A Diversity/Competency Cultural Workshop for Tennessee Career & Technical Student Organizations SOLT 2017

1. @aerialellis

4. It’s a way of life.
A way of life refers to the aspects
of culture that make up the lives
of its members such as
language, norms and values.
CULTURE
Culture makes up our identities.

6. Culture also includes….
SOCIOECONOMIC STATUS
GENERATIONAL IDENTITY
ABILITY (Differently-abled)
LIFESTYLE/PERSONAL INTERESTS
RELIGION
PHASES OF LIFE
GEOGRAPHIC LOCATION
SEXUAL ORIENTATION
EDUCATION/SCHOOL

7. CULTURAL IDENTITY…
the identification with and
perceived acceptance into a
group that has a shared system of
symbols, meanings, and norms

8. is the way we manage
our identities.
It’s the process of
exchanging the symbols
we use to send messages
and create meaning.
SYMBOLS express
meaning using language
and behavior.
COMMUNICATION…

9. CULTURAL
CONSTRUCTION
Symbols can be used to
create meaning and construct
an identity through repetition.
“the world as we envision
and built it”
CULTURAL
REPRESENTATION
Symbols can be used to
represent meanings that are
relevant to our experiences.
“the world as we know and
understand it”
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10. cannot
exist
without
people
communicating
it.
CULTURE…
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11. statements about the characteristics
and behaviors that describe a segment
of the members of cultural group.
Generalizations can be helpful in
understanding how to relate a cultural
group and interact with someone.
WE MAKE GENERALIZATIONS…

12. WE BELIEVE STEREOTYPES…
expectations that members of a
cultural group will have the same
characteristics.
Stereotypes do not leave room
for individual differences and
understanding about one person’s
way of life.

13. WE DEVELOP PREJUDICE…
a hostile attitude toward
members of a cultural group.
Prejudice is a belief that
stereotypes are associated with
all members of a cultural group.

14. WE SHOW DISCRIMIMATION…
the extension of prejudice into
behavior in a way that causes
different or negative treatment
of a member of stereotyped
group.

15. GENERALIZATIONS
STEREOTYPES
PREJUDICE
DISCRIMINATION

16. Diversity . . .
The broad range of similarities
and differences including
but not limited to race,
gender, age, religion,
ethnicity, sexual orientation,
disabilities and points
of view that exist within
our communities,
companies, organizations
and schools/colleges.
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17. Inclusion . . .
Providing equal opportunity
to all people to fully engage
themselves in creating an
environment and a cultural
attitude whereby everyone
and every group fits, feels
accepted, has value and
can contribute to society.
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18. Stages of
Diversity
Awareness
Denial
• Narrow video
of the world
• Noawareness
of cultural
differences
• In extreme
cases, may
claim other
cultures are
subhuman
Defense
• Perceives
threat
against
one’s
comfortable
worldview
• Uses
negative
stereotyping
• Assumes own
culture
superior
Minimizing
Differences
• Focuses on
similarities
among all
peoples
• Hides or
trivializes
cultural
differences
Acceptance
• Recognizes
validity of other
ways of thinking
and perceiving
the world
• Accepts
behavioral
differences and
underlying
differences in
values
Adaptation
• Able to
empathize
with those of
other cultures
• Able to shift
from one
cultural
perspective
to another
Integration
• Multicultural
attitude-
enables one
to integrate
differences
and adapt
cognitively
and
behaviorally
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19. The approach to
communication
is changing…
• Many Americans grew up
in racially unmixed
neighborhoods
• Had little exposure to
people substantially
different from themselves
• Uncomfortable talking
about cultural differences
• Develop limited
perspectives from inner
circle or news media

20. because it forces us to acknowledge the presence of a
variety of cultural groups, identities and ideas.
Diversity cannot take on a role in culture unless it is
communicated through inclusion. It includes having a
multicultural worldview – being open to diversity and
understand its importance.
Diversity is a big deal...

21. MICRO-AGRESSIONS
IMPLICIT
BIAS
MICRO-
INEQUITIES
CULTURAL
COMPETENCE
PRIVILEGE
BARRIERS…

22. IMPLICIT BIAS
(unconscious)
refers to judging people according to
unconscious stereotypes based on cultural
identity; when we have attitudes towards
or associate stereotypes with them without
our conscious knowledge.
It is a universal phenomenon,
not limited by race, gender, or
even country of origin, reinforced/
revealed through language
and behavior.

