Independent Sector IDC OD
Independent Sector The ABCs of Diversity & Inclusion
INTER ACT
INTER CONNECT
Change is inevitable
Transformation is Optional
Post Conference Program
Supported by W.K. Kellogg Foundation
November 18, 2014 Phyllis Braxton, MEd Beth Zemsky MAEd, LICSW Beth Zemsky MAEd, LICSW www.bethzemsky.com
Objectives of this Seminar
!
!
!
Explore a shared theoretical and practical foundation regarding the development of intercultural competence
Learn methodologies to apply intercultural skills to intercultural organizational development, organizational culture change, and the production of equitable outcomes
Test educational materials and tools to assist in facilitating ongoing effective dialogue with colleagues around issues of cultural competence, inclusiveness, and equity.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
1
Agenda
! ! ! ! ! ! ! !
Welcome & Context Setting
Icebreaker – Cultural Communication
Creating Shared Meaning
Overview of the Intercultural Development Continuum
Exploring Identity & Perception – Skill building
Implications for Organizational Culture and Change
Closing Comments & Next Steps
Adjourn
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Agenda
Start (2:00 p.m.)
Presentation, interaction, conversation.
Break
Presentation, Interaction, Next steps
(Finish 6:00 p.m.) Beth Zemsky MAEd, LICSW www.beth.zemsky.com
2
To have the best conversations possible . . .
! ! ! !
! ! ! ! ! !
be fully present with your heart & head
commit to process- have confidence & humility
hear all voices - step up, step back
Support one another in colleagual respect & care, honoring diversity of perspectives
be aware of intent vs. impact
don’t assume identity, including pronouns
cell phones off (or at least on vibrate)
Confidentiality
try to stay focused - use parking lot if necessary
Other needs or suggestions? … Let me know
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
5
Differences create….
…
Nothing
&
Everything …
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
3
Communication is…
The creation of shared meaning
Intercultural Communication is…..
The creation of shared meaning across cultural contexts
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Diversity is... The fact of human difference, that may make a difference - in how we interact...with one another, with communities, institutions, and with ourselves.
N. Abdul-Wahid And what difference does that difference make? • Productivity / ability to meet potential • Safety • Cost • Legality What are some of the “differences that may make a difference” at in your work?
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
4
Prejudice & Racism
!
Prejudice:
A negative feeling toward a group or individuals members of the targeted group based on cultural stereotypes. Impact: disadvantage not based on misconduct. (G. Allport, The nature of prejudice)
!
Racism:
!
The exercise of power against a target group defined/treated as inferior by individuals and institutions. Power + Privilege = Racism
(J. Jones, Prejudice & Racism )
Race & Ethnic Group
!
Race
!
!
A group that is socially defined based on physical criteria (characteristics of “genetic” heritage including one's skin color, and associated traits)
Ethnic Group
!
A group of people that is socially defined based on cultural criteria (value, beliefs, behavioral patterns) Describes one's cultural background or allegiance
(J. Jones, Prejudice & Racism )
5
The Power and Distinction of Words
!
!
“Diversity” = understood as numerical
representation, representation of differing of people, view points, experiences
(Count the people)
“Inclusion” diverse people, view points, experiences are “heard” and counted. Belief that this leads to better solutions. Associated with policies and practices. Perceived (by some) to be the floor towards the goal of equity
(The people count)
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Power and Distinction of Words
“Equity” =
! Utilized to talk about addressing disparity of resources and how they are structurally allocated to marginalized community.
! Resources defined as money, power, access, human resources.
! Outcomes focused; used to address “disparities” caused by “structural” impediments to opportunity
(The outcomes count)
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
6
Culture…
…is about shared patterns that help us make meaning of our environment and determine appropriate behavior.
“It’s just the way we do things around here”
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Iceberg Model of Culture
Fine Arts
Food
Clothing Language
Traditional Dances
Cultural Symbols
Primarily in
Awareness
Incentives to Work
Concept of Justice
Patterns of Relations
Patterns of handling emotions Patterns of Group Decision Making
Conception of Cleanliness Conception of Status Mobility
Eye Behavior Attitudes toward the Dependent
Approaches to Problem Solving Ordering of Time
Patterns of handling conflict Body Language
Roles re: Status by age, sex, class, occupation,
kinship, etc Notions of Leadership Nature of Friendship
Conception of Past & Future Tempo of Work
Theory of Disease Notions of logic and validity
Primarily out Preference For Competition /Cooperation
of
Social Interaction Rate Patterns of Communication
Awareness
Facial expressions Arrangement of physical space
and much much more . . . .
