Tag Archives: multicultural

“Diversity Training Doesn’t Work!”

Posted on by
17

“Diversity Training Doesn’t Work: Rather than extinguish prejudice, diversity training promotes it!” This was the title of a 12 March 2012 Psychology Today online article.

While so many of us complain about media sensationalism, I begrudgingly have to admit that, in this case, the inflammatory title led me to read this article from among the 200+ crossing my desk that day.

The article’s author, Peter Bregman, relies on research from 2007 to prove his point. He repeats or paraphrases the subtitle four times throughout his article, each time stating it as fact. Yet, in reviewing the original research he cites, I feel it does not support his premise. The original paper is much more nuanced and even-handed (“certain programs increase diversity in management jobs but others do little or nothing”).

While I take issue with much of what Mr. Bregman says in his article (that there are two types of diversity training, for example: those that tell people what to say/not say, and those that break people into categories. Come on, really?), there is also learning to be gained from it. His conclusion: “We decided to [teach all managers] to listen and speak with each other — no matter the difference — which is the key to creating a vibrant and inclusive environment,” was one I could heartily agree with.

Let me focus this post on the constructive learning we might get from this article. Mr. Bregman urges the reader to do nine different things. I consolidate them, as there was quite a bit of redundancy. They are:
  1. See people as people instead of categories. Train them to work with a diversity of individuals, not with a diversity of categories. Move beyond similarity and diversity to individuality. Don’t reinforce labels, which only serve to stereotype. Reveal singularities. Help them resist the urge to think about people as categories.
    • I wholeheartedly agree! Yes!!! Please! That is exactly why Cultural Detective looks at an interactional process of how people communicate in real situations (using the Worksheet with real-life or prepared critical incidents).
    • It is why we have a package titled, Cultural Detective: Self Discovery, aiding users to create Personal Values Lenses.
    • It is why Cultural Detective: Blended Culture looks at the multicultural experience of so many of the individuals in our world today.
    • It is why our definitions of “culture” go way beyond nationality or ethnicity, and include looking at multiple influences on why we are the way we are (see Layering Lenses).
    • While we are all unique individuals, we are also all members of groups and communities, and our world views are shaped by those groups (cultures) in which we were raised. Cultures establish patterns of behavior that are historically sanctioned, so we each learn all kinds of things that seem natural, yet are culturally determined. Viewing people as unique individuals not influenced by culture is a step backwards, and not helpful in understanding others.
  2. Stop training people to be “accepting” because it doesn’t work.
    • Again I agree! If people can better understand themselves, and get a bit of insight into why others might behave the way they do, we won’t need to lecture them. These are two of the Cultural Detective Model’s three core capacities (Subjective Culture/know ourselves, Cultural Literacy/understand others’ intent, Cultural Bridge/skills and systems for leveraging similarities and differences).
  3. Teach people to have difficult conversations with a range of individuals.
    • Yes! The CD Worksheet came to life as a conflict resolution tool in multicultural workplaces in Japan in the 1980s and 90s. It emerged from diverse individuals having just such difficult conversations.
  4. Teach managers how to manage the variety of employees who report to them. Teach them how to develop the skills of their various employees.
    • While I might offer this as one reason to conduct diversity training, coaching, or mentoring, I can definitely agree with the goal. Cultural Detective offers a process for understanding, valuing and leveraging individual cultural differences. Our newest package, Cultural Detective Bridging Cultures, focuses precisely on skill development.
  5. Help them resist the urge to think about others as just like themselves.
    • Yes! Thinking about others as just like ourselves is one stage of a developmental process. Learning to distinguish the ways in which we truly are similar and different, seeing value in the similarities and the differences, and creating ways to benefit from them, is what Cultural Detective is all about.

The initial research referenced in the article, (“Diversity Management in Corporate America,” Frank Dobbin, Alexandra Kalev, and Erin Kelly, American Sociological Association, 2007), was a systemic study of 829 companies, designed to see which kinds of diversity programs work best, on average. A weakness in the original study is that it looked purely at diversity, not on inclusion or competence to manage diversity.

