Cultural Differences and Unconscious Bias: An Introduction to Becoming Culturally Competent
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Cultural Differences and Unconscious Bias: An Introduction to Becoming Culturally Competent

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  • “Wait a minute…why are we concerned with the looking at ‘differences’ among people? Aren’t we past that? I mean, we did elect a black President.”“By focusing on those differences, don’t we do more harm than good?”

Cultural Differences and Unconscious Bias: An Introduction to Becoming Culturally Competent Cultural Differences and Unconscious Bias: An Introduction to Becoming Culturally Competent Presentation Transcript

  • Becoming Culturally Competent
    An introduction to cultural differences and the impact of unconscious bias in communicating
  • Goals for Today’s Seminar
    Look at what culture is and the assumptions made by different cultures about “others”
    Examine unconscious bias and potential impact in academic environments when it comes to:
    Students
    Faculty, staff, and administrators
    Begin to examine how to improve cultural misunderstanding by becoming culturally competent
  • Prepare to be Interactive!
  • Culture, Values, and Assumptions
    I note the obvious differences between each sort and type,
    but we are more alike, my friends, than we are unalike.
    Maya Angelou
  • What’s “Cultural Competence”—and Why We Need It
    Cultural competence emphasizes learning effective ways to operate in different cultural contexts
    Becoming culturally competent also:
    Helps educators more effectively deliver learning to students
    Helps recruit and retain a more diverse student and faculty population
    Helps workplace colleagues foster better cooperation and productivity in the workplace
    Helps prevent or minimize unintended consequences that result from the interactions we have every day
  • “As American as Apple Pie”
    Break into small groups
    Write down 3-4 words or catch phrases that seem to embody what it means to be American
    Be ready to share your group’s responses with the audience
    You have 3 minutes to complete this exercise
    One person’s view of what it means to be American: http://www.youtube.com/watch?v=0-BZcRAWHeQ
  • How Do We Define “Culture”?
  • “To Some, Winner Is Not American Enough”
    “An uncommon sports dispute erupted online, fraught with racial and nationalistic components: Should Keflezighi’s triumph count as an American victory? He was widely celebrated as the first American to win the New York race since 1982. Having immigrated to the United States at age 12, he is an American citizen and a product of American distance running programs at the youth, college and professional levels.
    But, some said, because he was born in Eritrea, he is not really an American runner.”
    Nov. 3, 2009 N.Y. Times article by Gina Kolata; photo by Henry Ray Abrams, AP
  • Snapshots on How Other Cultures May View Americans….
    Sudanese refugees and their view of Americans
    http://www.edupass.org/culture/stereotypes.phtml
    What American organizations working to acculturate college students into the U.S. say
    http://www.edupass.org/culture/stereotypes.phtml
  • Changing Times and Their Impact on American Culture
    American Dominance in the 20th Century
    Impact of Globalization in the 21st Century
    World dominance in business after WWII
    Predominant cultural norms
    Workplace
    Family
    Religion
    Gender roles
    Demographics
    Race
    Ethnicity
    Who dominates in business today?
    What are the predominant cultural norms?
    Workplace
    Family
    Religion
    Gender roles
    Changing demographics
    Race
    Ethnicity
  • Other Aspects of the Current Cultural Landscape. . . .
    Age and generational differences
    Gender and gender orientation differences
    Sexual orientation
    Regional differences
    “Red states” versus “blue states”
    South versus North versus West versus Midwest versus Northeast
  • Let’s Check Your Cultural Competence….
    What’s the difference between the words “Hispanic” and “Latino”? Is one more offensive than another?
    Touching a child on the top of his head is a non-threatening sign of affection from an adult.
    Establishing direct eye contact when talking with someone shows trustworthiness.
    What does it mean when a person from the Appalachian region of Kentucky tells you “I don’t care to” do something?
  • Miscommunications and Missed Signals Due to Cultural Variances
    We each come into an environment with our own framework for determining what’s “normative” in terms of culture
    Where do we learn what’s culturally normative?
    When our cultural norms differ from those of other people, problems can arise with communication, leading to:
    Anger
    Hurt feelings
    Missed opportunities
  • Is There an Underlying Cause to Cultural Misfires and Problems?
  • Cultural Differences, Communication and Unconscious Bias as the Source Source of Culture Clash
    Psychologists once believed that only bigoted people used stereotypes. Now the study of unconscious bias is revealing the unsettling truth: We all use stereotypes, all the time, without knowing it. We have met the enemy of equality, and the enemy is us. Article from Psychology Today
  • Cultural Norms and Stereotyping
    “In the practical sense a culture norm is a society's propensity towards certain ideals; their aversion from others; and their standard, ritualistic practices. Essentially what the 'norm' is a summation of typical activities and beliefs of group of people. ‘Culture norm’ is essentially a gentle stereotype. . . .”
    But why do we stereotype?
    From Economic Expert.com, defining cultural norm
  • Cognitive Psychology, Affective Reactions and Unconscious Bias
    Empirical research done in the social sciences:
    Tests given to participants in various settings.
