Additionally, we need to bring non-mainstream groups into the center of civic activity. As you think about diversity, it may be helpful to envision the kind of cultural community you want to build.
In order to set some goals related to building relationships between cultures, resolving differences, or building a diverse coalition, it helps to have a vision of the kind of cultural community you hope for. People have very different views of what a multicultural society or community should be like or could be like. In the past few decades there has been a lot of discussion about what it means to live and work together in a society that is diverse as ours.
People struggle with different visions of a fair, equitable, moral, and harmonious society. What do you think about these questions? Which issues do you struggle with? What other issues are important to you or your cultural group? As you envision the kind of diverse community, you and your neighbors may want to consider these kinds of questions. These are some of the real and tough questions that people grapple with on a daily basis. These questions point to some of the tensions that arise as we try to build harmonious, active, and diverse communities in a country as a complex as ours.
There are no easy answers; we are all learning as we go. So, what kind of community do you envision for yourself? How will diversity be approached in your community? If you could have your ideal community right now what would it look like? If you can't have your ideal community right now, what will be the next steps you will take in building the kind of cultural community you want?
These are some of the questions that can get you thinking about your how to build the kind of community you hope for. What other issues do you think are important to consider?
What are your next steps? So, you may ask, "How do we get started? In the book, Healing into Action , authors Cherie Brown and George Mazza list principles that, when put into practice, help create a favorable environment for building diverse communities. The following guidelines are taken from their principles:.
In order for people to commit to working on diversity, every person needs to feel that they will be included and important. Each person needs to feel welcomed in the effort to create a diverse community. And each person needs to know that their culture is important to others. Blaming people as a way of motivating them is not effective.
Shaming people for being in a privileged position only causes people to feel bad; it doesn't empower them to take action to change. People are more likely to change when they are appreciated and liked, not condemned or guilt-tripped. Although every person is unique, some of us have been mistreated or oppressed because we are a member of a particular group.
If we ignore these present-day or historical differences, we may fail to understand the needs of those individuals. Often people are afraid that recognizing differences will divide people from each other. However, learning about cultural differences can actually bring people closer together, because it can reveal important parts of each others?
It can show us how much we have in common as human beings. We are bombarded daily with newspapers and TV reports of doom and gloom. People have a difficult time functioning at all when they feel there is no hope for change.
When you present diversity issues you can say things like, "This is an excellent opportunity to build on the strengths that this organization has," or "There is no reason why we can't solve this problem together. You will be more effective if you have a group of people around you that works together closely. People often try to go it alone, but we can lose sight of our goals and then become discouraged when operating solo.
It is important to take the time to develop strong relationships with a core of people, and then work together as a group. In working to combat racism and other forms of oppression many people become discouraged when they are unable to create a diverse group.
Starting by recognizing differences in religion, sexual orientation, socioeconomics, parenting, and class backgrounds will help create a climate that welcomes differences; it will also lay the groundwork for becoming more inclusive.
We've talked about what diversity is, why it is important, how to begin envisioning your ideal diverse community, and how to set up an environment that fosters diversity. This is only the beginning. In working towards your diverse organization or community there is much more to do.
In the next sections we will talk about how to become aware of your own culture, build relationships with from different cultures, become allies to people discriminated against, overcome internalized oppression, build multicultural organizations and coalitions, and other topics as well.
Each of us can build the kinds of communities we dream of. In our families, organizations, institutions, and neighborhoods, we can insist that we won't remain isolated from those who are different from ourselves.
We can transform our neighborhoods, institutions, and governments into equitable, non-oppressive, and diverse communities. Brown University Training Materials: Cultural Competence and Community Studies: Diversity jolts us into cognitive action in ways that homogeneity simply does not.
For this reason, diversity appears to lead to higher-quality scientific research. They found that papers written by diverse groups receive more citations and have higher impact factors than papers written by people from the same ethnic group.
Moreover, they found that stronger papers were associated with a greater number of author addresses; geographical diversity, and a larger number of references, is a reflection of more intellectual diversity. Diversity is not only about bringing different perspectives to the table. Simply adding social diversity to a group makes people believe that differences of perspective might exist among them and that belief makes people change their behavior.