Having said that, the findings showed that diversity councils, diversity leaders, and mentoring programs most strongly correlate with increased management diversity, while training and diversity performance evaluations have a lower correlation. To quote the study authors, “On average, programs designed to reduce bias among managers responsible for hiring and promotion have not worked. Neither diversity training to extinguish stereotypes, nor diversity performance evaluations to provide feedback and oversight to people making hiring and promotion decisions, have accomplished much. This is not surprising in the light of research showing that stereotypes are difficult to extinguish. … Research shows that educating people about members of other groups may reduce stereotyping.”

“Optional (not mandatory) training programs and those that focus on cultural awareness (not the threat of the law) can have positive effects. In firms where training is mandatory or emphasizes the threat of lawsuits, training actually has negative effects on management diversity. Managers respond negatively when they feel that someone is pointing a finger at them.”

The original article by Dobbin, Kaley, and Kelley presents three broad approaches to increasing diversity:
  • Changing the attitudes and behaviors of managers
  • Improving the social ties of women and minorities
  • Assigning responsibility for diversity to special managers and task forces

These are all situations in which the Cultural Detective Model can be used to help shape constructive interactions and manage differences effectively.

What do you think?

Mixed (&) nuts? A cross-cultural parenting perspective

Posted on by
2

A Czech and a Jamaican walk into a…. relationship. And BAM! There we have it — my reality in a nutshell. Building my relatively new multiracial, multicultural blended family has been quite the ride: challenging, but worth all the energy, inspiration and personal transformation that the experience has brought about.

The key to making things work has been clear, open and respectful communication and a willingness to self-examine and adjust, while staying authentic and standing one’s ground about the key values that must remain uncompromised. As my sweetie and I say, if he and I can’t work through our differences, how can we ever expect the rest of the world to do the same?

In our case, in addition to the divergent racial realities we experience in this society (he as a black male, and I as a white female), the contrast between our upbringings and home community cultural values is quite vast. Our parenting styles mirror those which guided each of us, and they are nearly polar opposite! The parenting of our children from previous relationships, in fact, has been the hottest point of contention.

My style veers towards the permissive side of the spectrum which gives the child the time and freedom to construct his own internal moral compass experientially through empathy (of course, not totally without guidance). This parenting tendency reflects how I was brought up and is, in a way, indicative of the degree of the privilege, which has applied to me since childhood, to be generally relatively safe, and sheltered from strife.

My partner’s parenting method is authoritarian, bent on instilling strong discipline and ethic as a means to survive and thrive in a sometimes harsh world. His is a form of tough, protective love, “a strict and clearly defined” style, as he calls it. You could see how these vastly different philosophies could drive us nuts, but we are on a journey together, determined to respect one another and find meeting places somewhere in the middle. In fact, an interesting pattern is developing where we, the parents, are adopting a little of each other’s tactics as we evaluate which are useful for our particular circumstances. In short, we are really mixing it up in the mixing bowl that our family is.

What I am most excited about is that we are learning from each other and drawing on not only the richness of what was passed down to each one of us, but also from each other’s worlds. My hope is that this, for our children, rather than confuse, will open new doors and encourage new ways of seeing the world and interacting with the people in it.

Layering Lenses: We are All Multicultural Individuals

Posted on by
10

“As an ethnic minority woman working in a large multinational firm, too often I feel like I have to learn only, to fit in. For the first time since I’ve worked here, I can now see, and explain, the unique and valuable perspective that I have to contribute as well!” she said, her face positively glowing.

The privilege of experiencing such affirming responses from Cultural Detective customers is part of what makes my job so incredibly worthwhile. This woman had just spent time creating her personal Values Lens, using Cultural Detective Self Discovery as well as a selection of Values Lenses from various other CD packages.

While the core of Cultural Detective is its process, which enables ongoing learning, collaboration and conflict resolution, the Lenses play an invaluable supporting role. As shown in the diagram above, one important role the Lenses can play is to help us realize that we are all unique, individual composites of the various cultures that have influenced and helped form us over our lifetimes. We are not “just” Chinese or Brazilian; we are much, much more than a single story, as Chimamanda Adichie so well told us.

