UNIT 1
Contents |
EXERCISE 1
What Is Intercultural Competence?
Objective: To understand the different dimensions of intercultural competence, both at an individual and organizational level.
Time:
30 minutes
Materials:
• Flip chart
• Markers
Directions: 1. Ask participants to define intercultural competence first on an individual level. List the participants' responses.
2. Second, ask participants to define intercultural competence at the organizational level and list their responses.
3. Share the following formal definitions of cultural competence:
• At an individual level, cultural competence can be defined as "the state of being capable of functioning effectively in the context of cultural differences."
• At the organizational level, cultural competence can be described as "a set of congruent behaviors, attitudes, and practices which come together in a system, agency, or amongst professionals to work effectively in the context of cultural differences."
Source: Cross, Bazron, Dennis, & Isaacs. (1989). "Towards a Culturally Competent System of Care." Washington, D.C.: Georgetown University Child Development Center.
• Cox and Beale define diversity competence as "a process of learning that leads to an ability to effectively respond to the challenges and opportunities posed by the presence of social cultural diversity in a defined social system." Source: Cox, J, and Beale, R. (1997). Developing competence to manage diversity: Readings, cases and activities. San Francisco, CA: Berrett-Koehler Publishers.
4. Share any other definitions of intercultural competence. “A process of learning that leads to an ability to effectively respond to the challenges and opportunities posed by the presence of social cultural diversity in a defined social system.”
Or
defined as the ability of individuals and organizations to use academic, experiential, and interpersonal skills to increase their understanding and appreciation of cultural differences and similarities within, among, and between groups. It encompasses an individual’s and/or organization’s desire, willingness, and ability to improve systems by drawing on diverse values, traditions, and customs.
Or
Cultural/Intercultural competence is the overall capability of an individual or organization to manage key challenging features of intercultural communication: namely, cultural difference and unfamiliarity, inter-group dynamics, and the tensions and conflicts that can accompany this process. It is a two-way interactive process that requires both the ability to stress the common aspects of human life and the will to solve conflicts that emerge from the differences between people of different backgrounds.
Debrief: 1. Ask participants to think about how this discussion of intercultural competence sets a framework for understanding the rest of this module and subsequent modules.
2. Ask participants to think about whether they feel they work in an interculturally competent organization.
3. If they do, what characteristics exist in their organization that makes it competent?
4. If not, what do they think is lacking?
Learning Points:
1. Intercultural competence is a life-long learning process which enables individuals to work effectively in diverse environments.
2. We need to work towards intercultural competence at an individual as well as at an organizational level.
3. Intercultural competence is not achieved through words alone, but rather through knowledge and the application of that knowledge. We must act on that knowledge, turning our understanding into more effective programs and services.
4. Intercultural competence acknowledges and validates biculturality, a concept understood and practiced by people of color since 1619 in the United States. Biculturality is the ability of people in a minority culture to understand and work within the dominant culture in order to improve their economic and/or physical well-being when they interact with that culture. At the same time these individuals are able to retain the knowledge and behaviors of their own indigenous culture, thereby ensuring inclusion and physical, emotional, and spiritual survival within that culture.
UNIT 1
Lecture 1
Why Is Intercultural Competence Important?
In creating a respectful and an affirming environment for all employees, we must become more aware and sensitive to the issues and challenges we face living and working in diverse communities. However, it is not enough to be culturally knowledgeable, aware, and/or sensitive; we must move beyond this point and begin a journey toward becoming interculturally competent. The following facts and ideas will hopefully help in forming a framework for this concept. American society is rapidly growing more diverse. In the next decade:
- one in three Americans will be non-white - Hispanics will become the largest non-white ethnic group in America
Further evidence is exemplified in the current San Jose, CA, telephone directory, in which the Vietnamese surname ‘Nguyen’ outnumbers the surname ‘Jones’ 14 columns to 8. Historically, diversity has divided us. Diversity has, in the past, created disparate opportunities and limitations for individuals, based on differences such as gender, race, or socioeconomic status.
For Example:
- Unemployment rate for Native American tribal members is between 40% and 80%, compared to a 5% unemployment rate for the US as a whole.
