MGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success
Professor Selina Griswold, MSM/MA
College of Business & Innovation
Chapter Five: Intercultural Competence: Vital Perspectives for Diversity and Inclusion

Objectives of this Lesson
Learn Intercultural Competence.
Explain cognitive, affective and behavioral competencies.
Identifying challenges to generalizations.
Comprehend the ethnocentric stage vs. ethnorelative stage.

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FDA Diversity Module
FDA Diversity Module
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Intercultural competencies
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Intercultural Competencies include:
Cognitive competencies such as:
Knowledge of other cultures who we may consider the “outgroup” or “other.”
Affective competencies such as:
Being inquisitive where we seek to understand others, deal with uncertainty and manage tension which comes from open-mindedness and cultural humility.
Behavioral competencies such as:
Empathy is the needed skill.

FDA Diversity Module
FDA Diversity Module
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Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs.
EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics.
Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers.

Increasing Empathy in the workplace
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People do have differences that lead to different motivations, emotions, and behavior — men differ from women, young differ from old, and so on. Those differences make for interesting applications of using empathy, but they aren’t the most challenging ones.
The most challenging ones are when you try it on people who don’t have those differences, but behave contrary to your greatest values anyway. They force you to expand the domain of what you think about — loosely speaking, to expand your mind.

Empathy Exercise
Let’s start with a simple example you probably already do. If you want to criticize someone’s performance, say someone who reports to you at work, it helps if you understand why they performed the way they did. If you understand their motivation, you will be less likely to hurt them and more able to influence them.
Let’s take an extreme example. Imagine you feel strongly that abortion should be legal. You would then probably have a set of beliefs connected with that belief. You would probably feel someone who feels abortion should be illegal is crazy, perhaps violent, and misogynist. That’s explaining someone’s behavior by saying they have different motivations, which we should try not to do.

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Empathy Exercise:
I want you to explain in one to two paragraphs each both sides of the situation such as why abortion should be against the law and why it should be legal or you can choose to show the value for both black lives matter and all lives matter. Use researched facts and cite your sources—I do not want personal opinions.
You don’t have to act on this viewpoint or agree with the belief, just to examine what happens for those who believe it.
You know you’ve completed the exercise when you have at least three facts that support each side. Providing the information to feel how the behavior makes sense based on each sides’ beliefs.

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How does this exercise help leverage diversity and inclusion in the workplace?
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Last Words To Ponder
“I think we all have empathy. We may not have enough courage to display it.”
Maya Angelou

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FDA Diversity Module
FDA Diversity Module
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MGMT 3700: Best Practices in Diversity: Leveraging Differences to Drive Success
Professor Selina Griswold, MSM/MA
College of Business & Innovation
Chapter Four: Strengthening Interpersonal Awareness and Fostering Relational Eloquence

Objectives of this Lesson
Learning the interpersonal processes that minimize destructive conflict.
Explain key tools, frameworks and practices for engaging people and leveraging diversity.
Identifying microaggressions and their impact on inclusion.
Comprehend how these practices are acquired, maintained and practiced.

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FDA Diversity Module
FDA Diversity Module
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Meaning Making in Communication
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When we interact with others, they bring with them their history, personal experiences and beliefs/stories that have been inherited.
This meaning making comes from our cultural identity at both the group and individual level.
Cultural identity at the individual level involves social group affiliations through our demographics. Cultural identity at the group level is the image “shared” by the group.
How problematic is it when making meaning in communication? When discussing topics at work?

FDA Diversity Module
FDA Diversity Module
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Generally speaking, EEO and affirmative action programs are considered legislated employment equity risk management programs.
EEO and Affirmative Action programs generally cover those groups protected by title 7 of the 1964 Civil Rights act, whereas Diversity is a more inclusive concept. AA programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant labor force statistics.
Diversity is a voluntary approach that does not utilize artificial programs, standards, or barriers.

