1.  Expanding Your Comfort Zone: We Are All Multiculturalists Now

2. “The greatest distance between people is not space. The greatest distance between people is culture.”

5.  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.

7.  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.

8.  Hispanic, Latino(a), Chicano  Black, African American, Negro, Colored  Oriental, Asian, Pacific Islander  Native, Indigenous, First Nation, Indian,  Muslim, Arab, Middle Eastern  White, Caucasian, European American

9.  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.

10.  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.

11. 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%

12. Race / EthnicityNumber Percentage of U.S. population Not Hispanic or LatinoHispanic or Latino258,267,94483.7 % White196,817,55263.7 % Black or African American37,685,84812.2 % Asian14,465,1244.7 % Two or more races5,966,4811.9 % American Indian or Alaska Native2,247,0980.7 % Some other race604,2650.2 % Native Hawaiian or other Pacific Islander481,5760.2 % Hispanic or Latino50,477,59416.3 % White26,735,7138.7 % Some other race18,503,1036.0 % Two or more races3,042,5921.0 % Black or African American1,243,4710.4 % American Indian or Alaska Native685,1500.2 % Asian209,1280.1 % Native Hawaiian or other Pacific Islander58,4370.0 % Total308,745,538100.0%

15.  Pluralistic multiculturalism  Particularistic multiculturalism  Public domain v. Private domain  Colorblind v. Color Conscious  Responsibility and Response Ability

18. Bias Deficiency Structural Discrimination Racism v. Racialism Incognizant Racism

19. Anglo Conformity Melting Pot (Israel Zangwill) Cultural Pluralism (Horace Kallen)

21.  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.

22.  Intercultural Skillfulness  Cultural Adaptation  Understanding Cultural Differences  Acceptance/Acknowledgement Of Difference  Awareness Of Differences  Non-Aware Of Difference

25.  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.

26.  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.

27.  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.

28.  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?

29.  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 ?

30.  QUESTIONS  COMMENTS  CONCERNS