Expanding Your Comfort Zone: We Are

All Multiculturalists Now

Jamake Highwater

“The greatest distance between people is not

space.

The greatest distance between people is

culture.”

Change can be good!!

Diversity and Multiculturalism

Diversity is a representation of people that exemplifies all cultural and congenital differences.

Diversity is an essential component of multiculturalism, but multiculturalism encompasses more than diversity.

Multiculturalism seeks to promote the valuing of diversity and equal opportunity for all people through understanding of the contributions and perspectives of people of differing race, ethnicity, culture, language, religion, gender, sexual orientation, and physical abilities and disabilities.

Race and Ethnicity

Race is evolved from the perception that there were innate biological differences between people of different skin colors and places, that- indeed- there were no ancestors common to all of humanity.

Ethnicity, on the other hand, relates to cultural factors such as nationality, culture, ancestry, language and beliefs.

Naming ProcessHispanic, Latino(a), ChicanoBlack, African American, Negro,

ColoredOriental, Asian, Pacific IslanderNative, Indigenous, First Nation,

Indian, Muslim, Arab, Middle EasternWhite, Caucasian, European

American

Class Refers to enduring and

systematic differences in access to and control over resources for provisioning and survival.

“Class” is defined by inequality; thus, “class equality” is an oxymoron.

Hierarchies are usually gendered, racialized, and class based, especially at the top.

Power differences are fundamental to class, of course, and are linked to hierarchy.

Gender and race are important in determining power differences within class levels.

Class hierarchies are constantly created and renewed through organizing practices.

Hierarchies

Changing Demographics: Growth Rate

GROUP 1980-1990 1990-2000

Whites 4.09% 5.08%

Blacks 11.98% 15.26%

Natives 35.44% 14.42%

Latino(a)s 53.02% 39.42%

Asians 96.13% 63.24%

Race / Ethnicity Number Percentage ofU.S. population

Not Hispanic or Latino 258,267,944 83.7 %

White 196,817,552 63.7 %

Black or African American 37,685,848 12.2 %

Asian 14,465,124 4.7 %

Two or more races 5,966,481 1.9 %

American Indian or Alaska Native 2,247,098 0.7 %

Some other race 604,265 0.2 %

Native Hawaiian or other Pacific Islander 481,576 0.2 %

Hispanic or Latino 50,477,594 16.3 %

White 26,735,713 8.7 %

Some other race 18,503,103 6.0 %

Two or more races 3,042,592 1.0 %

Black or African American 1,243,471 0.4 %

American Indian or Alaska Native 685,150 0.2 %

Asian 209,128 0.1 %

Native Hawaiian or other Pacific Islander 58,437 0.0 %

Total 308,745,538 100.0%

The Harding Bunch!

Diversity And Multiculturalism

Pluralistic multiculturalism

Particularistic multiculturalism

Public domain v. Private domain

Colorblind v. Color Conscious

Responsibility and Response Ability

Racial Inequality

Bias

Deficiency

Structural Discrimination

Racism v. Racialism

Incognizant Racism

Anglo Conformity

Melting Pot (Israel Zangwill)

Cultural Pluralism (Horace Kallen)

Amalgamation theories

Multiculturalism

Awareness v. Competence

Cultural Awareness: being sensitive to issues related to culture, race, gender, sexual orientation, social class, and socioeconomic factors.

Cultural Competence: requires more than acquiring knowledge… It is leveraging a complex combination on knowledge, attitudes, and skills to engage and intervene appropriately and effectively across cultures.

Inter-Cultural Awareness

Intercultural Skillfulness

Cultural Adaptation

Understanding Cultural Differences

Acceptance/Acknowledgement Of Difference

Awareness Of Differences

Non-Aware Of Difference

Inter-Cultural Awareness

Non-awareness: of difference refers to individuals that have no or limited experience with diversity. It is not that they do not recognize difference but they place no value on difference and approach each person as an individual regardless of race, ethnicity, religion, class, sexual orientation, and so forth.

Awareness of difference: indicates that you not only recognize difference but realize that it actually holds some value to the individual and your relationship with them. However, you may lack the training, expertise, and ability to apply the knowledge you have.

Acceptance/acknowledgement: of difference indicates that during this stage you have accepted that different does not mean deviant and you have a responsibility as an to become more culturally competent.

Understanding cultural difference: indicates you have taken the necessary steps to increase your cultural knowledge through diversity training, workshops, discussions with others, and self education to better understand and relate to a wide range of diverse individuals.

Cultural adaptation: indicates you now have the ability to apply what you have learned and adapt your advising approach to the needs and communication styles of those around you.

Intercultural skillfulness: indicates you have expanded your comfort zone and have become a culturally competent advisor. You now have the tools, knowledge, and skills to relate to a wide range of individuals and feel comfortable in doing so. These skills have been gained but keep in mind that they need to be maintained and this is an on-going process in which we continue to learn and expand our knowledge.

Four Components Of Cultural Competence

Designing Partnerships

Understand and appreciate one another’s culture. Build respect, trust, and inclusion.

Recognize, appreciate and utilize the unique insights, perspectives and backgrounds of others.

Value, solicit, and learn from one another.

Empower others to participate. Ground partnerships in real community

problems and opportunities.

GUIDELINES FOR CULTURALLY RESPONSIVE INTERACTIONS

Consider cultural factors in interventions with others. Remember differences are just that. They are not necessarily deficiencies. Meet people where they are!

Examine and evaluate your own “cultural baggage.” Consider your possible cultural privilege when working with people from diverse cultural backgrounds.

Consider the level of cultural identity development and degree of acculturation of others.

Avoid stereotypes and adopting a monolithic perspective. Consider the individual within a cultural context.

GUIDELINES FOR CULTURALLY RESPONSIVE INTERACTIONS

Be willing to learn from culturally diverse people. Invite them to tell their story.

Be advocates for culturally diverse people in helping them deal with the “system.” If necessary, be a systemic change agent.

Establish good rapport with culturally diverse communities. Adopt an interpersonal orientation.

Consider differences in help-seeking attitudes and behaviors.

Self Reflection What racial/ethnic cultural group(s) do I

identify with? How does my identification with that group(s) affect and effect my self-positioning in the world? In my academic community?

What assumptions do I make about other particular races/ethnicities on a regular basis? How many of these assumptions could be considered generalizations? Stereotypes?

What might I need to learn about individual cultural backgrounds to ensure that I am relating and communicating effectively people?

How often do I expose myself to cultural gatherings and events that represent racial/ethnic cultures other than my own?

Self Reflection How does my worldview help or hinder

me in understanding others perspectives?

What other cultural groups do I identify with (i.e. gender, sexual orientation, regional, socioeconomic, language, religious, etc.)? How might those identifications affect my interactions with others?

How aware am I of customs and behaviors that have different meanings in different cultures? How might my awareness (or lack of awareness) of behavioral variety affect my interactions with others?

QUESTIONS

COMMENTS

CONCERNS