In international cross-cultural work such as I’ve done over the past 34 years, too often people limit their definitions of “culture” to “nationality.” Culture goes way beyond nationality. Since by definition culture is the shared norms, values and behaviors of a group of people, culture can also include ethnicity, language group, physical ability or mobility, sexual orientation, or gender identity. More often than not, in my experience, while nationality(ies) tend to have a strong impact on our behavior, professional training, the culture of the organization to which the person belongs, the team culture, their socioeconomic level, generation, their faith or spirituality … all of these influence behavior as much as or more than national birth culture. It’s worthwhile for all of us to know ourselves in all the layers of our cultures: why we are the way we are, how we got to be who we are today. In this way we can better predict how we’ll respond, and better explain ourselves and our motivations to others, powerfully transforming collaboration.

People often ask me, where does personality end and culture begin? As a practitioner, my response is, “Does it really matter? Is there an objective, accurate answer?” We are all unique individuals and we are all also influenced by the multiple cultures in which we’ve grown up, been educated and trained, worked and lived. If we can keep our values and our goals clearly in mind, we can be flexible in our behavior and creative in our approaches, in order to perform at our highest and best in a broad variety of contexts.

—
This post was part of the #MyGlobalLife Link-Up

Inside Egypt: Recent Gallup Poll Results

Posted on by
5
English: Derivative work of File:BlankMap-Worl...

Image via Wikipedia

We have all been captivated by the hope, strength, and commitment to democracy of participants in the Arab Spring. I’ve also long been a “fan” of Egypt, studying Arabic for two years while living in Tokyo, in hopes of relocating to that country (hasn’t happened yet). Thus, I was excited recently to be able to hear Mohamed Younis speak about Gallup’s research in Egypt.

Over the past decade I seem to quote more and more from Pew Research, so I was very happy to see that Gallup has made a major commitment to conduct 100% self-funded, independent polls regularly in 140 countries. This should provide invaluable data for the intercultural field.

The research on Egyptians’ opinions that Mohamed presented had been conducted just after the parliamentary elections, in December 2011. The top findings he shared with us included:
  • Despite recent challenges in the country’s transition, Egyptians are still optimistic that Mubarak’s overthrow will improve their lives.
  • There is overwhelming confidence in the transparency of the upcoming presidential elections and in participation — 86% of those polled plan to vote in the presidential election.
  • Most Egyptians believe SCAF will hand over power to a civilian government after the presidential elections.
  • Islamists and Liberals very much agree on the issues of most immediate concern for Egyptian households, including women’s rights and economic priorities such as inflation and jobs.
 Some other interesting statistics from the polling:
  • 63% of the Egyptians polled felt that protests and revolts in their country have been the result of an indigenous desire for change. Mohamed said he felt this reflected a “hyper-nationalism” and “hyper-distrust” of foreign intervention, which he said can also be seen in the fact that 46% of the Egyptians polled opposed NATO intervention in Libya (compared to just 18% who were in favor).
  • Our group of listeners was largely US American, so Mohamed shared that 41% of the Egyptians polled said closer relations between Egypt and the US would be a good thing. 40% said it would be a bad thing, for a fairly even split on the issue. His interpretation is that this split is closely related to the fact that 73% of the Egyptians they polled do not feel that the USA is genuine in supporting democracy (rather they support their allies and economic interests).
  • When asked “If drafting a constitution for a new country, which rights should be included?” the vast majority of those polled cited freedom of speech, freedom of religion, and women’s rights (ahead of others in the region). The people of Egypt are definitely envisioning a representative government.

During questions and answers, Mohamed told us how some of the Islamist parties had won seats because they had bankrolled local services such as providing burial services or pilgrimages to Mecca for those who couldn’t afford them. He did not feel the rise of these parties reflected a rise in Islamism per se, and definitely not in the desire for a theocracy.

When asked what foreign governments could do to support Egypt, the clear response was: trade not aid, due to the rising sense of independence, nationalism and regionalism he perceives.

Mohamed also talked about the need for education around democracy, and the fact that an overthrow of Mubarak is not in itself going to create jobs. He said many young Egyptians expect a government job, with high salary and a pension, but with 80 million people and much poverty, they can not expect what young people in Saudi might be able to expect.

