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mgmt3700ch.5onlinenew.pptMGMT 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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