cultural differences should be celebrated essay

How ‘diversity’ has evolved – and why we need to celebrate diversity now more than ever

Posted By: Weinberg College of Arts & Sciences April 28, 2022

Diversity isn’t what it used be.

According to Alvin Tillery, Jr. , the founding director of Northwestern University’s Center for the Study of Diversity and Democracy (CSDD) , “diversity” has become increasingly complex, nuanced, broader, and more contested.

Over the last five decades, diversity, a term initially sprouting from the American Civil Rights movement and applied in the context of racial inequalities, has morphed and expanded to encompass accelerating immigration streams from Latin America, Asia, and Africa as well as various religious identities, gender, and sexuality.

For Tillery, an associate professor in Weinberg College’s Department of Political Science and an oft-cited voice on diversity, equity, and inclusion (DEI) issues, the term’s expansion represents a positive development that positions the United States to lead as one of the globe’s most inclusive democracies.

“Exploring different cultures and adopting a more cosmopolitan stance allows us to grow as people while interacting with people different than us,” Tillery says.

A movement to celebrate diversity In 2005, two prominent diversity companies, Minneapolis-based ProGroup, Inc. and Washington, DC-based Diversity Best Practices, created a proclamation to establish Celebrate Diversity Month as an official History and Heritage Month. While Congress had approved six such nationally designated History and Heritage Months at the time, ProGroup and Diversity Best Practices executives thought it valuable to have a defined period recognizing the nation’s diversity to heighten awareness and bridge differences. Celebrate Diversity Month is now an April fixture in workplaces, communities, and educational institutions across the U.S.

Tillery calls a month devoted to celebrating diversity in American life especially important in contemporary times as a segment of the U.S. population expresses not only its discomfort with an increasingly diverse society but even stands “committed to turning back the clock.”

“If we don’t make public displays of how we value each other and our differences, then it’s easy to fall back into telling narrow stories of who we are,” Tillery says.

And that, Tillery contends, threatens the very fabric of the nation’s democracy and hinders our collective advancement.

Earnestly embracing diversity Through CCSD initiatives, which include regular surveys as well as leadership training around DEI, Tilley has discovered just how important diversity is to a healthy and well-functioning democracy. He sees corporate America more interested in DEI given assessment data underscoring the benefits of diverse workplaces and many young people “on board” with the diversification of American society, which spurs his optimistic outlook despite a still-polarizing climate.

“People are really malleable and we can grow in our perspectives,” Tillery says. “How we talk about these issues, especially in an era of misinformation, and how we work to understand the impact diversity can have on all of us is critical to creating a more tolerant society and progressing as a nation.”

Cultural diversity in collaboration, curriculum, and research Several interdisciplinary units — centers, programs, and departments — at Northwestern’s Weinberg College teach, research, and build collaborations centered on culture and diversity. These units provide opportunities for faculty and students to investigate, understand, and share their learnings on a community, national, and global level.

For example, last year the Weinberg College Center for International and Area Studies (WCCIAS) launched the Global Lunchbox podcast that regularly includes faculty and other renowned experts that inspire dialogue on culture and diversity.

“WCCIAS reflects the idea that a world of diverse ideas and people should be reflected in the ideas and people of the College,” says Ian Hurd Director of the Weinberg College Center for International and Area Studies and Director of the International Studies Program.

“We aim to bring to campus perspectives from around the world and also to make it easier for students and faculty to reach out into the world. In both directions, we aspire to give the mic to new voices and provide a platform for new perspectives,” Hurd says.

New research on diversity is increasing as well. For instance, in the Department of Psychology, assistant professor Onnie Rogers researches the development of identities and intersectionality among children and adolescents in diverse cultural environments, as it relates to gender  and race.

In her recent research , she discovered that children are fully aware of how views on race and racism have evolved and that it impacts their own identity development.

“We were surprised to see the clear and systematic changes in the content of children’s racial identities in relation to Black Lives Matter-related themes. It just became so clear that children were paying attention to how the broader conversation about race and racism had changed, and they were drawing on these social narratives to makes sense of their own racial identities,” explains Rogers.

