Tools for exploring the meanings of multiculturalism (MULTINATIONS) is a 24 months project, founded by the European Commission, through ERASMUS+ program, KA2 - Strategic Partnerships for youth. The aim of the project is to develop innovative tools and creative methods for youth workers and trainers who are active in non-formal education, in order to create a non-discriminatory and equal society. The project is implemented with the help of the following partners: Association D.G.T. (Romania), ENOROS CONSULTING LIMITED (Cyprus), SEIKLEJATE VENNASKOND (Estonia), ASOCIACIJA TAVO EUROPA (Lithuania) and DANISH YOUTH TEAM (Denmark).

1. MULTINATIONS
See the whole landscape
of acceptance.
Map of
Cultural
Diversity
HANDBOOK

2. MULTINATIONS
See the whole landscape
of acceptance.
MAPPING
CULTURAL DIVERSITY
• Cultural mapping is also known as cultural resource mapping or
cultural landscape mapping.
• International collaboration can be significantly improved through
knowledge about each culture's relative position to another's, as this
enables the youth worker to take an appropriate approach that takes
into account any possible cultural differences.
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3. MULTINATIONS
See the whole landscape
of acceptance.
CULTURAL DIVERSITY
COMPETENCE
• For a youth worker, cultural competency means the ability to
understand, communicate and efficiently work with people coming
from different cultures.
• In order to gain knowledge about cultural differences, a youth worker
needs to invest time in learning about the other cultures with whom
they plan to interact.
• Compared to being aware of cultural differences, the attitude from
the cultural competency enables individuals to develop awareness by
working towards actively analyzing their own internal belief systems.
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4. MULTINATIONS
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of acceptance.
THE 4 BASIC ELEMENTS OF
CROSS-CULTURAL COMMUNICATION
Two important aspects of cross-cultural communication are what people
in a given culture actually do and how people in a different culture
interpret those actions.
• Cultural knowledge: the information one has about some cultural
characteristics, history, values, beliefs, and behaviours of another
ethnic or cultural group.
• Cultural sensitivity: knowing that differences exist between cultures,
but not assigning values to the differences.
• Cultural competence - Cultural is the ability to understand and
interact effectively with people from other cultures.
• Cultural intelligence : It means to have the ability to understand and
interpret attitudes and behaviours from different cultures as well as
working more effectively across cultures.
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5. MULTINATIONS
See the whole landscape
of acceptance.
SKILLS FOR BUILDING
TRUST AND INCLUSION
• INCLUSIVE and TRUST skills are possible, positive, and life enriching
skills that can be learned, practiced and developed to the point that
they become second nature.
• focusing on building acceptance, understanding and cultural and
inclusion competencies with the people you already work with.
• Building team awareness and collaboration around the importance of
trust by sharing experiences, storytelling and creating opportunities for
the team to communicate and bond.
• Building a means for communicating and working together as a team –
focusing on cultural and individual differences.
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6. MULTINATIONS
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of acceptance.
EU PRINCIPLES
AND VALUES
• These goals are meant to increase the well-being of all the citizens of
the European Union, promote peace and inclusion, tear down
economic and social barriers, encourage development and combat
discrimination.
• One of the goals of the Union was to establish a common economic
and monetary union which would allow the member countries to
work together for balanced economic growth and more stable prices;
create a competitive market and guarantee sustainable development.
• The Union works for enhancing economic and territorial unity among
EU countries and promotes scientific and technological progress
while also guaranteeing environmental protection.
• Values that are promoted by the European Union are common in all of
the member countries which creates a united society where there is
inclusion, tolerance, justice, solidarity and non-discrimination.
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7. MULTINATIONS
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of acceptance.
EU STRATEGIES
AND POLICIES
• European Union policies are developed and implemented by the
European Commission by following actions:
• All of the EU strategies and policies are based on the principles and
core values of the European Union which means that European
Commission implements their work while respecting and taking into
consideration human dignity, freedom, human rights, equality, rule of
law and democracy.
• Regional policy – Policy to support job creation, business
competitiveness, economic growth, sustainable development, and
improve citizens’ quality of life in all regions and cities in the European
Union while also tackling poverty and social exclusion.