Do elements of our identity intersect?
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Intersectionality suggests that—and seeks to examine how—various biological, social and cultural categories such as gender, race, class, ability, sexual orientation, age, and other axes of identity interact on multiple and often simultaneous levels, contributing to systematic injustice and social inequality.
Intersectionality holds that the classical conceptualizations of oppression within society, such as racism, sexism, homophobia, and belief-based bigotry including nationalism can create forms of oppression that interrelate, creating a system of oppression that reflects the “intersection” of multiple forms of discrimination.

How our differences get negatively reinforced in the workplace?
Through systems that are created to advantage some but disadvantage others.
But, also through subtleties such as how we communicate through our differences that make can make people feel like the “other.”
Through our identities that can be in conflict with the workplace.

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Exercise
Name one aspect of your identity that you feel is recognized the most?
How does that create to your meaning making?
What stories do we tell about this aspect of our identity?
How can this create conflict when interviewing, giving a performance review or workplace feedback?

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Relational Eloquence
Relational Eloquence is how we draw on and coordinate shared resources and identity stories in a way that enhances rather than limits the possibilities for who we can be and what we can do.

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Three forms of communication &
2. Ethnocentric
Viewing other cultures from your own lens assuming your culture is best.
Will this lead to relational eloquence?
3. Cosmopolitan
Demonstrates a commitment to coordinating meaning with another without denying the unique existence or humanity of the other and without demeaning the other’s ways.
Will this lead to relational eloquence?

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1. Monocultural
Acting as if there is only one culture.
Will this lead to relational eloquence?

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Microaggression
a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority)

microaggressions

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What does the following have to do with microaggressions?
Jim Crow Laws
Disney Movies
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Patriotism Act
and policies like
Stop and
Frisk policing

The Media

What if we are the perpetrator of micro-aggressions? What should we do? What should we tell others?
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Changing our frame of reference requires:
Relational agility which is the capacity to move from talking at to dialogic engaging or being with.
Letting go our monocultural and ethnocentric viewpoints.
The ability to critically reflect on your “taken for granted” assumptions or frameworks and to view them as one of many possibilities.
Should you hold your own perspective at the risk of harming work relationships with others who may be different than you.
Empathy seeing the lens through someone else’s perspective.

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Emotional and Social Intelligence
Emotional and Social Intelligence is the ability to perceive accurately, appraise, and express emotion.
It is the ability to access and or generate feelings when they facilitate thought.
It is the ability to regulate emotions to promote emotional and intellectual growth.

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Five Domains:
Self-Awareness
Managing Emotions
Empathy
Handling relationships
Motivating oneself

Last Words To Ponder
Meaning making communication starts with us.
Before we can change systems, we have to make individual change that allows us to leverage diversity.
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FDA Diversity Module
FDA Diversity Module
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Mgmt 3700: Chapter four and five

Read chapter four and the chapter four powerpoint

Part One:

On pages 133 and 134 in the text, there is the story of Susan and Rosa read this answer the questions

below:

1. How is this “meaning making in communication”?

2. What does intersectionality have to do with this story.

3. What could Susan have done differently?

4. How does Rosa’s story apply to relational eloquence?

Part Two:

Watch chapter four powerpoint.

Answer the following questions from the video and book.

1. Answer the four questions on slide six.

2. After watching the video in powerpoint slide ten found at: microaggressions now explain what

the three types of microaggressions are and how they differ from each other.

3. Answer the questions on slide 11 (choose two of the four items and state they have to do with

microaggressions) based upon your opinion.

4. How does the green box suggestion on slide 12 apply to organizations?

5. Answer the last two questions on the bottom of slide 12.

Part Three:

Read Chapter 5 and watch the power point presentation, now answer the following questions.

1. In the text, in one or two paragraphs describe the Challenge and Support Model and how it can

be utilized in the workplace.

2. Complete the exercise on powerpoint slide six and submit.

3. Now answer the question on powerpoint slide seven.