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
7
Intercultural Competency
!
Deeper cultural self-understanding
How one makes sense of and respond to cultural differences in terms of one’s own culturally learned perceptions, values and practices
!
Deeper cultural other-understanding
Different ways people from other cultural groups make sense of and respond to cultural difference
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Nature of Identity
His / Her
Story
Biology
Culture(S)
Cultural / Societal Context
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
8
Process of Identification
Social identity is your identification within the context of socially constructed groups.
List 5 aspects of your social identities.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Possible Social Identification Categories
Age
Ethnicity
Economic Level
Geographic Location
Education
Ability
Gender
Sexual Orientation
Profession
Nationality
Citizenship
Language
Religion/Spirituality/Life
Race
Avocation
Family Role
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
9
So what…
!
Often, our surroundings create a certain amount of stress that influences the way we might identify
!
There are some aspects of our identity that, because of our privilege, we don’t think about – even though others may identify us with it.
In the context of interactions with your colleagues and community members, what identities might be under most stress ?
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
What is Organizational Culture?
!
Shared assumptions, beliefs and values that distinguish a group and shape patterns of behavior.
! !
Developed over time
Passed through generations of leaders
!
Grabbing culture is like putting your “hand in a cloud, but you sense it the minute you walk through the door.”
! !
How things are around here
A prevailing ideology that people carry in their head
10
The Unconsciousness of Organizational Culture
!
Most people are unaware of organizational culture, unless there is a:
! ! ! !
!
Challenge or crisis
Experience a new culture
Outsider bring it to their attention
The culture becomes explicit
This is why generally we ignore organizational culture.
Why is Culture Important in Organizations?
!
Enables control & commitment
!
Provides directions, values & purpose
!
Bolster an organization’s identity
!
Creates community
11
Levels of Organizational Culture
Visible representation of culture
through rituals, stories, dress, structure, behaviors and practices.
Artifacts
Strategies, goals and operating principles
that represent what the organization
stands for, and what it wants to accomplish.
Espoused Values
Often unconscious, taken for granted beliefs, perceptions, thoughts, and feelings that guide values and actions in organizations.
Basic Underlying Assumptions
Beth Zemsky MAEd, LICSW www.bethzemsky.com
How is a Racial Equity Lens integrated into your work?
No Alignment
Partial Alignment
Aligned
Copyright 3M. All rights reserved.
Beth Zemsky MAEd, LICSW www.bethzemsky.com
12
Frameworks
!
Intercultural:
Culture general patterns of difference in interpretations and behavior that impact how individuals and groups relate. Enables understanding of patterns of difference across culturally diverse groups.
!
Culture Specific:
Patterns of interaction within a cultural community described from perspective of culture group members. Enables understanding of how values, beliefs, or behaviors function within a specific cultural group.
Systems Change Theory “Every system is exquisitely designed to produce the results it gets” Dr. Harry S. Green, University of Chicago Beth Zemsky MAEd, LICSW www.beth.zemsky.com
13
Intercultural Competency
!
Is about perception and what we do with those perceptions
!
Developmental
!
Capacity to experience commonalities and differences with increasing complexity
!
Capacity to shift behavior and mindset based on the cultural context = Adaptation & Cultural Agility
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
What is Intercultural Competency?
INTERCULTURAL
Interactions across cultural difference
CULTURAL COMPETENCY
Knowledge, skills, and abilities needed to interact across cultural contexts
COMPETENCE
Knowledge, skills and abilities needed to perform tasks
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
14
…Knowing, not every perspective will get us what we want
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Mindset / Skillset
This work serves as an invitation to
" Develop a more complex way of looking at and interacting with culture.
" Reflect on your values, attitudes & beliefs
" Expand your skill set in intercultural interactions.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
15
DMIS/IDC Developmental Model of Intercultural Sensitivity/
Intercultural Developmental Continuum
Denial
Minimiza,on
Polariza,on
Adapta,on
Acceptance
Experience of Difference
Monocultural Mindsets
Intercultural
Mindsets Beth Zemsky MAEd, LICSW www.beth.zemsky.com
DENIAL
Inability to See Differences
" Comfortable with, and seek out,
the familiar
" “My culture is the only reality”
" Benign intent & neglect
" Privilege
Primary emotional/cognitive approach
Indifference
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
16
DENIAL
Organizational Impact
Issues of diversity and inclusion ignored
One size fits all
Best Practices
Tradition
Primary Learning Emphasis
Cultural Awareness
Begin to notice cultural differences
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
DMIS Distribution
Minimization
Defense
Acceptance
Denial
Adaptation
Ethnocentric Stages
Ethnorelative Stages
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
17
DEFENSE/Polarization
Dualistic – “Us vs. Them”
!
