1. Individual Competencies for Managing Diversity in the Workplace Part 3

2. Learning Objectives What are the developmental stages of “Cultural Competency”? How is Cultural Competency applied in management and supervision? How does Cultural Competency address stereotyping? (example 1) How is Cultural Competency demonstrated in the global arena? (example 2)

3. Cultural Competence is defined from a Systems Perspective It is responsive to diversity at all levels of an organization and stakeholder groups: i.e., policy, governance, administrative, workforce, suppliers, and consumer/client. Cultural competence is developmental, community focused. Competency to Manage Culture and Diversity includes values, beliefs, and lifestyle behaviors that influence workplace behaviors, workplace policies, professional and systems competencies. Competence to Manage Culture and Diversity applies skills that lead others to function effectively and provide quality services to diverse populations.

4. Cultural Competence is a Developmental Process. 6) Proficiency 5) Competency 4) Pre–competence 3) Blindness 2) Incapacity 1) Destructiveness Cultural Competence Continuum Awareness Understanding Action

5. Diversity Competency Model Phase 2 Understanding Phase 3 Action Steps COMPETENCYCOMPETENCY ~ ~ FEEDBACK ~ ~ Consequences of Action Brings New Awareness Phase 1 Awareness Cox, Taylor, & Beale, R.L. Developing Competency to Manage Diversity. San Francisco, Berrett-Koehler, 1997.

6. Diversity Competency Model Phase 2 Understanding Phase 3 Action Steps FEEDBACK Phase 1 Awareness MOTIVATION to CHANGE Recognition that diversity has effects on behavior and group outcomes. KNOWLEDGE of TYPE of CHANGE Acquiring a deeper cognitive grasp of how & why diversity affects performance CHANGING BEHAVIOR Leading effort to alter behavior & performance in workgroup REFLECTING ON RESULTS Consequences of action brings new awareness.

7. Diversity Skills for Managers value diversity be conscious of the"dynamics" when cultures interact institutionalize cultural knowledge adapt new actions reflecting an understanding of diversity between and within cultures. One is “Competent” at Managing Diversity if (s)he is able to. AwarenessAction identify organizational barriers that reduce individual equity and productivity. identify exclusionary factors that inhibit group productivity & performance. Understanding demonstrate cultural self– assessment Feedback

8. Applying the Diversity Competency Model Work, Tasks & Responsibilities Communication Performance Evaluation & Feedback Employee Development Conflict Resolution Team Decision-Making Selection & Promotion Delegation & Empowerment Phase 1 Awareness Phase 2 Understanding Phase 3 Action Steps COMPETENCYCOMPETENCY Feedback

9. Perception & Stereotyping (Awareness – Pre-Competency Stage) Stereotyping is a mental process in which the individual is viewed as a member of a group; the information we ascribe to the group is also ascribed to the individual. In developing an awareness of differences, there is a danger of reinforcing stereotyping. Example 1

10. Difference between Stereotyping and Valuing Diversity (Understanding - Competency Stage) Frequently based on false assumptions, anecdotal evidence or impressions without direct experience with a group. Assumes that group characteristics apply to every member. Ascribes negative valence to traits of the group. Is based on cultural differences verified by empirical research on actual intergroup differences. Based on concept of “greater probability” Ascribes neutral or positive valence to traits of the group StereotypingValuing Diversity Example 1

11. Steps to Reduce Stereotyping (Action – Proficiency Stage) Self-reflection; examine one’s assumptions Formal education and training Seek/check information from members of other identity group to distinguish real intergroup differences from folklore and myths Request feedback from others about one’s use of stereotypes Challenge other people’s assumptions and statements that involve generalizations. Self-reflection; examine one’s assumptions Formal education and training Seek/check information from members of other identity group to distinguish real intergroup differences from folklore and myths Request feedback from others about one’s use of stereotypes Challenge other people’s assumptions and statements that involve generalizations. Example 1

12. Global Cultural Competency (Awareness – Pre-Competency Stage) Fons Trompenaars studied 46,000 managers from more than 40 countries to define “6 Dimensions of Cultural Diversity. Trompenaar notes that foreign cultures are not arbitrary or randomly different from one another. Cultures can be “mirror images” of one another Example 2

13. Fons Trompenaars’ 6 Dimensions of Cultural Diversity (Understanding – Competency Stage) Universalism Rules, codes laws Generalizations (Norway 1, USA 7) Particularism Exceptions, circumstances Unique relations. (Yugo 46, Korea, 45) Individualism Personal freedom, human Rights, competition. (Israel 1, USA 4) Communitarianism Social responsibility, harmony Cooperation. (Egypt 39, Mexico, 37) Specificity Atomistic, reductive Analytic, objective (USA 1, UK 5) Diffusion Holistic, elaborative, Synthetic, relational (Venezuela 46, Japan 43) Example 2

14. Fons Trompenaars’ (con’t) 6 Dimensions of Cultural Diversity Achieved Status Your track record, What you’ve done (USA 1, Austrailia 3) Ascribed Status Who you are, potential, connections (Yugo, Korea, Poland) Inner Direction Conscience & convictions are inside you. (USA 1, Canada 2) Outer Direction Examples and influences are located outside you. (Japan, Russia, China) Sequential Time Time is a race along a set course (Philappines 1, Brazil 3, USA 8) Synchronous Time Time is a dance of fine coordinations (Hong Kong, Portugal, Pakistan)

15. Modes of Acculturation (Action – Proficiency Stage) Assimilation Dominant Culture becomes the standard of behavior for other cultures. Everyone conforms to Dominant norms/values. Separation Minority Culture unwilling/ unable to adapt to Dominant; Seeks cultural & physical autonomy. De-culturation Dominant & Minority Culture not highly valued by members Neither is influential in framing minority behavior. Pluralism Integration: a two-way process. Both Cultures change to some degree and reflect the norms and values of the other. Cox, Taylor, & Beale, R.L. Developing Competency to Manage Diversity. San Francisco, Berrett-Koehler, 1997, pp. 204-207.