Additionally, many faculty have been recognized for their excellence and faculty service in diversity, equity, and inclusion. For example, Myrna García , assistant professor of instruction in Latina and Latino Studies, received the Daniel Linzer Award for Faculty Excellence in Diversity and Equity for her advocacy.

Learn about more Weinberg College units below that are inspiring engagement, conducting research, and creating enriching opportunities for students in cultural studies and diversity:

American Studies The American Studies Program draws on a broad range of faculty from the humanities and social sciences. Students examine components of U.S. culture, the diverse experiences of Americans, and others affected by Americans locally, nationally, and globally.

Program in African Studies Created in 1948, the program of African Studies at Northwestern University is the oldest recognized formal program of African Studies in the United States, and is committed to creating an academic practice that re-centers Africans, African American and other black communities in the scholarship and knowledge production of and from Africa.

Asian American Studies The Asian American Studies Program explores the experiences of Asian Americans and examines globalization, international relations, the complexity of culture, and prepares the student to learn more about themselves and their relationship to a new global world order.

Center for the Study of Diversity and Democracy (CSDD) The mission of the Center for the Study of Diversity and Democracy is to stimulate research, dialogue, and civic engagement about the relationship between diversity and democratic politics.

Council for Race and Ethnic Studies The Council for Race and Ethnic Studies prioritizes the study of the United States in the historical context of its position in the Americas, and the contemporary cultures of this country in light of advances in the study of “race,” ethnicity, religion, gender, and sexuality.

Department of African American Studies The Department of African American Studies explores commonalities/connections, and differences/debates, on how people organize communities, shape cultures, and navigate dominant racial power structures. Students engage in curriculum that follows the roots and routes of Black people and ideas about Black people across the world.

Department of Asian Languages and Cultures The Department of Asian Languages and Cultures offers an education in the languages, cultures, and literatures of Asia.  Students acquire linguistic and transcultural competence in one or more regions of Asia as a dynamic site of international cultural relations.

Department of French and Italian The Department of French and Italian explores worlds new and old, novel ideas, and journey through an exceptionally diverse social and cultural landscape rich in literature, media, visual and performing arts, fashion and design, gastronomy, social and political thought, and economic vitality.

Department of History The Department of History’s undergraduate major includes a concentration in global history in addition to concentrations in the U.S., Latin America, Europe, Asia, Africa, and the Middle East.

Department of Slavic Languages and Literatures The Department of Slavic Languages and Literatures offers a range of courses in Russian, Polish, and Czech languages, literatures and cultures.

Department of Spanish and Portuguese The Department of Spanish and Portuguese help students gain a thorough understanding of the languages, the literatures, and the cultures of the Spanish- and Portuguese-speaking worlds.

Gender and Sexuality Studies Program The Gender and Sexuality Studies Program investigates multiple standpoints within the humanities and social sciences, with particular attention to how gender and sexuality intersect with race, class, ethnicity, national belonging, and transnational movement(s).

Israel Innovation Project The Israel Innovation Project’s (IIP) mission is to advance Northwestern’s technological and scientific partnerships with Israeli institutions of higher learning through collaborative research, global educational initiatives, innovative business ventures, and public engagement.

Alice Kaplan Institute for the Humanities The Alice Kaplan Institute for the Humanities promotes expansive, interdisciplinary discussion and debate. Serving as a crossroads, clearing house and testing ground, the Institute cultivates ideas that transform into cutting-edge research and dynamic courses.

Latin American and Caribbean Studies (LACS) The Latin American and Caribbean Studies Program (LACS) supports a diverse community of faculty and graduate students whose research covers the culture, history, and politics of Latin America and the Caribbean. Students in the program can study language, politics, art, culture and religion.

Latina & Latino Studies Program Latina and Latino Studies focuses on the historic and contemporary circumstances that shape Latina and Latino lives, spaces, subjectivities, and politics in the United States. It encompasses diverse communities and nationalities while offering critical attention to how Latinas and Latinos relate and connect to cultural or geographical origins across the Americas.