Denigration/Superiority “Those people…”
!
Strong commitment to own worldview
! !
Some distrust of different behavior or ideas
Recognition of difference coupled with negative evaluation
!
Perception of threat to belief or way of life
Primary emotional/cognitive approach
Fear & anger
Beth Zemsky MAEd, LICSW
www.beth.zemsky.com
DEFENSE
Organizational Impact
Diversity & inclusion seen as problems and obstacles
Best Practice
Use of “expert” data that overemphasizes risk & cost and differences between own group and others
Primary Learning Emphasis
Finding commonalities
Cooperative activities, team building shared needs & goals
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
18
DEFENSE
Stereotype Wall
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Stereotypes vs. generalizations
Stereotypes A given characteristic (treated as fact) applied to all members of a group Used as the only point of reference.
Generalizations A hypothesis based on various sources (personal experiences, research, etc.) that is treated cautiously Recognizes the diversity within a group Gives us a reference point to build on… Integrates new information
New information is ignored. Beth Zemsky MAEd, LICSW www.beth.zemsky.com
19
REVERSAL
Dualistic: Them vs. Us
! Reverses the us/them polarization:
!
!
! !
“They” seen as superior, “we” are stereotyped in negative ways
Overemphasis on the difference between oneself & some part of one’s own identity group
Internalized oppression
False Allies (white flip, gender flip, etc.)
Primary emotional/cognitive approach
! Shame
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
REVERSAL
Organizational Impact
Diversity & inclusion seen as an obstacle
Best Practices
Use of “expert” data that overemphasizes & reinforces negative beliefs about some aspect of one’s own culture
Primary Learning Emphasis
Recognize stereotypical nature of one s perceptions
Explore commonalities with own identity group
Develop more complex lens with which own identity group(s) are viewed
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
20
Please share with a partner…
" Something about your cultural background(s) that is important to you.
" Something about your cultural backgrounds that is a strength you bring to your work.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
MINIMIZATION
Overemphasis on Commonality
& Similarity
! ! ! ! ! ! !
Minimize differences
Comfortable - (insistently nice)
Don’t denigrate; also avoid stereotypes
Moved beyond feeling of culture as threat
“Deep down, we’re all the same”
Use on cultural lens as reference
Project cultural lens & assumptions on others
Primary emotional/cognitive approach
Comfort & Tolerance
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
21
MINIMIZATION
Organizational Impact
" Emphasis on comfort & fit
" Conflict avoidant
" Assimilation to the dominant culture
Best Practices
" Use of “expert” data that assesses generally accepted standards
Primary Learning Emphasis
" Cultural self-awareness
" General knowledge about cultural frameworks (E.g., communication & conflict styles)
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Golden Rule
“Do unto others as you would
have them do unto you”
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
22
In Intercultural Contexts…
Shared meaning can not be assumed
Shared meaning must be:
"
Discovered
"
Negotiated
"
Created
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Sender/Receiver Process
Person 1
Person 2
Sender Functions
1. Encoding
2. Sending message
Receiver Functions
1. Decoding
2. Internal response
Noise Cultural Filters Receiver Functions
1. Decoding
2. Internal response
Sender Functions
1. Encoding
2. Sending message
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
23
ACCEPTANCE
Recognize cultural patterns & able to
see them in context
! Begin to explore cultural differences
! Non-evaluative curiosity about other cultures
! “More difference means more creative ideas!”
! Behavioral Relativism: All behavior exists in cultural context
! Value Relativism: Beliefs and values exist in cultural context
Primary emotional/cognitive approach
! Curiosity
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
ACCEPTANCE
Organizational Impact
! Curiosity and exploration
! Cognitive understanding of cultural perspectives of some cultures
! Talking talk without integrated walk
Best Practice
! Community based assessments and research
Primary Learning Emphasis
! Culturally specific information coupled with practical application. Practice!!!
