2018 CHOICES Food, Health and Collaboration. Working with People from other Cultures: A Challenge or an Opportunity?

Transcription

1 2018 CHOICES Food, Health and Collaboration Working with People from other Cultures: A Challenge or an Opportunity? Maria G. Fabregas Janeiro, PhD University of California Cooperative Extension (UCCE) Assistant Director for 4-H Diversity & Expansion Lfabregas@ucanr.edu Expected Outcome Discuss key concepts related to Diversity, Inclusion & Intercultural Competence (Comprehension Level). Review & Analyze the Intercultural Development Inventory (IDI) Group Assessment (Evaluation & Analysis Level). Gain understanding on how to develop a plan to improve your organization and personal Intercultural Competence (Synthesis Level). 1

2 What is our Job as Educators? Create a welcoming & safe environment within the communities we serve What makes our audience Feel Safe? Creating a Welcoming environment Setting high expectations for participation Finding well trained & skilled mentors Finding an INCLUSIVE Intercultural Competent Environment that encourages appreciation of diversity Adapted from: University of Minnesota. Keys to quality youth development. Retrieved fromhttp:// 2

3 Inclusive Environment Where our actions, behaviors, policies, & practices create a Welcoming and Inclusive environment where all of us feel free and encouraged to add new, different, innovative, CRAZY ideas, & initiatives.. a place where all of us Belong! Let s Review some Definitions 3

4 Multicultural Environment Diversity Intercultural Competence Adapted from the material discussed in the California IDI statewide conference February 2017 Culture is who we are! Socially transmitted behaviors! Beliefs, customs, arts, language, ways of life and thinking, behavior, geographic location, etc. 4

5 Culture is an Iceberg Image source: James Penstone, What is a Multicultural Environment (ME)? ME includes people from different gender, age, race, ethnicity, economic status, sexual orientation, country of origin, language, nationality, or physical/mental ability. It also includes people from different generations, levels of education, etc. It is crazy! It prints while you are writing 5

6 Being in a Multicultural Environment is not the same as knowing how to work in a Diverse Society Diversity Knowing how to relate with people from different cultures Adapted from Iowa State University. College of Liberal Arts,

7 Safety & Acceptance But always Being aware that we are different!!!! 7

8 The Lewis Model of Culture How different we are! Talks most of the time Talks half of the time Does several things at once Does one thing at a time 8

9 How different we are! Peopleoriented Job-oriented Mixes the social and professional Separates the social and professional Finding a way to work together!!!! 9

10 1) To feel comfortable interacting with people from other cultures. 2) To make people from other cultures feel comfortable when you are working with them. 19 Why is it so HARD? The United States is geographically isolated and this makes many Americans think that being Culturally Competent is unnecessary. Becoming Culturally Competent is a process that is NOT NATURAL but can be learned. Berthoin & Friedman, 2008; Haeger, 2007; Peterson, 2004; Zhu,

11 How can I know if I am effectively working with people from other Cultures? How can I approach people from different cultures? How can I do it without offending them? Theoretical Framework Developmental Model of Intercultural Sensitivity (DMIS) (Bennett, 1986 & 1993) Intercultural Development Inventory (IDI) (Hammer, Bennett & Wiseman, 2003; Hammer 2008) 11

12 Copyright 2007, Mitchell R. Hammer, PhD 15 Summary Orientation Description Denial I find very small and obvious differences among people. The only thing I notice are people s gender, age and color Adapted from Bennett, 1986,

13 Summary Orientation Description Polarization I am not like them, and I will never be I know what is right and what is wrong I am always right, my culture is the one, or your culture is the one and mine is wrong Adapted from Bennett, 1986, 1993 Summary Orientation Description Minimization I really do not have to do any effort to fit in. We are all the same I discovered we have a lot of things in common Adapted from Bennett, 1986,

14 Summary Orientation Description Acceptance & Adaptation I can make a list of things that we share but also things we don t share I am curious to learn about your culture. Even when we are different, I can work with you Adapted from Bennett, 1986, 1993 Copyright 2007, Mitchell R. Hammer, PhD 15 14

15 2018 Choices IDI Group Profile 2018 Choices Demographic Information 15

16 75% 16

17 IDI Profile Perceived Orientation 17

18 Developmental Orientation Perceived Orientation Developmental Orientation = Orientation Gap =

19 68% 7% 3% 8% 3% Reversal Trailing Orientation (Almost Resolved) 19

20 Leading Orientation Cultural Disengagement 20

21 Contextual Questions What are your experiences across cultures? What is the most challenging part for you in working with people from other cultures? What are key goals, responsibilities or task you and/or your team have, if any, in which cultural differences need to be successfully navigated? Please give examples of situations you were personally involved with or observed where cultural differences needed to be addressed within your organization and: The situation ended negative that is, was not successfully resolved The situation ended positively that is was successfully resolved Copyright 2007, Mitchell R. Hammer, PhD 15 21