Middle East and North African Languages Program (MENA) MENA is one of the most diverse regions with more than sixty languages being spoken throughout. The four most common languages are Arabic, Persian, Hebrew and Turkish, are taught in the program. Students in the MENA Languages Program acquire skills and an in-depth perspective on the cultures and people of the MENA region.

Middle East and North African Studies Program The MENA Program includes disciplines from anthropology, art history, classics, comparative literature, ethnomusicology, history, performance studies, political science, and religious studies — with attentiveness to the diverse populations that make up the MENA region and its diaspora.

Russian, Eurasian, and East European Studies (REEES) Research Program The Russian, Eurasian, and East European Studies (REEES) Research Program brings together faculty and students bound by a shared interest in the vast region between Prague and Vladivostok, and supports research, teaching, and outreach by organizing speaker series, workshops, and conferences.

The Center for Native American and Indigenous Research The Center for Native American and Indigenous Research is Northwestern University’s primary institutional space dedicated to advancing scholarship, teaching, learning, and artistic or cultural practices related to Native American and Indigenous communities, priorities, histories, and lifeways.

Weinberg College Center for International and Area Studies (WCCIAS) The WCCIAS provides a unified administrative center for interdisciplinary teaching, research, and programs on international and regional issues. It is composed of three undergraduate majors and minors programs and an ensemble of faculty-led research groups .

Share this post:

© 2021 Northwestern University | Judd A. and Marjorie Weinberg College of Arts and Sciences | 1918 Sheridan Road Evanston, IL 60208

May 8, 2023

Celebrating Our Differences: Inspiring Essays on Diversity and Inclusion

Ready to celebrate diversity and inclusion? Discover how to craft an exceptional essay on this important topic with our expert tips and real-world examples. Join us as we explore the power of diversity and its impact on individuals and communities alike.

Imagine yourself walking into a room full of people, each with their own stories to tell. What makes your story stand out? What makes your voice unique? This is the essence of a good diversity essay .

In your essay, you have the opportunity to show the admissions committee how your life experiences have shaped your perspective, identity, and aspirations. Through sharing personal stories, you can paint a picture of who you are and how you will contribute to the vibrant tapestry of the campus community.

Maybe it's growing up in a multicultural household that has taught you to value different perspectives and ways of life. Or, perhaps it's overcoming adversity and facing challenges that have made you a more empathetic and resilient person. Whatever your story may be, your diversity essay is a chance to showcase the richness and depth of your lived experiences.

As you craft your essay, think about how your unique background has informed your actions, beliefs, and goals. Share specific examples and anecdotes that bring your story to life, and make sure to emphasize how you will use your diverse perspective to contribute positively to the campus community. With a well-written diversity essay, you can show the admissions committee that you are more than just a set of grades and test scores - you are a unique and valuable addition to their community.

We have provided a guide as well as some essay examples to assist you in writing your essay about diversity. If you need inspiration for an essay, read them till last. But before we dig into the specifics, a basic understanding of diversity is necessary.

What is Diversity in actuality?

institutions. By recognizing and celebrating the unique experiences, viewpoints, and identities of students from diverse backgrounds, schools can create a more inclusive and welcoming environment that benefits everyone. Through diversity essays, students have the opportunity to showcase the strength of diversity and how it can contribute to the greater community. 

Scholarship options designed for historically underserved communities also demonstrate the importance of diversity in leveling the playing field and creating opportunities for all. Therefore, embracing diversity can lead to a stronger and more vibrant academic community.

What is Inclusion?

Inclusion is the practice of making a place where everyone, despite their differences, is treated with dignity and respect . It's the act of making sure nobody is held back from contributing to a group or community because of their identity or background.

Each person's race, ethnicity, gender identity, sexual orientation, financial background, ability, religion, and other characteristics are valued and celebrated through the practice of inclusion. It's not enough to just tolerate differences; we need to celebrate them and foster communities where everyone can feel safe and included.