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8. MULTINATIONS
See the whole landscape
of acceptance.
MANAGING
CULTURAL DIVERSITY
• Cultural differences are visible or invisible differences between two
cultures.
• Differences can serve as a starting point for starting to analyse and
explore internal cultural differences, on the other hand, there can
often be a huge gap between external and internal cultural
differences .
• Failure to manage cultural diversity at work or to prevent
discrimination risks might cause losing cross-cultural workers, leaving
only a one culture based and homogeneous workforce.
• It is proposed that the potentially constructive or destructive impact
of cultural diversity is a function of the management of that diversity,
which is ultimately a reflection of organizational culture.
• It is argued that the benefits of cultural diversity will be realized when
organizational culture of diversity underlies the management of that
diversity.
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9. MULTINATIONS
See the whole landscape
of acceptance.
STAGES OF
DIVERSITY MANAGEMENT
• Diversity management and quality of diversity management can scale
in multiple layers in different organisations.
• If diversity is weakly expressed in an organization, it can be difficult to
communicate diversity management goals.
• In multicultural organizations initiatives are being launched to raise
employees' awareness of diversity and a safe multicultural work
environment: training for employees, sports competitions that allow
them to get to know each other and maintain close relationships.
• Like all changes in the organisations, diversity management
implementation initiatives can be met with employee resistance.
• After ensuring successful diversity management, the company notices
increased employee productivity, creativity, and better problem solving.
A diverse team brings different experiences, and a supportive
environment allows for less attachment to common ideas or
established norms.
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10. MULTINATIONS
See the whole landscape
of acceptance.
TRANSMISSION OF
CULTURAL DIVERSITY
• To begin with, cultural transmission is the process through which
cultural elements, in the form of attitudes, values, beliefs and behavioral
scripts are passed onto and taught to individuals and groups.
• Anthropologists refer to the spread of new cultural traits within
generations as horizontal transmission, to be distinguished from
vertical transmission, which takes place across related generations.
• Clearly, cultural traits do change over time within societies, and diffuse
horizontally across societies.
• However, cultural change and horizontal learning themselves are not
unconnected to ancestry, as populations that are ancestrally closer are
more likely to face lower barriers to learning new ideas and behaviors
from each other.
• Last but not least, the accelerated globalization processes place a
premium on intercultural competencies, both individual and collective,
which enable us to manage cultural diversity more effectively and
monitor cultural change.
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11. MULTINATIONS
See the whole landscape
of acceptance.
TIPS FOR CREATIVE
WORKSHOPS
• The ability to run great workshops is becoming an essential skill for
anyone that works in creativity and innovation.
• The difference between an effective workshop and an unsuccessful
one has a major impact on the success of an overall project — the
quality of ideas generated, an engaged team, and even whether
participants felt they had the opportunity to contribute.
• Workshop facilitation is not a secret art.
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12. MULTINATIONS
See the whole landscape
of acceptance.
D.G.T. Association
Iuliana Adriana PAVEL (Project Coordinator)
Email address:
iuliana.dgt@gmail.com
ENOROS CONSULTING LIMITED
Address: 16 Zina Nte Tyras Street
(Karantokis Building),
Office 2, 3rd Floor,1065
City: Nicosia, Ciprus
Email: info@enoros.com.cy
SEIKLEJATE VENNASKOND
Email: seiklejatevennaskond@gmail.com
Facebook address- Seiklejate Vennaskond
ASOCIACIJA TAVO EUROPA
Address: Mozuriskiu 17-8 Vilnius
Email:Verseckas89@gmail.com
Contact number:+37066223369
DANISH YOUTH TEAM
Address: Grønnegade 56, 1. floor,
City: 8000 Aarhus C, Denmark
Email: danishyouthteam@gmail.com
Contact person: Radu Dalidis
Contact number: +45 81 92 12 15
The European Commission's support for the production of this publication does not constitute an
endorsement of the contents, which reflect the views only of the authors, and the Commission
cannot be held responsible for any use which may be made of the information contained therein.
Project Number 2019-2-RO01-KA205-064065