- In 1990, 24% of the US population was considered rural and 7% of Americans lived on farms. Of these, roughly 40% fell below the poverty level.
- Hispanics are less likely than other racial groups in the country to complete high school.
- Black and Hispanic youth are suspended from schools at a rate three times that of their white counterparts.
- The national dropout rate for all students averages 17%-19%, but it has been as high as 49.6% among African-American youth in the last decade.
- Only 45% of children in rural schools finish high school, compared to 65% of children in urban schools.
- By the year 2000, about 65% of the net additions to the workforce will be women, men of color and immigrants.
- Changing demographics in the United States are creating new customer groups. Opportunities continue to arise for niche marketing to diverse customers.
- Employee absenteeism and turnover, conflicts among staff, and the resulting time lost due to misunderstandings, discrimination complaints, lower productivity, poor performance of an alienated workforce, and a lack of innovation leading to uncreative responses, all impact the “bottom line.” Not only do the factual, statistical differences between groups divide us, but our perceptions of these differences separate us as well. A Gallup Poll printed in the Southern Poverty Law Center Klanwatch Report (July 1994), revealed that 52% of black Americans and 33% of white Americans believe that American is moving toward two separate and unequal societies based on race. The same poll indicated that nine out of ten respondents endorse the teaching of cultural diversity in schools as a way of improving race relations. This suggests that while many of us see increasing racial division in American society, the majority of us want to try to close the gap between the races. We must learn to achieve and sustain unity if we are to solve our economic and social problems. When we allow diversity to divide us, we perpetuate inequalities and injustices. By understanding and appreciating what different members of society have to offer, we create the possibility for unity of purpose in addressing issues that affect us all. Achieving unity does not require that everyone be the same. Rather, it requires us to develop respect and understanding for many different perspectives. Mutual respect builds trust, which in turn fosters interdependence. Interdependence brings us together in unity as we face common problems.
Building Cultural Bridges, 1997, National Educational Service
UNIT 1
Exercise 2 Why Is Intercultural Competence Important?
Objectives: 1. To involve participants in a discussion of the importance of addressing cultural issues in serving diverse customers.
Time: 20 minutes
Materials:
"Intercultural IQ Quiz” worksheet
Pen/Pencil
Directions:
1. Divide participants into small groups.
2. Explain that each group should try to complete the questionnaire. Tell them they have ten minutes.
3. When they have finished answering the questionnaire, read out each question and ask the participants what they think the correct answer is. Share the right answer with the participants. Go through all the questions.
Debrief:
Ask these questions to start the discussion:
• What questions surprised you? Why?
• Which questions were difficult? Easy?
• What are the implications of these statistics on developing programs and providing services?
• What do they tell you about your role in the workplace?
• Based on the quiz, develop a case for intercultural competence in the workplace.
References
Aguilar, L. and Stokes, L. Multicultural Customer Service. Irwin Professional Publishing, 1996. "Belief by the Numbers," New York Times Magazine. 1997. Investor's Business Daily, February 22, 1996.
Judy, R., and D'Amica, C. Workplace 2020: Work and Workers in the 21st Century. Hudson Institute, 1997.
National Minority Supplier Development Council, 1999. The Pluralism Project, Harvard University. News-week, September 18, 2000.
Pollard, K. and O'Hare, W. "America's Racial and Ethnic Minorities." Population Bulletin, September 1999.
U.S. Department of Labor, Women's Bureau
White, M. and Potts, J. "Trust the Facts: Women of Color in U.S. Corporations." The Diversity Factor, 1999.
UNIT 1
Intercultural IQ Quiz Respond to each question by circling the best answer.