To advance social justice and equity, inclusion is crucial. It allows people from all walks of life to meet one another, learn from one another, and work together towards a shared objective. Positive results for individuals and communities can result from their inclusion in more open, welcoming, and supportive settings.

Step-by-Step guide on how to write an essay on diversity and inclusion

Writing an essay on diversity and inclusion is an important task that requires careful planning and execution. In this step-by-step guide, we will provide you with a roadmap on how to write a compelling essay on this topic.

Here are seven suggestions to consider as you write your diversity statement.

Tell your story

Highlight any challenges you had to overcome while writing an essay. Tell the world about how you used to have to lug two 20-pound sacks of rice uphill to school every day. Recognize your privilege if you were born into affluence. Either way, you can utilize your experience to demonstrate your ability to empathize with kids who struggle to complete their education.

Focus on commonly accepted understandings of diversity and inclusiveness

Issues of race, gender, class, and sexual orientation should be given special attention. Don't try to soften your stance by mentioning, for example, how challenging it is to be a Kansan in Missouri. Write about racism, sexism, homophobia, transphobia, ableism, or another form of oppression that is well-known instead.

Avoid false parallels

When writing a diversity essay, it is important to avoid false parallels. False parallels are when two things appear to be similar, but in reality, they are different. To avoid false parallels, you must carefully examine the similarities and differences between the two things you are comparing. This will help you to make accurate and meaningful comparisons, which will ultimately strengthen your diversity essay.

Write about specific things you have done to help students from underrepresented backgrounds succeed

If you've never helped anybody before, now is the time to start. Become involved as a tutor at a low-performing school, help Habitat for Humanity construct homes, or adopt an antiracist pedagogical approach in your classroom. Not only will you gain valuable experience, but you can also use it to strengthen your diversity statement.

Highlight any programs for underrepresented students you’ve participated in

If you have participated in any programs for underrepresented students, be sure to highlight them in your essay on diversity. This could include programs focused on increasing access to education for students from disadvantaged backgrounds, mentorship or internship programs for underrepresented groups, or community service initiatives aimed at promoting diversity and inclusion.

By highlighting these programs, you can showcase your commitment to diversity and demonstrate how you have taken active steps to promote equity and inclusion in your community.

Write about your commitment to working toward achieving equity and enhancing diversity

Provide details on what you can bring to the table. You might express your desire to help existing programmes on campus or to start something brand new inspired by what you've seen elsewhere.

Modify your statement based on where you are sending it

When writing an essay on diversity, it's important to tailor your statement to the specific institution or audience you are addressing. Modifying your statement based on where you are sending it shows that you have taken the time to research the institution and understand its values and priorities. This can increase the likelihood of your statement resonating with the reader and ultimately being successful in achieving your goals.

3 Example essays on Diversity and Inclusion

The importance of diversity workforce, introduction.

Workforce diversity is a critical aspect of modern-day organizations. It involves hiring individuals from different backgrounds, cultures, ethnicities, genders, and ages. The concept of workforce diversity is gaining prominence as organizations are increasingly recognizing the benefits of having a diverse workforce. In this essay, we will explore the importance of workforce diversity, the challenges associated with it, and the benefits it offers.

Encourages Innovation and Creativity

Diversity brings together a wide range of perspectives and ideas that can help drive innovation and creativity. When people from diverse backgrounds come together, they can offer different viewpoints and ideas, leading to new solutions to problems.

Enhances Employee Engagement and Retention

Employees who feel included and valued are more engaged and motivated, leading to higher retention rates. When employees feel they belong and are appreciated, they are more likely to stay with the organization, reducing turnover costs.

Increases Global Competitiveness

Diversity in the workforce is crucial for organizations looking to expand globally. Organizations with a diverse workforce are better equipped to understand and navigate the cultural nuances of different countries and regions, making them more competitive in the global marketplace.

Promotes a Positive Image

Organizations that embrace diversity are viewed positively by the public, customers, and employees. A diverse workforce demonstrates that the organization values and respects individuals from all backgrounds, contributing to a positive brand image.