! Ability to maintain ethical commitment in the face of relativity.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
24
Adaptation
Mindset: Ability to shift perspective…
! !
Cultural self awareness & curiosity
Development of empathy & analysis
… While maintaining own identity and values
Skillset: Behavioral Code Shifting
!
!
Development of communication skills that enable mutually beneficial interactions across culture
Ability to shift behavior based on context
Primary emotional/cognitive approach
!
Flexibility & tolerance for ambiguity
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
DEFINITIONS
Assimilation: a permanent behavioral and internal change from one’s “original” culture to a “new” or “adopted” culture.
Adaptation: a temporary behavioral shift made in order to be more effective in a given situation.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
25
ADAPTATION
…is goal directed behavior
Influenced by:
! Context
! Nature of the relationship
! Power dynamics
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Deconstructing Power
Relating to building equity:
! Self-awareness of personal power
! Systemic analysis of equity and equality
! Intersections of power and privilege
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
26
Adaptation
Organizational Impact:
Culturally responsive policies & practices
Best Practice
Focus on equity outcomes
Primary Learning Emphasis
Big picture strategies
Deeper cultural exposure
Application across multiple cultures
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Platinum Rule
“Do unto others as they would
Do unto themselves”
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
27
The Power of Perspective
“We cannot see what is ‘out there’ merely by looking around. Everything depends on the lenses through which we view the world. By putting on new lenses, we can see things that would otherwise remain invisible.”
Parker Palmer
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
IDC Stages
Implications
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
28
Systems Change Theory “Every system is exquisitely designed to produce the results it gets” Dr. Harry S. Green, University of Chicago Beth Zemsky MAEd, LICSW www.beth.zemsky.com
CONTENT & PROCESS
Balancing Challenge
The key is balancing Support with Challenge as you move the learner through their developmental cycle High Challenge
Content
Learner
Learner Acquires
Leaves
Knowledge
High Challenge
Low Challenge
Process
Process
Learner Develops
Learner
Skills
Rests
Low Challenge
Content
Adapted from J. Benne0 by Nehrwr Abdul-‐‑Wahid of One Ummah Consulting
29
Mapping Organizational Change
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
59
Responsibility
An appropriate response…
According to your ability and context
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
30
INTER ACT
INTER CONNECT
Change is inevitable
Transformation is Optional
Post Conference Program
Supported by W.K. Kellogg Foundation
November 18, 2014 Phyllis Braxton, MEd Beth Zemsky MAEd, LICSW Beth Zemsky MAEd, LICSW www.bethzemsky.com
Objectives of this Seminar
!
!
!
Explore a shared theoretical and practical foundation regarding the development of intercultural competence
Learn methodologies to apply intercultural skills to intercultural organizational development, organizational culture change, and the production of equitable outcomes
Test educational materials and tools to assist in facilitating ongoing effective dialogue with colleagues around issues of cultural competence, inclusiveness, and equity.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
1
Agenda
! ! ! ! ! ! ! !
Welcome & Context Setting
Icebreaker – Cultural Communication
Creating Shared Meaning
Overview of the Intercultural Development Continuum
Exploring Identity & Perception – Skill building
Implications for Organizational Culture and Change
Closing Comments & Next Steps
Adjourn
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Agenda
Start (2:00 p.m.)
Presentation, interaction, conversation.
Break
Presentation, Interaction, Next steps
(Finish 6:00 p.m.) Beth Zemsky MAEd, LICSW www.beth.zemsky.com
2
To have the best conversations possible . . .
! ! ! !
! ! ! ! ! !
be fully present with your heart & head
commit to process- have confidence & humility
hear all voices - step up, step back
Support one another in colleagual respect & care, honoring diversity of perspectives
be aware of intent vs. impact
don’t assume identity, including pronouns
cell phones off (or at least on vibrate)
Confidentiality
try to stay focused - use parking lot if necessary
Other needs or suggestions? … Let me know
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
5
Differences create….
…
Nothing
&
Everything …
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
3
Communication is…
The creation of shared meaning
Intercultural Communication is…..
The creation of shared meaning across cultural contexts
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Diversity is... The fact of human difference, that may make a difference - in how we interact...with one another, with communities, institutions, and with ourselves.
N. Abdul-Wahid And what difference does that difference make? • Productivity / ability to meet potential • Safety • Cost • Legality What are some of the “differences that may make a difference” at in your work?
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
4
Prejudice & Racism
!