1. What does “Mahatma” mean in the Indian culture?
a. Healer
b. Mother
c. Leader
d. Great Soul
2. The first American female astronaut in space was?
a. Christa McAuliffe
b. Sally Ride
c. Dr. Mae Jemison
d. Kathy Sullivan
3. What is the world’s fastest growing religion?
a. Hindu
b. Islam
c. Christianity
d. Judaism
4. The hardest barrier for people with disabilities to overcome is?
a. Access to buildings
b. Living independently
c. Other people’s attitudes
d. Self-esteem
5. What is the most frequently occurring crime in the country?
a. Spousal abuse
b. Murder
c. Theft
d. Rape
6. What are the two most racially and ethnically diverse states in the U.S.?
a. New Mexico & California
b. California & Texas
c. Florida & New Mexico
d. Florida & California
7. The fastest growing segment of the labor force is from what culture?
a. African-American
b. Asian and other
c. Hispanic
d. White
8. What is the Jewish New Year?
a. Rosh Hashanah
b. Hanukkah
c. Yom Kippur
d. Passover
9. Who was the first African American to appear on a U.S. postage stamp?
a. Colin Powell
b. Rosa Parks
c. Booker T. Washington
d. Michael Jordan
10. What percentage of the U.S. population is comprised of people with
disabilities?
a. 25.9
b. 53.9
c. 35.9
d. 45.9
11. What percentage of U.S. working-age women are in the labor market?
a. 35%
b. 55%
c. 75%
d. 85%
12. Women account for 43% of the executive, administrative, and managerial occupations in the U.S. What percent of the top executive positions (vice president and above) are held by women?
a. 1%
b. 5%
c. 9%
d. 13%
13 In the year 2020, ethnic minorities will account for what percentage of the U.S. population?
a. 27%
b. 37%
c. 47%
d. 57%
14. The west coast equivalent of Ellis Island is?
a. Puget Sound
b. Alcatraz
c. San Diego
d. Angel Island
Purdue Extension, 2000 Kaleidoscope: Dimensions of Diversity
Intercultural IQ Answer Sheet
1. What does “Mahatma” mean in the Indian culture?
a. Healer
b. Mother
c. Leader
d. Great Soul
2. The first American female astronaut in space was?
a. Christa McAuliffe – teacher who died on the Challenger
b. Sally Ride
c. Dr. Mae Jemison – Space Shuttle Endeavor
d. Kathy Sullivan – first American female to walk in space
3. What is the world’s fastest growing religion?
a. Hindu
b. Islam
c. Christianity
d. Judaism
4. The hardest barrier for people with disabilities to overcome is?
a. Access to buildings
b. Living independently
c. Other people’s attitudes
d. Self-esteem
5. What is the most frequently occurring crime in the country?
a. Spousal abuse
b. Murder
c. Theft
d. Rape
6. What are the two most racially and ethnically diverse states in the U.S.?
a. New Mexico & California – New Mexico’s index is 60 and California is 59. The index means…there is a 60% or 59% chance that any two randomly selected residents within the state are different either racially or ethnically. Maine and Vermont are least diverse with an index of 4.
b. California & Texas
c. Florida & New Mexico
d. Florida & California
7. The fastest growing segment of the labor force is from what culture?
a. African-American – make up 11.6% and are increasing at a rate of 13.8%
b. Asian and other - make up 5.4% and are increasing at a rate of 41%
c. Hispanic – make up 11.7% and are increasing at a rate of 36.2%
d. White – make up 72.7% and are increasing at a rate of 7.2%
8. What is the Jewish New Year?
a. Rosh Hashanah
b. Hanukkah
c. Yom Kippur
d. Passover
9. Who was the first African American to appear on a U.S. postage stamp?
a. Colin Powell – Chairman of the Join Chiefs of staff under President Bush
b. Rosa Parks – refused to sit at the back of the bus, precipitating the Montgomery Bus Boycott, the first major event of the Civil Rights Movement
c. Booker T. Washington
d. Michael Jordan – played for the Chicago Bulls
10. What percentage of the U.S. population is comprised of people with disabilities?
a. 25.9
b. 53.9
c. 35.9
d. 45.9
11. What percentage of U.S. working-age women are in the labor market?
a. 35%
b. 55%
c. 75%
d. 85%
12. Women account for 43% of the executive, administrative, and managerial occupations in the U.S. What percent of the top executive positions (vice president and above) are held by women?
a. 1%
b. 5%
c. 9%
d. 13%
13. By the year 2020, ethnic minorities will account for what percentage of the U.S. population?
a. 27%
b. 37%
c. 47%
d. 57%
14. The west coast equivalent of Ellis Island is?
a. Puget Sound
b. Alcatraz
c. San Diego
d. Angel Island – many Asian immigrants were held here