Resistance to Change

Implementing diversity initiatives can be met with resistance, particularly from those who believe that the traditional way of doing things is the best. It is essential to educate and raise awareness about the benefits of diversity to overcome this challenge.

Communication Barriers

When individuals from different backgrounds come together, there may be communication barriers due to language or cultural differences. It is essential to provide training and resources to overcome these barriers and foster effective communication.

Stereotyping and Bias

Stereotyping and bias can negatively impact diversity initiatives. It is essential to establish a culture of inclusivity and respect, where individuals feel valued and appreciated for their unique contributions.

Improved Decision-Making

A diverse workforce can provide a range of perspectives, leading to better decision-making. When individuals with different backgrounds come together, they can offer different viewpoints, leading to a more comprehensive and well-rounded decision-making process.

Increased Creativity and Innovation

Diversity can lead to new ideas and perspectives that can drive innovation and creativity. A diverse workforce can bring together different viewpoints and experiences, leading to new solutions to problems.

Enhanced Reputation

Improved Employee Engagement and Retention

When employees feel included and valued, they are more engaged and motivated, leading to higher retention rates. A diverse workforce can help create a sense of belonging, leading to improved employee engagement and retention.

Workforce diversity is crucial for modern-day organizations. It can lead to improved decision-making, increased creativity and innovation, and enhanced reputation. However, diversity initiatives can be met with resistance, communication barriers, stereotyping, and bias. It is essential to establish a culture of inclusivity and respect, where individuals feel valued and appreciated for their unique contributions. By embracing diversity, organizations can create a more productive, engaged, and innovative workforce.

2. The challenges of diversity in different institutions

Diversity is a term that describes the differences among people, whether they are cultural, ethnic, racial, linguistic, gender, or sexual orientation differences. While diversity is often celebrated, it can also pose challenges, especially in institutions such as schools, workplaces, and governments. This essay will explore the challenges of diversity in different institutions and how they can be addressed.

Challenges of Diversity in Schools

Schools are meant to be places where students can learn and grow, but diversity can sometimes be a challenge. Students who come from different backgrounds may face discrimination and exclusion from their peers, which can affect their ability to learn and thrive.

Teachers may also struggle to provide a curriculum that is inclusive of all students experiences and perspectives. Addressing these challenges requires a commitment to creating an inclusive environment where all students feel valued and respected.

Challenges of Diversity in the Workplace

Workplaces are becoming increasingly diverse, but this diversity can pose challenges. Employees from different cultural backgrounds may struggle to communicate effectively or may feel excluded from the workplace culture. Discrimination and bias can also be a problem, as can the assumption that everyone shares the same experiences and perspectives. To address these challenges, employers need to be proactive in creating a workplace culture that values diversity and promotes inclusivity. This can involve training and education for employees, as well as policies and procedures that support diversity and inclusion.

Challenges of Diversity in Government

Governments are responsible for serving diverse populations, but this can be a challenge. Members of different cultural and linguistic groups may have different needs and expectations from their government, and some groups may face discrimination or exclusion. 

To address these challenges, governments need to be proactive in engaging with diverse communities and ensuring that their policies and programs are inclusive. This can involve outreach and consultation with community groups, as well as the development of policies that reflect the needs and perspectives of diverse communities.

Ways to Address the Challenges of Diversity

Addressing the challenges of diversity requires a commitment to creating inclusive environments where all individuals feel valued and respected. This can involve several strategies, including education and training, policies and procedures, and community engagement.

Education and training can help individuals better understand the experiences and perspectives of those from different backgrounds. This can involve training programs for employees or professional development opportunities for teachers. It can also involve curriculum changes in schools that better reflect the experiences and perspectives of diverse students.

Policies and procedures can also play a role in promoting diversity and inclusion. This can involve policies that prohibit discrimination and harassment in the workplace or schools. It can also involve policies that promote diversity in hiring or that ensure that government programs and services are inclusive of all members of the community.