Prejudice:
A negative feeling toward a group or individuals members of the targeted group based on cultural stereotypes. Impact: disadvantage not based on misconduct. (G. Allport, The nature of prejudice)
!
Racism:
!
The exercise of power against a target group defined/treated as inferior by individuals and institutions. Power + Privilege = Racism
(J. Jones, Prejudice & Racism )
Race & Ethnic Group
!
Race
!
!
A group that is socially defined based on physical criteria (characteristics of “genetic” heritage including one's skin color, and associated traits)
Ethnic Group
!
A group of people that is socially defined based on cultural criteria (value, beliefs, behavioral patterns) Describes one's cultural background or allegiance
(J. Jones, Prejudice & Racism )
5
The Power and Distinction of Words
!
!
“Diversity” = understood as numerical
representation, representation of differing of people, view points, experiences
(Count the people)
“Inclusion” diverse people, view points, experiences are “heard” and counted. Belief that this leads to better solutions. Associated with policies and practices. Perceived (by some) to be the floor towards the goal of equity
(The people count)
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Power and Distinction of Words
“Equity” =
! Utilized to talk about addressing disparity of resources and how they are structurally allocated to marginalized community.
! Resources defined as money, power, access, human resources.
! Outcomes focused; used to address “disparities” caused by “structural” impediments to opportunity
(The outcomes count)
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
6
Culture…
…is about shared patterns that help us make meaning of our environment and determine appropriate behavior.
“It’s just the way we do things around here”
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Iceberg Model of Culture
Fine Arts
Food
Clothing Language
Traditional Dances
Cultural Symbols
Primarily in
Awareness
Incentives to Work
Concept of Justice
Patterns of Relations
Patterns of handling emotions Patterns of Group Decision Making
Conception of Cleanliness Conception of Status Mobility
Eye Behavior Attitudes toward the Dependent
Approaches to Problem Solving Ordering of Time
Patterns of handling conflict Body Language
Roles re: Status by age, sex, class, occupation,
kinship, etc Notions of Leadership Nature of Friendship
Conception of Past & Future Tempo of Work
Theory of Disease Notions of logic and validity
Primarily out Preference For Competition /Cooperation
of
Social Interaction Rate Patterns of Communication
Awareness
Facial expressions Arrangement of physical space
and much much more . . . .
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
7
Intercultural Competency
!
Deeper cultural self-understanding
How one makes sense of and respond to cultural differences in terms of one’s own culturally learned perceptions, values and practices
!
Deeper cultural other-understanding
Different ways people from other cultural groups make sense of and respond to cultural difference
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Nature of Identity
His / Her
Story
Biology
Culture(S)
Cultural / Societal Context
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
8
Process of Identification
Social identity is your identification within the context of socially constructed groups.
List 5 aspects of your social identities.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Possible Social Identification Categories
Age
Ethnicity
Economic Level
Geographic Location
Education
Ability
Gender
Sexual Orientation
Profession
Nationality
Citizenship
Language
Religion/Spirituality/Life
Race
Avocation
Family Role
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
9
So what…
!
Often, our surroundings create a certain amount of stress that influences the way we might identify
!
There are some aspects of our identity that, because of our privilege, we don’t think about – even though others may identify us with it.
In the context of interactions with your colleagues and community members, what identities might be under most stress ?
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
What is Organizational Culture?
!
Shared assumptions, beliefs and values that distinguish a group and shape patterns of behavior.
! !
Developed over time
Passed through generations of leaders
!
Grabbing culture is like putting your “hand in a cloud, but you sense it the minute you walk through the door.”
! !
How things are around here
A prevailing ideology that people carry in their head
10
The Unconsciousness of Organizational Culture
!
Most people are unaware of organizational culture, unless there is a:
! ! ! !
!
Challenge or crisis
Experience a new culture
Outsider bring it to their attention
The culture becomes explicit
This is why generally we ignore organizational culture.
Why is Culture Important in Organizations?
!
Enables control & commitment
!
Provides directions, values & purpose
!
Bolster an organization’s identity
!
Creates community
11
Levels of Organizational Culture
Visible representation of culture
through rituals, stories, dress, structure, behaviors and practices.
Artifacts
Strategies, goals and operating principles
that represent what the organization
stands for, and what it wants to accomplish.
Espoused Values
Often unconscious, taken for granted beliefs, perceptions, thoughts, and feelings that guide values and actions in organizations.
