Introduction An to Diversity Dimensions of Diversity
Subtitle: Ive a Feeling Were Not in Kansas Anymore Dr. Denise T. Ogden, PSU
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EEO, AA, Diversity, Leveraging Diversity Theyre Not All The Same!
Equal Employment Opportunity (EEO) laws that prevent discrimination race religion ect Affirmative Action (AA) underpresented groups might be fav
Diversity acknowledging differences Valuing And Leveraging Diversity
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Progress Global Diversity Work Force Diversity Affirmative Action 1960 1970s Equal Employment Opportunity
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21st Century
1990s
1980s
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Primary: cannot change; and Secondary Dimensions of Diversity:people have power to change/ or conceal
Work Background Religion Age Income Military Experience
Gender Race Sexual Orientation Physical Qualities Ethnicity
Marital Status
Geographic Location
Parental Status
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Loden and Rosener, Workforce America, 1991 5-4
What Do People Notice When Encountering Another Person? Skin color Gender Age Appearance Facial Expression Eye contact Movement Personal Space Touch
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Inclusive Organizations
Occurs When
Colleagues and leaders recognize and utilize differences Differences are engaged and used to enhance effectiveness Peoples differences are seen as valuable assets Conflicts are supported and valued as learning opportunities People are encouraged to apply their unique strengths and skills Colleagues and leaders possess skills
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Diversity Quiz Between 2000 and 2010, there will be a ____% increase in the number of people ages 65-74 in the workforce. A. 22% B. 33% C. 44% Of working people in the U.S., what percent are known to have a disability? A. 8% B. 13% C. 17%
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Diversity Quiz According to the U.S. 2000 census, what percentage of the population was white?
A. 65% B. 78% C. 70%
In 2007 what percentage of the population was white?
A. 71% B. 66% C. 63%
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Diversity Quiz What percentage of the population is overweight or obese?
A. 30% B. 45% C. 65% What percentage of the population is gay, lesbian or bisexual? A. 2% B. 5% C. 7%
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Diversity Quiz In 2005, how many people in the United States were foreign-born?
A. 19 million B. 31 million C. 34 million
As of the 2000 census what percentage of African Americans were there living in Reading, PA?
A. 37% B. 25% C. 12%
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Diversity Quiz
In 2007, what percent of students throughout PSU were minority?
A. 13% B. 18% C. 21%
In 2005, what percent of students throughout PSU were Hispanic?
A. 3% B. 5% C. 11%
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Projected Growth of Selected U.S. Subcultures
Source: U. S. Census Bureau, Population Projection Program Dr. Ogden PSU-LV
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Race in the U.S.
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Summary Trends
Decreasing % of White people Increasing % of people of color Increase in women and older workers Decreasing birth rates 1965 average worker
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Acculturation
The cultural modification of a group by adapting to, or borrowing traits from, another culture (Padilla 1980).
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Historical Perspective
From Americanization to maintenance of cultural identities
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Acculturation and Assimilation
Time
Acculturation Process
Unacculturated
Assimilation
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Business Case for Diversity Three Major Areas
Community and Societal
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Marketplace
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Workforce
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Community and Societal Issues
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Organization in Transformation
Survival High Performance Being Competitive Sustainable Results
Drivers
Outcomes
Preferred Employers Business Partner of Choice High Performing Work Culture
New Contracts Loyalty Multiple Generations
Customers Competition Suppliers Regulators
Ma rk etp lac e
Workp lac e
Com mun it y
Public Image Corporate Responsibility Infrastructure Needs Stock of Choice
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The Path from Monocultural Club to
S T A T U S Q U O
Exclusiv e Club Passive Club Critical Symbolic Mass Difference (Pioneers ) Inclusive Acceptance Organization
Inclusive Organization
Tolerance of Differences Value the dominance of one culture, style, group Transition Stages Value added of diverse cultures, styles, groups C H A N G E
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Source: J.H. Katz and F.A. Miller (1986) "Developing Diversity ":
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Exclusive Club
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Passive Club
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Symbolic Differences
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Critical Mass
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Acceptance
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Inclusive
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Where is PSU on the Path?
In what stage is Penn State University on the path to inclusiveness? Why? Is this different for various groups within the organization? Explain.