22 IDI Orientations Denial I go to the neighborhood and recruit them, but they never come. The area I work in is not very culturally diverse. I just need to provide my surveys in another language. The most challenging aspects of dealing with people from other cultures would be language and communication barriers. Data from the 2018 Choices IDI Group Profile Polarization I am not part of the group, they are what they are and I am who I am. Historically the other culture has always felt superior. I am always nice to them. I am afraid of saying or doing something wrong. I am always checking where the holes in the education of them might have. People shamed me intro thinking that my mom s culture was weird. I have not identified them as my team. Data from the 2018 Choices IDI Group Profile 22

23 Minimization We have a lot of things in common (more than I imagined). My experiences have taught me that people have similarities that unite them despite cultural and religious difference. Some cultures are the same and some are different. I am glad I do not have to make a lot of effort to fit in! We are the same!!!!! I do not understand what the big deal is, dealing with different cultures is not that hard. My team and I work well together, cultural differences don't affect our responsibilities. Treat all people fairly and as equal as possible given individual circumstances. Data from the 2018 Choices IDI Group Profile 23

24 Acceptance There seemed to be times where a person was out of the office observing their religious events and all of us respected their believes. Our schedules were adjusted to accommodate a person s religious observances. I need to make some changes in my programing. I am not reaching new audiences. I think they are not interested in what we are teaching. Data from the 2018 Choices IDI Group Profile Acceptance It is hard understanding each other clearly due to language barriers or different social norms. I know we are different but I am trying. Reaching all cultures who qualify for program opportunities and adapting lessons and information to the cultural needs within the context of resources in the state. Learn how we can adapt recipes so we aren t Americanizing them. 24

25 So.what is NEXT? Where should we start? 1. Be Honest with Yourself. 25

26 2. Understand that dealing with different people is not natural and requires effort 3. Identify where YOU are in the IDC 26

27 Intercultural Development Continuum Deeply Comprehends Difference Bridges across Difference De-emphasizes Difference Adaptation Judges Difference Misses Difference Polarization Minimization Acceptanc e Intercultural Mindset Denial Monocultural Mindset Modified from the Developmental Model of Intercultural Sensitivity (DMIS), M. Bennett, Set a GOAL (Where would you like to be?) Move at least to the acceptance level of the continuum 27

28 5. Be proactive Find your own developmental opportunities If you are in Denial Use the iceberg to describe your culture (what can we see and what we can not see) Learn about other countries, heard the news from other countries Attend a cultural night or go to a history museum 28

29 If you are in Polarization Review definitions of stereotypes and compare and differentiate with generalizations Make list of all the stereotypes you have about people from other cultures Add to the stereotype something that you admire from that specific culture (including yours if you are in reversal) Think about all the things that people from your own culture have done right, be proud of it Do not overemphasize differences, think in commonalties. Stop hostility and judgmental attitudes toward other cultures If you are in Minimization Make a list and reflect about cultural similarities and differences Increase focus on understanding cultural differences 29

30 If you are in Acceptance Find a way to interact with people from other cultures Expand your knowledge about cultural differences Ask questions about cultural differences and what changes can we make to better serve diverse communities The Clue.. Treating others the way THEY want to be treated 30

31 6. Within your organization support discussion, trainings, and Communities of Practice where you can talk about Intercultural Competence BE PROACTIVE!!! 7. Learn to accept and respect cultural differences 31

32 And Always remember.. Each one of us...sees the world with different eyes That is why We need to respect the Differences! 32

33 Questions? Gracias Thank You Merci Danke धन यव द Gracies Obrigado ขอบค ณ Ekusheh Salamat References Bennett, M. J. (1986). A developmental approach to training for intercultural sensitivity. International Journal of Intercultural Relations, 10, Bennett, M. J. (1993). Towards ethnorelativism: A developmental model of intercultural sensitivity. In R. M. Paige (Ed.), Education for the intercultural experience (pp ). Yarmouth, ME: Intercultural Press. Berthoin, A.& Friedman, V. J. (Writer) (2008). Learning To Negotiate Reality: a Strategy for Teaching Intercultural Competencies Cross Cultural Communication. Retrieved October 14, 2013, from gqwlto3kqut2m8no6nundhffri=&doci d=2lsgocl12rss1m&sa=x&ei=0gdguudpdcrm2gxo8iggdg&ved=0cdmq9qewaa Haeger, L. C. (2007). Intercultural competence: An investigation of strategies employed by transnational faculty members. Unpublished Ph.D., Capella University, United States -- Minnesota. Hammer, M. R., Bennett, M. J., & Wiseman, R. (2003). Measuring intercultural sensitivity: The intercultural development inventory. International Journal of Intercultural Relations,27(4), Iowa State University. College of Liberal Arts. Diversity. Retrieved May 15th, 2009, from Moran, R. T., Harris, P. R. & Moran, S. V. (2007). Managing cultural differences: Global leadership strategies for the 21st Century. (8th Ed.). Burlington, MA: Butterworth-Heinemann. Peterson, B. (2004). Cultural intelligence. A guide to working with people from other cultures. Yarmounth, Main: Intercultural Press. Talent Retention and the International Assignment. Retrieved October 7 th, 2013, from Zhu, Y. (2001). Using a knowledge-based approach to develop student intercultural competence in industry. Business Communication Quarterly, 64(3),