Basic Underlying Assumptions
Beth Zemsky MAEd, LICSW www.bethzemsky.com
How is a Racial Equity Lens integrated into your work?
No Alignment
Partial Alignment
Aligned
Copyright 3M. All rights reserved.
Beth Zemsky MAEd, LICSW www.bethzemsky.com
12
Frameworks
!
Intercultural:
Culture general patterns of difference in interpretations and behavior that impact how individuals and groups relate. Enables understanding of patterns of difference across culturally diverse groups.
!
Culture Specific:
Patterns of interaction within a cultural community described from perspective of culture group members. Enables understanding of how values, beliefs, or behaviors function within a specific cultural group.
Systems Change Theory “Every system is exquisitely designed to produce the results it gets” Dr. Harry S. Green, University of Chicago Beth Zemsky MAEd, LICSW www.beth.zemsky.com
13
Intercultural Competency
!
Is about perception and what we do with those perceptions
!
Developmental
!
Capacity to experience commonalities and differences with increasing complexity
!
Capacity to shift behavior and mindset based on the cultural context = Adaptation & Cultural Agility
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
What is Intercultural Competency?
INTERCULTURAL
Interactions across cultural difference
CULTURAL COMPETENCY
Knowledge, skills, and abilities needed to interact across cultural contexts
COMPETENCE
Knowledge, skills and abilities needed to perform tasks
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
14
…Knowing, not every perspective will get us what we want
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Mindset / Skillset
This work serves as an invitation to
" Develop a more complex way of looking at and interacting with culture.
" Reflect on your values, attitudes & beliefs
" Expand your skill set in intercultural interactions.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
15
DMIS/IDC Developmental Model of Intercultural Sensitivity/
Intercultural Developmental Continuum
Denial
Minimiza,on
Polariza,on
Adapta,on
Acceptance
Experience of Difference
Monocultural Mindsets
Intercultural
Mindsets Beth Zemsky MAEd, LICSW www.beth.zemsky.com
DENIAL
Inability to See Differences
" Comfortable with, and seek out,
the familiar
" “My culture is the only reality”
" Benign intent & neglect
" Privilege
Primary emotional/cognitive approach
Indifference
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
16
DENIAL
Organizational Impact
Issues of diversity and inclusion ignored
One size fits all
Best Practices
Tradition
Primary Learning Emphasis
Cultural Awareness
Begin to notice cultural differences
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
DMIS Distribution
Minimization
Defense
Acceptance
Denial
Adaptation
Ethnocentric Stages
Ethnorelative Stages
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
17
DEFENSE/Polarization
Dualistic – “Us vs. Them”
!
Denigration/Superiority “Those people…”
!
Strong commitment to own worldview
! !
Some distrust of different behavior or ideas
Recognition of difference coupled with negative evaluation
!
Perception of threat to belief or way of life
Primary emotional/cognitive approach
Fear & anger
Beth Zemsky MAEd, LICSW
www.beth.zemsky.com
DEFENSE
Organizational Impact
Diversity & inclusion seen as problems and obstacles
Best Practice
Use of “expert” data that overemphasizes risk & cost and differences between own group and others
Primary Learning Emphasis
Finding commonalities
Cooperative activities, team building shared needs & goals
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
18
DEFENSE
Stereotype Wall
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Stereotypes vs. generalizations
Stereotypes A given characteristic (treated as fact) applied to all members of a group Used as the only point of reference.
Generalizations A hypothesis based on various sources (personal experiences, research, etc.) that is treated cautiously Recognizes the diversity within a group Gives us a reference point to build on… Integrates new information
New information is ignored. Beth Zemsky MAEd, LICSW www.beth.zemsky.com
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REVERSAL
Dualistic: Them vs. Us
! Reverses the us/them polarization:
!
!
! !
“They” seen as superior, “we” are stereotyped in negative ways
Overemphasis on the difference between oneself & some part of one’s own identity group
Internalized oppression
False Allies (white flip, gender flip, etc.)
Primary emotional/cognitive approach
! Shame
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
REVERSAL
Organizational Impact
Diversity & inclusion seen as an obstacle
Best Practices
Use of “expert” data that overemphasizes & reinforces negative beliefs about some aspect of one’s own culture
Primary Learning Emphasis
Recognize stereotypical nature of one s perceptions
Explore commonalities with own identity group
Develop more complex lens with which own identity group(s) are viewed
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
20
Please share with a partner…
" Something about your cultural background(s) that is important to you.