23. MICRO-AGGRESSIONS
…brief and commonplace verbal,
behavioral, or environmental
indignities, whether intentional or
unintentional, that communicate
hostile, derogatory, or negative
slights and insults towards people of
marginalized groups.
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24. MICRO-INEQUITIES…
a slight that demeans or marginalizes
someone because of their cultural group
♦ Constantly being interrupted while you are talking
♦ Being left out of a discussion/project
♦ Trying to speak while someone is reading texts during conversation
♦ Talking with someone who keeps looking at his/her phone
♦ Not being introduced in a meeting and then being ignored
♦ Avoidance of eye contact
♦ Cutting down ideas before they can be entertained
♦ Staying on the cell phone with no explanation
♦ Mispronouncing your name or misspelling your name
♦ Change in voice pitch, volume, or rate
♦ Change in posture, hand movements and gestures
♦ Fake, masked or forced smiles
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25. WHAT LEADERS MUST CONSIDER
ABOUT BARRIERS ….
The complexity of communication
reveals how we can disagree and still
have respect each other unless the
disagreement is rooted in someone’s
oppression, and denial of
humanity and right to exist.

26. The process whereby a person is
granted more value, and given
better treatment, based on
membership in a group.
It is an extension of prejudice
into behavior in a way that
causes different or
negative treatment.
THE CONCEPT OF PRIVILEGE

27. Cultural privilege can be based on
race, social class, gender and more.
Most people in a culture give some
individuals more power based on
perceived group membership.
THE CONCEPT OF PRIVILEGE
We often maintain and
perpetuate patterns of
privilege in culture
unknowingly.

28. CULTURAL NORMS…
components of cultural that can be learned
How we communicate the norms explain the
acceptable or expected emotional expression
in a given situation within a culture.
Every culture has both external and internal components
that can be overlooked.
Internal: unspoken
component such as
rules, behavior, etc.
External: obvious
component such as
food, art, religion.
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29. CULTURAL COMPETENCE…
effective and appropriate communication
An exchange is:
• effective when the speaker accomplishes his or her
goal in the exchange.
• appropriate when the social context is accepted and
expected.
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30. • Deliberate attempt
to adapt to
competent
behavior and is
aware of nuances
of communication
• Ease in
communicating
competence
without conscious
effort.
• Aware that
communication
is not effective
but does not
how to improve
• Unaware that
communication
is not effective
or appropriate
UNCONSCIOUS CONSCIOUS
CONSCIOUSUNCONSCIOUS
LEVELS OF COMPETENCE…
COMPETENCE
INCOMPETENCE
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31. • word choices
• accents
• hierarchy or bias
• phrasing
• code switching
• pronunciation
• translation
• communities
• conflict
• person referencing
• categorizing/labeling
LANGUAGE AS A
BARRIER

32. STYLES OF COMMUNICATION…
Learning to identify the different communication
styles and recognizing which one we use most often
in our daily interactions with friends, family and colleagues -
is essential if we want to develop effective communication
skills.
But how can we tell the difference between the styles, and
is there a time and place for each one in certain situations?
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33. • Voice – medium pitch and speed and volume
• Posture – open posture, symmetrical balance, tall,
relaxed, no fidgeting
• Gestures – even, rounded, expansive
• Facial expression – good eye contact
• Spatial position – in control, respectful of others
People on the Receiving end feel…
• They can take the person at their word
• The person can cope with justified criticism and
accept compliments
• Respect for the person
EFFECTIVE (ASSERTIVE)
COMMUNICATION
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34. • AGGRESSIVE: Frightening,
threatening, loud, hostile; Willing to
achieve goals at expense of others,
Out to "win”; Demanding, abrasive;
E x p l o s i v e , U n p r e d i c t a b l e ,
Intimidating, Bullying.
• PASSIVE AGGRESSIVE: Indirectly
aggressive, Sarcastic, Devious,
Unreliable, Complaining, Sulky,
Patronizing, Gossips, Two-faced.
• S U B M I S S I V E : A p o l o g e t i c ,
Avoiding any confrontation, Finding
difficulty in taking responsibility or
decisions, Yielding to someone
else's preferences, Opting out,
Feeling like a victim, Blaming others
for events, Refusing compliments.

35. MESSAGING FOR CULTURALLY
COMPETENT LEADERS…
Communication:
it can only work
if it is two-way.
Understanding:
one must be
clear on the
nature and
meaning of
cultural
differences.
Empathy:
for the
people you
serve, one
should try to
understand
the
perspectives
of others.
Tolerance:
for the people
you serve, one
should
be willing to
tolerate
cultural
differences.
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36. CULTURALLY COMPETENT
LEADERS…
• More variety in background
• More composure in stress
• Deal with personal mistakes
better
• Better interpersonal skills
• More solution-focused
• Advocates through
communication and
action
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42. SHARE YOUR FEEDBACK…

43. Consultant/Professor
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