1 / 46

Respecting Culture

The Prism of Diversity: Culture Gender Religion Age Disability Presentation by Arthur V. N. Wint, J.D. Respecting Culture. Two eternal truths about human beings are people differ from one another and people are similar to one another. Dr. Brian Ogawa.

arne
Download Presentation

Respecting Culture

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The Prism of Diversity: Culture Gender ReligionAgeDisabilityPresentation by Arthur V. N. Wint,J.D.

  2. Respecting Culture Two eternal truths about human beings are people differ from one another and people are similar to one another. Dr. Brian Ogawa

  3. Responses to Conflict- ”Normal” responses - • Escape Responses (Flight) • Denial - “This can’t be happening!” • Flight - “I’m out of here!” • Suicide - “I just can’t take it anymore!” • Attack Responses (Fight) • Litigation - “Sue the bastards!” • Assault - “She made me do it!” • “Homicide” - “I just couldn’t take it anymore.”

  4. Responses to Conflict (cont’d) • Conciliation Responses • Overlook It • Discuss it • Negotiate it • Mediate it • Arbitrate it • Judge it

  5. Confrontation Options ASSERTIVE COOPERATIVE

  6. Confrontation Options ASSERTIVE AVOIDANCE COOPERATIVE

  7. Confrontation Options ASSERTIVE COMPETITION AVOIDANCE COOPERATIVE

  8. Confrontation Options ASSERTIVE COMPETITION AVOIDANCE ACCOMMODATION COOPERATIVE

  9. Confrontation Options ASSERTIVE COMPETITION COMPROMISE AVOIDANCE ACCOMMODATION COOPERATIVE

  10. Confrontation Options ASSERTIVE COMPETITION COLLABORATION COMPROMISE AVOIDANCE ACCOMMODATION COOPERATIVE

  11. The Change Cycle & CR- “Typical” Peacemaker Roles in CR Contentment Renewal Denial Confusion

  12. Contentment Phase: • Continue with the normal routine • Leadership Style - “Working the plan”

  13. One doesn’t discover new lands without consenting to lose sight of the shore for a very long time. Andre Gide

  14. Denial Phase • Help people understand • Acknowledge this condition • Ask questions • Actively listen • Be patient • Give little advice - Do Much Follow-up • Leadership style - “Encourager”

  15. Many a [person] would rather you heard [their] story than granted [their] request. Earl Phillip Stanhope

  16. He that lacks time to mourn, lacks time to mend. William Shakespeare

  17. Historic continuity with the past is not a duty, it is only a necessity. Oliver Wendell Holmes

  18. Confusion Phase • Get everyone together • Begin visioning • Encourage open input • Maintain high profile ~ goals/leadership • Leadership style - “Visioner”

  19. Confusion is a word we have invented for an order which is not yet understood. Henry Miller

  20. There is no squabbling so violent as that between people who accepted an idea yesterday and those who will accept the same idea tomorrow. Christopher Morely

  21. If you cry “forward”, you must make clear the direction in which to go. Don’t you see that if you fail to do that and simply call out the word to monk and a revolutionary, they will go in precisely the opposite directions. Anton Checkhov

  22. Renewal • Help focus • Allow people to implement their ideas • Provide rewards • Allow healthy risk-taking • Match people with others in this phase • Clarify and expect setbacks • Leadership style - “Implementer”

  23. Challenge • What does “normal reaction”mean? • Do we all respond the same way to conflict? • Of what value is it to know/understand cultural perspectives? • Is “diversity” important? If so, why? If not, why not?

  24. Paul’s Approach • “I have become all things to all men so that by all possible means I might save some.” 1 Cor. 9:22 • Is this the “template” for peacemakers? • Does RJ involve “restoring the balance ” to any underlying cultural dissonance, as well as the presenting conflict? • Should cultural sensitivity/impacts have a “high” or “low” priority in ADR practice?

  25. What’s Your Response? • “[O]ur goal as practitioners is of course to avoid or minimize errors of all sorts, and generally to practice in efficient, equitable, productive, and ethical ways…..which do you think is the worse error: underestimating culture’s impacts or overestimating them?” Kevin Avruch, Institute for Conflict Analysis and Resolution, Geroge Mason University

  26. “DIVERSITY”

  27. “Diversity” • What does the term mean to you? • Why should this be an area of concern for peacemakers? • Is “diversity” the same as “civil rights”? • If we believe in “equality”, and treating people “the same” why the concern for diversity?