" Something about your cultural backgrounds that is a strength you bring to your work.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
MINIMIZATION
Overemphasis on Commonality
& Similarity
! ! ! ! ! ! !
Minimize differences
Comfortable - (insistently nice)
Don’t denigrate; also avoid stereotypes
Moved beyond feeling of culture as threat
“Deep down, we’re all the same”
Use on cultural lens as reference
Project cultural lens & assumptions on others
Primary emotional/cognitive approach
Comfort & Tolerance
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
21
MINIMIZATION
Organizational Impact
" Emphasis on comfort & fit
" Conflict avoidant
" Assimilation to the dominant culture
Best Practices
" Use of “expert” data that assesses generally accepted standards
Primary Learning Emphasis
" Cultural self-awareness
" General knowledge about cultural frameworks (E.g., communication & conflict styles)
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Golden Rule
“Do unto others as you would
have them do unto you”
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
22
In Intercultural Contexts…
Shared meaning can not be assumed
Shared meaning must be:
"
Discovered
"
Negotiated
"
Created
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Sender/Receiver Process
Person 1
Person 2
Sender Functions
1. Encoding
2. Sending message
Receiver Functions
1. Decoding
2. Internal response
Noise Cultural Filters Receiver Functions
1. Decoding
2. Internal response
Sender Functions
1. Encoding
2. Sending message
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
23
ACCEPTANCE
Recognize cultural patterns & able to
see them in context
! Begin to explore cultural differences
! Non-evaluative curiosity about other cultures
! “More difference means more creative ideas!”
! Behavioral Relativism: All behavior exists in cultural context
! Value Relativism: Beliefs and values exist in cultural context
Primary emotional/cognitive approach
! Curiosity
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
ACCEPTANCE
Organizational Impact
! Curiosity and exploration
! Cognitive understanding of cultural perspectives of some cultures
! Talking talk without integrated walk
Best Practice
! Community based assessments and research
Primary Learning Emphasis
! Culturally specific information coupled with practical application. Practice!!!
! Ability to maintain ethical commitment in the face of relativity.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
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Adaptation
Mindset: Ability to shift perspective…
! !
Cultural self awareness & curiosity
Development of empathy & analysis
… While maintaining own identity and values
Skillset: Behavioral Code Shifting
!
!
Development of communication skills that enable mutually beneficial interactions across culture
Ability to shift behavior based on context
Primary emotional/cognitive approach
!
Flexibility & tolerance for ambiguity
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
DEFINITIONS
Assimilation: a permanent behavioral and internal change from one’s “original” culture to a “new” or “adopted” culture.
Adaptation: a temporary behavioral shift made in order to be more effective in a given situation.
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
25
ADAPTATION
…is goal directed behavior
Influenced by:
! Context
! Nature of the relationship
! Power dynamics
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
Deconstructing Power
Relating to building equity:
! Self-awareness of personal power
! Systemic analysis of equity and equality
! Intersections of power and privilege
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
26
Adaptation
Organizational Impact:
Culturally responsive policies & practices
Best Practice
Focus on equity outcomes
Primary Learning Emphasis
Big picture strategies
Deeper cultural exposure
Application across multiple cultures
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
The Platinum Rule
“Do unto others as they would
Do unto themselves”
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
27
The Power of Perspective
“We cannot see what is ‘out there’ merely by looking around. Everything depends on the lenses through which we view the world. By putting on new lenses, we can see things that would otherwise remain invisible.”
Parker Palmer
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
IDC Stages
Implications
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
28
Systems Change Theory “Every system is exquisitely designed to produce the results it gets” Dr. Harry S. Green, University of Chicago Beth Zemsky MAEd, LICSW www.beth.zemsky.com
CONTENT & PROCESS
Balancing Challenge
The key is balancing Support with Challenge as you move the learner through their developmental cycle High Challenge
Content
Learner
Learner Acquires
Leaves
Knowledge
High Challenge
Low Challenge
Process
Process
Learner Develops
Learner
Skills
Rests
Low Challenge
Content
Adapted from J. Benne0 by Nehrwr Abdul-‐‑Wahid of One Ummah Consulting
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Mapping Organizational Change
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
59
Responsibility
An appropriate response…
According to your ability and context
Beth Zemsky MAEd, LICSW www.beth.zemsky.com
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