When asked about the high price of gas sales to the Sinai, and the fact that many Egyptians blame the Camp David Accords, Mohamed responded that even though this has nothing to do with the peace accords, they are nonetheless blamed. Most Egyptians have no interest in re-engaging Israel.

When asked about security for the Coptic church, Mohamed reiterated that most Egyptians very much respect religious diversity, and that the decision to protect churches was not a government mandate but rather an organic, people-led effort.

If you’re interested in hearing Mohamed present the Gallup findings, they do have a video posted and you can also find a download of his slides. He mentioned there was also audio available on iTunes.

Please note that any errors in my report of the data and Mohamed’s comments are no doubt my own.

Other Gallup reports on related subjects available online:

“Never Again,” an Apropos Motto in a Climate Increasingly Hostile to Roma

Posted on by
2

"We are NOT the problem; we HAVE a problem. You won't solve anything with racism.
Think about it and stop racism."
(Czech anti-racism ad campaign poster)

Two generations have not yet passed since ninety percent of Czech Roma, and between a half million and two million European Roma in total perished at the hands of the Nazis in The Great Devouring, or Porrajmos, the Romani word for the Holocaust. Roma, also known by the pejorative term “Gypsies,” make up the largest minority in Europe today with some 10 to 12 million members. Roma face fierce discrimination in accessing employment, education, health care, and public and social services. In spite of repetitious cases of racist violence and hate speech targeting Roma, the community continues its struggle for human rights all across the continent.

Two years ago I paid my homage to those who died in Auschwitz and Hodonín u Kunštátu, a Czech concentration camp for Roma. “Tensions in society are heightening. Perhaps the time will come again when we are sent away to designated areas,” were the words of the priest leading the commemoration service.

Today, many in the Romani community echo these fears, afraid for their safety since numerous neo-Nazi-led marches have been taking place periodically across the country, and several arson attacks at Romani residences have been perpetrated by white supremacists. Racial tensions have been growing more intense with the media printing negative stereotypes, inventing damaging reports and spreading fabricated accounts blaming criminal acts on members of the Romani community.

In mid-February, the director of the European Roma Rights Center, testified that violence against the Roma is on the rise at a hearing in Washington DC held by the Commission on Security and Cooperation in Europe (US Helsinki Commission).

In the Czech Republic, where I was born and raised, a study on extremism commissioned by the Czech Interior Ministry states that there are currently about 4,000 militant neo-Nazi activists in the country. Experts warn that violent crimes committed by neo-Nazis against Romani people will likely rise. The risk of race wars in some regions of the country, specifically between gangs of white Czechs and groups of ethnic Roma, looms large, experts say.

Today’s white supremacist movement is pan-European (with strong German and Italian influences), and international (namely US-inspired). Since the years 2008 and 2009 the movement has become more radicalized and organizationally sophisticated in the Czech Republic, becoming more visible in the streets and infiltrating the political scene.

In Hungary, an armed militia group has been patrolling and terrorizing a Romani village. This following a series of racially motivated murders.

“Gypsy criminality” is one of the most prevalent anti-Roma stereotypes. It permeates all parts of central European life—and can be found as commonly in the media as the local pub. The Roma are also said to abuse welfare and to not want to work. The World Bank just showed the former was absolutely untrue in Slovakia. The latter is a also a damaging myth held by the white majority. These stereotypes are all the more exaggerated in light of the economic downturn and the scarcity thinking the crisis triggers in the white majority.

What are the solutions? Many rights groups are pushing for economic betterment in the form of job creation and training. Organizations are active in producing independent media with a human rights bent, as well as waging campaigns pressuring mainstream media outlets to be accountable and responsible in their reporting. Key are also positive opportunities for cross-ethnic social interactions and education. Those aware must remain vigilant and spread the word about the threat of extremism that exists in European societies. We must never again permit another Great Devouring.

Eating with One’s Hands: Cause to Lose One’s Children?