  28. A Vast Array of Cultural Differences • Race • Ethnicity • Religion • Language • Customs • Traditions • Disability • “Diversity within diversity”

  29. Diversity & Human Interchange • No one is just what we label and classify them • People are inseparable from their racial and ethnic backgrounds, but not strictly determined by them • All people deserve to be treated as individuals, even as the nuances of race and culture are recognized

  30. What Constitutes Culturally Competence? • Is “Color Blindness” the standard? • Looking at Continuum of “Culture Competence”

  31. Continuum of Culture Competence • Culture Destructiveness: Conscious denial of another’s culture, and/or the belief that one’s belief system is superior to all others. • Culture Incapacity: Understands that there are many differences among cultures, but refuses or does not do anything to change

  32. Continuum of Culture Competence, (cont’d) • Culture Blindness: Overlooks differences as though they do not exist • Culture Competence: Values others and their differences; diversity is recognized and accepted • Culture Proficiency: Occurs when diversity works together

  33. Foundations of Culture Sensitivity • Compassion and Sincerity • Respect

  34. Compassion & Sincerity • Not the same feeling of compassion, but the same compassionate interaction • Compassion = “foundation” • Sincerity = “expression” • No condescension • No manipulation • No insincerity

  35. Respect • Withhold ethnocentric judgments about the cultural practices of others • Don’t minimize the experience of others • Be willing to expand your frame of reference

  36. Barriers to Culturally Sensitive Interactions • Programmatic Barriers • Beliefs

  37. Values/Attitudes/Beliefs • Have You heard of “Core Values” or Traditional Values? • Where Do These Values Come From? • What Would You Say Is THE Core Value held in our society?

  38. WHO DETERMINED THESE CORE VALUES!??

  39. Categories Of Values~ Primary • Personal Values • Indicative of an individual’s moral character • Social Values • Folkways ~ values people accept out of habit • Morals ~ set of core principles that govern values • Institutional ~ ways or practices set up under law • Taboos ~ emphatic do’s and don’t’s of a particular society • What are some other values that we encounter/share?

  40. Categories of Values~ Additional • Political • “American Way”, public service, voting, civic duty • Way particular peoples are “labeled”/processed • Economic • Equal employment, money, stable employment, private property, pride of ownership, paying taxes • Religious • Characterized by reverence for life,human dignity, freedom of worship • Also can involve being a “zealot”~ women/out-groups/non-believers • Socialization • Major source of individual values • Which of these six have the most impact upon you? Why?

  41. Caveats re: Values~ ways to view “culture” vis-à-vis ADR practice • Cultures are “analytical categories” • They are not things • They are not “nouns” • Individuals are bearers of multiple cultures • No one in our society is just one culture • Culture is acquired • It is a part of ongoing social life • Culture is not embedded in our genes • Cultures do not “cause” conflict • Lenses through which people view conflict • Practitioners should be careful not to “overvalue” or “undervalue” culture

  42. So What?!!? • Be Self-aware • Know yourself • Anticipate values/power/control issues in mediation setting • Monitor parties • “Really” monitor self ~ presumptions re: “culture” • Ethical Construct • Key is to “Make the Process Meaningful’ • Protect parties from others’ illegitimate use of “power”/cultural biases • “Check yourself!”

  43. “[W]hatever is true, whatever is noble, whatever is right, whatever is pure, whatever is lovely, whatever is admirable -- if anything is excellent or praiseworthy -- think about such things.” - Phil. 4:8 -

  44. “Multi-culturalism” • Acknowledgement of the different cultural definitions of well-being and recovery from trauma • Support of the varied pathways to “mental health” and incorporation of these into appropriate victim services,ADR and referrals • Cultural awareness training • Multiethnic and multilingual teamwork (don’t be afraid to ask) • Cross-cultural perspectives to benefit from the principles and methods of other cultures • Eg: Native Cultures and use of circles

  45. Learning Points • Accept the fact that each person is a culture unto him-/herself • Recognize that some of your personal values/beliefs may need cultural adjustment • Be willing to change some of your attitudes/beliefs in order to grow ~ better serve our community in culture proficient ways • Appreciate the fact that different is not necessarily bad or wrong • Strive to rid yourself of filters that may skew your thinking against a person or a group of people ~ impact on practice • Read/learn about different cultures • Try to accept people for who they are ~ individuals,not labels • Be careful not to “overvalue” or “undervalue” culture

  46. Act justly…Love mercy…Walk humbly…

More Related