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Your Role
Catalyst Facilitate and Change Agent Spokesperson Communicator Champion
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If the World Were a Village of 100 People
Area
52 would be Asians 12 would be Africans 10 would be Western Europeans 9 would be Latin Americans 5 would be North Americans
Language
14 people would speak Mandarin 5 people would speak English 5 people would speak Spanish 3 people would speak Hindi 4 people would speak Russian 4 people would speak Arabic 33 would be Christians 20 would be Muslims 17 would have no religion 14 would be Hindus 6 would be Buddhists
Education/Income
9 women would be illiterate (5 men) 1 would have a college education Per capita income = $7,011
Religion
Health
14 would be malnourished 17 would not have clean drinking water 6 HIV infected
Technology
13 would have a computer 51 would have a phone 14 would own a car
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Words to Live By
Not wrong, just different
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The Future
We have to learn to communicate with different We people must become diverse to survive U.S. pop. 300 million World pop 6.5 billion
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Valuing diversity
Valuing diversity and managing diversity are different
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Barriers to Accepting Diversity
Prejudice Ethnocentrism Stereotypes Blaming the victim Discrimination Harrassment Backlash
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How to Gain Awareness
Reduce your prejudices and use of stereotypes Minimize miscommunication with diverse others
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Reducing Your Prejudices
Recognize that diversity exists Dispel myths about diverse others when you are in a group Admit to your own biases and prejudices
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Minimizing Miscommunication
Educate yourself about differences Practice effective communication skills Avoid adjectives that spotlight certain groups Be aware of the connotation of words
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Building Relationships
Seek opportunities to interact with a wide variety of peers and associates Seek feedback from diverse others Encourage your peers to be candid
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Diversity Paradox We are like
All other people Some other people No other person
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Irritations
Examine where irritation comes from
A sense of superiority? Anxiety over being excluded?
Leads to Us vs. Them
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Social Identity Groups (SIGs)
Ethnicity
Religion
Race
Physical Ability Mental Ability
?
Marital Status
Gender
Age
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Power and Conflict in Social Identity Groups Have dominant and subordinate groups Dominant groups - Get to define the rules - Have more power/ resources -tend not to think of themselves as a group - are blind to oppression - have less knowledge of the system Creates one-up / one-down system Less dominate members- are very aware of their group Tend to understand dominantes better than the reverse
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Up/Down System
One Up Blind to groupness Unaware of privilege Internalize dominance See as indiv acts Create Systems Stay in line (collusion) Progress One Down Aware of groupness Internal oppression See Patterns Use standards of one up to evaluate group Long way to go
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Collusion
Collusion- cooperation with others to reinforce stereotypical attitudes behavior or norms Types
Silence Denial Active Participation
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Stumbling Blocks in Intercultural Communication (Barnay, 1985)
Assumed Similarity Languge Nonverbal Communication Preconceptions and Stereotypes Evaluation of Culture As Inferior to Own- ethnocentrism High Anxiety
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What is Culture Hofstede- collective progaming of the mind Subculture- segment Institutional, Team, individual
Culture as an iceberg (only see 10%) Intercultural communication: when a message producer is member of one culture and the receiver is another
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Differences General appearance and dress Body movement Posture Gesture Facial expressions Eye contact and gaze Touch Smell Paralanguage- rate volume, pitch that coveys meaning or emotion
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Dress and Appearance
Before reacting to anothers appearance Consider the meaning attached to appearance Body scent is not necessarily a sign of lack of cleanliness Cultural Norms Body scent is not necessarily a sign of lack of cleanliness
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Time and Consciousness
Differences in time consciousness can be cultural Explain the reasons for deadlines and schedules Some cultures show less concern for timeliness
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Posture Bowing Slouching- rude in most N European countries Hands in pocket -Turkey Sitting with legs crossed - offensive in Ghana, Turkey) Showing soles of feet. -offensive in Thailand, Saudi Arabia. Us -gender differences in posture
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Facial Expressions Many Asian cultures suppress facial expression Many Mediterranean (Latino / Arabic) cultures exaggerate grief or sadness Some see animated expressions as lack of control Women smile more than men
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Eye Contact and Gaze Western cultures see direct eye to eye contact as positive Arabic cultures make prolonged eye contact Japan, Africa, Latin American, Caribbean avoid eye contact to show respect
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Touch
USA Handshake is common (even for strangers) Hugs, kisses for those of opposite gender or for family Islamic and Hindu Typically dont touch with the left hand Islamic cultures generally dont approve of any touching between genders Asians do not touch the head
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Improving Nonverbal Communication
Avoid giving conflicting signals Smile genuinely Be aware of gestures/ posture Use touch only when appropriate Be aware that people may give conflicting nonverbal cues
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Giving and Receiving Feedback
Types of Feedback
Supportive- behavior repetition Corrective- behavior change Abusive - contempt Insignificant- minimum or no response
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Video
Do I acknowledge and respect differences? Open discussion? Am I communicating openly & clearly? Are my words or actions being misinterpreted? Are my assumptions creating barriers?
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New Opportunity
Two options in the face of change
1. Resist and struggle to maintain structure as it is 2. Embrace the change, and profit it from it through personal growth
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Cultural and Communication Competence
Cultural competence is a set of behaviors, attitudes, and policies that come together in an organization and enable people to work effectively in cross-cultural situations (Cross, et al. 1989; Isaacs and Benjamin, 1991) Elements
1. Valuing diversity 2. Lever diversity 3. Being conscious of the dynamics inherent when cultures interact 4. Appreciation and Respect 5. Having developed adaptations which reflect an understanding of cultural diversity
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