Cultural Awareness Presented by Dr Cindy Pollack

Cultural Awareness. Presented by : Dr. Cindy Pollack

Why are we conducting this training? • GCC Board of Trustees approved the EEO Plan for 2016 -2019. One of the action items in this plan reads as follows: “ The District provides ongoing Cultural Awareness training to members of the campus community [53024. 1(d)]”

And……. Although GCC is already a great place to work AND study, being more culturally aware of our colleagues and our students will make us an even greater institution!

What is Cultural Awareness? “ A Fish only discovers its need for water when it is no longer in it. Our own culture is like water for fish. It sustains us. We live and breathe through it. ” -culturosity. com

Definition Awareness of: • Cultural Values/History • Customs/Beliefs • Perceptions • Assumptions • Behavior/Traditions Culture is not conscious to us. We only become aware of it when we have to interact with people who are “different” from us.

Some important terminology to be aware of: Cultural Intelligence (Cultural Competence) Ethnocentric Micro-aggressions Cultural Relativism Culture shock Social identity Theory Stereotype Threats

Definitions and Examples Cultural Intelligence(Cultural Competence): The capability to relate and work effectively across cultures Ethnocentric: The tendency to use one’s own cultural standards and values to judge the behavior and beliefs of people form other cultures Culture Shock: An experience a person may have when one moves to a cultural environment which is different from one's own Social identity theory: an individual's selfconcept derived from perceived membership in a relevant social group.

Micro-Aggressions: indirect, subtle, or unintentional discrimination against members of a marginalized group: Stereotype threats: refers to the risk of confirming negative stereotypes about an individual’s racial, ethnic, gender, or cultural group. Cultural Relativism: The belief that the behavior in one culture should not judged by the standards of another. All cultures are equal

All Communication is filtered through our own cultural perspective • • • Age National origin Race Sexual orientation Religion Disability Gender Education Work role/experience • • • Geographic location Languages used Values Communication style Work Style Learning style Economic status Family situation Personality

Misinterpretations occur when we lack awareness of our own behavioral rules and project them on others.

Degrees of Cultural Awareness: • My way is the only way (Parochial Stage) • I know their way, but my way is better (Ethnocentric Stage) • My way and their way (Synergistic Stage) • Our way (Participatory Stage) So…. Center of Best Practices of the National Governors Association

“Cultural competence" brings together the previous stages -- and adds operational effectiveness. A culturally competent organization has the capacity to bring into its system many different behaviors, attitudes, and policies and work effectively in cross-cultural settings to produce better outcomes.

Making it Happen • Admit that you don’t know/Self-Assess • Suspend judgments • Practice empathy • Systematically check your assumptions • Celebrate diversity • Ask questions! “If we always do what we have always done, we will always get what we always got. ” » Culturosity. com 16

Harvard Project Implicit https: //implicit. harvard. edu/implicit/educatio n. html https: //implicit. harvard. edu/implicit/selectat est. html

So how do I use this with my students and colleagues? • Faculty can place student’s culture at the center of student learning • Students have distinct cultures and learning styles that should be valued. • Culturally competent teaching requires use of intercultural communication skills (Linguistic Competence)

Analysis of enrollment trends in the nations community colleges suggest that faculty in the future will encounter even greater numbers of diverse student population Seven Principles for Training A Culturally Responsive Faculty

By 2042, there will be no single demographic majority; people of color will comprise more than 50 percent of the U. S. population. By 2050, 1 in 5 people living in the US will be Hispanic. There are currently 4 generations in the workplace; soon to be 5. Disabilities affect 20% of all Americans. Women earn the majority of college degrees awarded in the United States. There an estimated 9 million LGBT individuals in the U. S. 1 in 5 workers have experienced discrimination or unfair treatment at work. < 50% of employees who experience discrimination will stay; attrition costs 150% of employees’ salary. Inclusive organizations have the highest employee engagement, which in turn leads to higher performance and productivity. References: US Census Bureau; The Gallup Organization. Employee Discrimination in the Workplace, Public Opinion Poll. December 8, 2005; Sirota Survey.

How can you develop cultural awareness • Develop awareness: take a look at your own biases and prejudices, become aware of cultural norms, attitudes, and beliefs, and value diversity • Don’t allow cultural differences (preferences) to become the basis for criticism and judgements. Differences are neither good nor bad – it is what we do with them that makes a difference • Build friendships of mutual respect and a desire for understanding

• Cultural diversity matters to every single one of us, both personally and professionally. • When a group or segment of our population is excluded or oppressed, all of us are denied. • For our business and communities to not only survive, but to thrive, each of us needs to be aware and sensitive to ALL the members of the community. • Our communities are rich with resources.

Inclusion: A practice that enables the full participation and contribution of the workforce in support of the mission of the organization by eliminating implicit and explicit barriers. An Inclusive Workplace: Cultivate a flexible, collaborative, and inclusive work environment that leverages cultural competency and empowers all contributors

Are colleagues comfortable and capable of having a discussion about issues, i. e. , Immigration, Religion, LGBT, Political Elections, Affirmative Action, in-house promotions, Unions, Disabilities, changes in the workplace, etc. , openly and respectfully?

Powerful video produced by Deloitte https: //www. youtube. com/watch? v=7 G 0 OUHn. Cudw

In Closing: Ignoring cultural issues costs time, money, and efficiency. Some of the consequences can include: • Unhealthy tensions between people of differing gender, race, ethnicity, age, abilities or generations, etc. • Loss of productivity because of increased conflict • Inability to attract and retain talented faculty and students • EEO complaints and other actions.

Creating a Community of Respect