Posted on by
7

Members of the Cultural Detective community are united in a common purpose: to spread respect, understanding and justice through collaboration in our world. I am so, so lucky to be able to work, each and every day, with such passionate and diversely talented people.

Yesterday was a wonderful day. We held the second in a successful series of two FOLEs (Facilitated Online Learning Events) with a globally dispersed group of movers and shakers; launched a MUCH-anticipated new package (CD Bridging Cultures); got out a blog post and a newsletter; and finished the admin area on our upcoming Cultural Detective Online subscription service. But, I was tired, and feeling rather overwhelmed by all the technology I (have to) work with. I was wondering, as many of us do sometimes, if my efforts were really having a positive impact on the world.

Just then I opened a note from one of my colleagues, a sign language interpreter who is a “foodie.” She reminded me that, yes, every little bit we put out there positively (including via technology) has constructive ripple effects in our world. Bless you and your beautiful work, Anna! Keep reading to see her note and a terrific effect of a recent social networking link.

Here’s the note I received:
Hello dear Dianne,

I am excited to share with you a post and video I made inspired by a story on your Intercultural Competence Newsfeed. Do you remember the piece about:

Norway authorities take away Indian couple’s children for feeding them by hand

My fascination with food and culture spurred me to write a post about different cultures who eat with their hands (including Indian, Ethiopian and Moroccan). And with the help of a friend, we shot a video of this lovely Moroccan gentleman I know giving me a lesson in eating with the hands.

I am hoping to make a series of such videos on cross-cultural food ways. Hopefully it can help build cross-cultural understanding and respect.

Thank you so much for all your wonderful work!

Anna Mindess
Co-author of Cultural Detective Deaf Culture
blog: East Bay Ethnic Eats

—

Below is the first video in her series, for those who don’t want to keep clicking. We’ve added it to our Cultural Detective YouTube channel as well.

Objection! – Talking with children about cultural stereotypes

Posted on by
Reply

“Oh no!!! Is my son really fighting the natives? Objection!” That was my thought recently when I saw my white first-grader playing a Lego video game whose content clearly perpetuated the age-old stereotype of the monolithic mass of vicious, “savage” brown-skinned “primitives” fighting the white heroic characters on a mission to find the proverbial pot of gold.

“This cannibal is a native of Pelegostos Island where his cannibal tribe believes Captain Jack is their god, trapped inside of a minifigure! He loyally serves Chief Jack – until he tries to serve him for dinner!” reads the description of the Lego character whose portrayal appalled me. Surely enough, the very ethnic group portrayed as cannibals in “Pirates of the Caribbean,” the Garinagu of Belize joined with the Kalinago (Caribs) of St Vincent, Dominica and Trinidad to send a protest letter to the executives of the Disney Corporation challenging their negative portrayal in the film, based on an ahistorical 17th century stereotype that is still very prevalent and harmful.

How to challenge destructive stereotypes present in the world around us and effectively address issues of race and racism were the topics discussed in the excellent and informative workshop I attended earlier this month in Seattle. “Talking with Children and Youth about Race,” taught by Dr. Caprice Hollins and co-facilitator Ilsa Govan of Cultures Connecting, offered the following tips I would argue work well in conversations with adults as well:
  • We don’t have to have all the answers.
  • Ask questions to see what the child is thinking and to get the child to think deeper (do not assume you know until you hear more).
  • We don’t have to be profound or “seize the moment,” as if it is the only one we have.
  • We don’t have to respond immediately. It’s okay to think, research, ask a trusted adult for input first before coming back to the conversation.
  • We can learn & explore with the kids.

Most importantly, SLOW THE CONVERSATION DOWN.

I came away from the workshop realizing that many of us, whether of color or white, are the first generation to have deep conversations about race with the younger generation, finding our way. It’s good to connect with others on a parallel journey.

Disney did not listen to the advocates from the Caribbean, but my six-year-old and I have already had a few of good conversations about problematic depictions of dark-skinned native people in the media and games. More discussions will follow.

Please share with us your stories about how you teach your kids, extended family and friends’ kids, about cultural stereotypes, via the comments section below.

—

Or, please share with us also your own story of intercultural effectiveness, via the form on this page.