    Pervasive Implicit Bias: “Socially dominant groups have implicit bias against subordinate groups (White over non-White, for example). . . Almost a hundred studies have documented people’s tendency to automatically associate positive characteristics with their ingroups more easily than with outgroups. . . as well as their tendency to associate negative characteristics with outgroups more easily than ingroups.” (article by Jerry Kang)
    This implicit/unconscious preferencing occurred even when people consciously tried to limit group preferencing
  • Examples of Unconscious Bias Studies
    “Group readings” study and results
    “Immediate hostile reaction” study and results
    Implicit Association Test at Harvard (https://implicit.harvard.edu/implicit)
    Tests developed to identify hidden bias in terms of race, gender, age, sexual orientation
  • Stereotyping and Unconscious Bias
    We all stereotype people
    Are we hard wired to stereotype?
    The need for “blink” decisions by prehistoric man
    The problem with taking fight/flight responses into a modern-day setting
  • But How Accurate Are Our “Blink” Impressions?
    How much can you tell from a face?
  • A Post-Racial Generation/America?
    The extreme case
    Here’s what we typically think of when we think about the negative impact of stereotyping and bias
    http://www.cnn.com/2009/US/02/26/hate.groups.report/index.html#cnnSTCVideo
  • Bias Today Usually Isn’t That Extreme, Yet It Still Has Impact.
    What most of us normally see or experience doesn’t rise to the most extreme levels
    Unconscious bias impacts how we view the world and those around us.
  • Focus with Unconscious Bias in Academia
    Current work mainly looks at faculty and primarily addresses sex, race and gender issues
    What those works indicate:
    Unconscious bias and stereotyping are particularly problematic when it comes to three constituencies:
    Students
    Administration
    Other faculty
  • Displays of Unconscious Bias that Affect Faculty, Administrators
    Students–
    Complaints to administration, excessively negative evaluations, challenges to authority and classroom management
    Stereotyping of women, people of color
    Challenges by majority students about credentials, appearance, authority, evaluative methods used with students
    Colleagues and administration–
    Overburdening faculty with “academic housekeeping”
    Stereotyping
    Undermining comments to students and other faculty
    Belief people from “outside” groups are hypersensitive or have illegitimate concerns about stereotyping and bias
    Unconscious desire for people to assimilate in order to be retained
  • Unconscious Bias and Its Extension Outside Academia
    At work every day
    In other settings
    For co-workers
    For the actor or actors involved
    For the work environment
    In international business transactions
    With health care professionals and health care delivery to patients
    New Jersey enacted a law in 2005 to integrate cultural competency training into the training physicians receive, including CME courses
  • Instances of Unconscious Bias…
    With students?
    With your colleagues?
    With friends?
    Break into small groups and share experiences where you may have seen or experienced unconscious bias concerning gender or age/generational differences.
    What was your reaction to the situation?
  • Breaking the Cycle
    “Promising evidence in social cognitive psychology indicates that with sufficient motivation, cognitive resources, and effort, people are able to focus on the unique qualities of individuals, rather than on the groups they belong to, in forming impressions and behaving toward others.”
    From Reducing Racial Bias Among Health Care Providers: Lessons from Social-Cognitive Psychology
  • The Journey of a Thousand Miles Begins with a Single Step…
    What we’ve done today is take some first steps toward becoming culturally competent by:
    Gaining an understanding that what we consider appropriate is based on cultural norms we grew up with—and that other people may not have those same values
    Realizing we all stereotype people based on those cultural norms
    Understanding stereotyping can result in bias that can negative impact those around us, even when we don’t intend for that to happen or want the best outcomes
  • Quick Ideas to Implement Now to Improve Cultural Competence
    Educate yourself about what you value and what others value, differences in behaviors, etc.
    Learn to listen more than talk
    Go online to learn about the cultural norms of those you may encounter at work or in the classroom
    Become curious about the world around you
    Go beyond The Golden Rule
    Use “the Mark Twain rule”
    Special considerations for managers
    Becoming culturally competent is a process. You didn’t become who you are overnight, and you won’t change overnight. Be patient, and know “an old dog” can learn new tricks!
  • Is this Your Internal Monologue?.
    “There are too many different cultures to learn about—how am I supposed to know what could offend a person from a particular ethnic or racial background?”
    “This is a bunch of PC crap. I’m not going to change who I am!”
    “People get too sensitive about these things. They just need to grow up!”
    The “Roots” theory of cultural assimilation
  • Additional Resources
    Web resources
    Video
    http://academic.udayton.edu/health/03access/racial.htm (race and its impact on healthcare; you’ll also find similar work related to other disciplines)
    http://www.med.umich.edu/multicultural/ccp/index.htm (free resources on multiculturalism for health care professionals)
    YouTube
    http://www.youtube.com/watch?v=CJGyAPqqVm8&feature=related (fun, slightly bawdy “tongue in cheek” that shows how cultural misunderstandings can create unanticipated consequences)
    Movies
    “Crash”
    “Gran Torino”