attitude, opinion, or feeling formed without adequate prior knowledge, thought, or reason. Race Internalized Oppression Discrimination Heterosexism Culture Prejudice
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism The belief in the inherent superiority of one sex (gender) over the other and thereby the right to dominance. Race Internalized Oppression Discrimination Heterosexism Culture Sexism
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism Race A body of learned beliefs, traditions, principles, and guides for behavior that are shared among members of a particular group. Internalized Oppression Discrimination Heterosexism Culture
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism To judge other cultures by the standards of one’s own, and beyond that, to see one’s own standards as the true universal and the other culture in a negative way. Race Internalized Oppression Discrimination Heterosexism Culture Ethnocentrism
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Racism As a biological concept, it defines groups of people based on a set of genetically transmitted characteristics. Race Internalized Oppression Discrimination Heterosexism Culture race
Prejudice Ethnocentrism Stereotype Sexism Multiculturalism Cultural Sensitivity Ethnicity Sharing a strong sense of identity with a particular religious, racial, or national group. Racism Race Internalized Oppression Discrimination Heterosexism Culture Ethnicity
Civilizations should be measured by "the degree of diversity attained and the degree of unity retained. " — W. H. Auden, English poet (19071973)
Last Words To Ponder “When we feel a sense of belonging it is not because we are the same as everyone else, but because we have been accepted as we are. ”
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