Members of a homogeneous group rest somewhat assured that they will agree with one another; that they will understand one another's perspectives and beliefs; that they will be able to easily come to a consensus. But when members of a group notice that they are socially different from one another, they change their expectations. They anticipate differences of opinion and perspective. They assume they will need to work harder to come to a consensus.
This logic helps to explain both the upside and the downside of social diversity: They might not like it, but the hard work can lead to better outcomes.
In a study of jury decision making, social psychologist Samuel Sommers of Tufts University found that racially diverse groups exchanged a wider range of information during deliberation about a sexual assault case than all-white groups did. In collaboration with judges and jury administrators in a Michigan courtroom, Sommers conducted mock jury trials with a group of real selected jurors. Although the participants knew the mock jury was a court-sponsored experiment, they did not know that the true purpose of the research was to study the impact of racial diversity on jury decision making.
Sommers composed the six-person juries with either all white jurors or four white and two black jurors. As you might expect, the diverse juries were better at considering case facts, made fewer errors recalling relevant information and displayed a greater openness to discussing the role of race in the case.
These improvements did not necessarily happen because the black jurors brought new information to the group—they happened because white jurors changed their behavior in the presence of the black jurors.
In the presence of diversity, they were more diligent and open-minded. Consider the following scenario: You are writing up a section of a paper for presentation at an upcoming conference. You are anticipating some disagreement and potential difficulty communicating because your collaborator is American and you are Chinese.
Because of one social distinction, you may focus on other differences between yourself and that person, such as her or his culture, upbringing and experiences—differences that you would not expect from another Chinese collaborator.
How do you prepare for the meeting? In all likelihood, you will work harder on explaining your rationale and anticipating alternatives than you would have otherwise. This is how diversity works: The pain associated with diversity can be thought of as the pain of exercise. You have to push yourself to grow your muscles. The pain, as the old saw goes, produces the gain. In just the same way, we need diversity—in teams, organizations and society as a whole—if we are to change, grow and innovate.
Decades of research by organizational scientists, psychologists, sociologists, economists and demographers show that socially diverse groups that is, those with a diversity of race, ethnicity, gender and sexual orientation are more innovative than homogeneous groups.
Building capacity to work with diverse populations. Advanced training for options consultants Training curriculum. DMCA and other copyright information. Contact us for more information or to report an issue with this site.
Understand local, regional, and national trends related to population changes http: Develop knowledge and understanding of the cultures represented in your community and build relationships with formal and informal leaders of various population groups The Missouri Health Literacy Mapping Tool http: Develop organizational strategies to improve responsiveness to diverse populations The National Center on Cultural Competency offers several organizational self-assessment tools, as well as online training modules and useful data http: Know where to find resources to help your organization develop an action plan The National Center for Cultural Competence at Georgetown University http: Examine your own assumptions and cultural perspectives.
Seek a basis for understanding, rather than judging.
Cultural Diversity Research on Learning and Development: Conceptual, Methodological, and Strategic Considerations Marjorie Faulstich Orellana associate professor The Department of Education, University of California, Los Angeles, Box , Los Angeles, CA ; [email protected] ucla. edu.
Cultural Diversity Research Papers look at a preview of an order placed on counseling, educational and psychological testing of Hispanic and Latino population. Cultural Diversity Research paper on Counseling and educational and psychological testing of the Hispanic /Latino population.
Future of Cultural Diversity 5 Future of Cultural Diversity 1 Running head: Future of Culture Diversity Future of Cultural Diversity Dorothy J. Matthews March 7, University of Phoenix SOC/ - Week 5 Professor: Aubrey Fitzgerald Bentham Future of Cultural Diversity 2 This paper is intended to voice my hopes on the future of cultural diversity and explain how we could use the knowledge of each other’s . Cultural Diversity & Ethnic Minority Psychology ® seeks to advance the psychological science of culture, ethnicity, and race through the publication of empirical research, as well as theoretical, conceptual, and integrative review articles that will stimulate further empirical research, on basic and applied psychological issues relevant to racial and ethnic groups that have been historically subordinated, .
Cultural Diversity Essay Topics Cultural diversity is a term given to the variety of ethnic and cultural groups that live in a society together. You can rest assured that writing essays on cultural diversity will invariably part of any college course. The National Center for Cultural Competence at Georgetown University (kinofilme.ml) offers a wealth of resources related to cultural competency, including a guide to planning an organizational self-assessment (kinofilme.ml).