Community engagement is also an important strategy for promoting diversity and inclusion. This can involve outreach to community groups and the development of partnerships with organizations that serve diverse communities. It can also involve the creation of advisory committees or other mechanisms for engaging with diverse populations.

In conclusion, diversity is an important aspect of our society, but it can also pose challenges in different institutions. Schools, workplaces, and governments need to be proactive in creating inclusive environments where all individuals feel valued and respected. This requires a commitment to education and training, policies and procedures that promote diversity and inclusion, and community engagement. By addressing the challenges of diversity, we can create a more equitable and inclusive society for all.

3. Ideas on how to Reduce Discrimination in Society

Racial discrimination is a pervasive issue that has plagued society for centuries. It is a problem that continues to affect individuals and communities around the world. Discrimination is an act that denies individuals equal rights, opportunities, and treatment based on their race or ethnicity. The impacts of racism are far-reaching, and it affects individuals' economic, social, and emotional well-being. Therefore, there is a need for collective efforts to reduce racial discrimination and promote social justice. This essay discusses some of the best ways to reduce racial discrimination in society.

Education and Awareness

Education is a powerful tool that can help reduce racial discrimination. Education is essential in teaching individuals about diversity, equity, and inclusion. When people understand the impact of racism, they are more likely to become allies and advocates for change. Education can take many forms, such as books, documentaries, and workshops. 

Institutions can also incorporate cultural competency training into their curriculum to educate students and faculty members about the impact of discrimination. It is essential to recognize the different forms of discrimination, including implicit bias, microaggressions, and institutional racism, to address them appropriately.

Political Action

Political action is another way to reduce racial discrimination in society. Leaders at the local, state, and federal levels can enact policies that promote equality and diversity. Policies such as affirmative action and diversity initiatives can promote inclusion in the workforce and educational institutions. 

Politicians can also pass laws that make racial discrimination illegal and provide support to victims of discrimination. It is essential to recognize that racism is a systemic issue that requires political action to address.

Community Engagement

Community engagement is an important way to reduce racial discrimination. Building strong communities that are inclusive and diverse can help reduce racism. Communities can engage in activities that promote diversity, such as cultural festivals, food fairs, and art exhibits. 

These events can help build bridges between different communities and promote understanding. Community members can also engage in conversations about racism and work together to address it. This can create a sense of belonging and unity that can help reduce discrimination.

Diversity in Institutions

Institutions play a significant role in reducing racial discrimination. Institutions such as schools, businesses, and government agencies can promote diversity by recruiting and retaining individuals from diverse backgrounds. A diverse workforce or student body can help reduce discrimination by promoting inclusion and understanding. 

Institutions can also create policies that promote equality and diversity, such as flexible work arrangements, diversity training, and bias reporting systems. It is important to ensure that institutions are representative of the communities they serve to reduce discrimination.

In conclusion, reducing racial discrimination requires a collective effort from individuals, institutions, and political leaders. Education and awareness, political action, community engagement, and diversity in institutions are all effective ways to address discrimination. It is important to recognize that reducing discrimination is a long-term effort that requires commitment and perseverance. By working together, we can create a more inclusive and equitable society that values diversity and promotes social justice.

Final Words

In conclusion, embracing diversity and inclusion is crucial for creating a more equitable and harmonious society. Whether it's through recognizing and celebrating racial diversity and cultural diversity, fostering a sense of belonging for all individuals, or actively working to combat discrimination and prejudice, we must prioritize these values in all aspects of our lives. By championing diversity and inclusion, we can cultivate a richer, more vibrant world that values the unique perspectives and experiences of all people. By embracing diversity and inclusion, we can build a better future for ourselves and for generations to come.

If you are tired of struggling to write essays on diversity and inclusion and find yourself running short on time and needing assistance to meet your deadline then go for Jenni.ai! This powerful AI tool can help you write an essay in a matter of minutes. Jenni.ai eliminates the stress and pressure of essay writing, allowing you to produce high-quality content quickly and efficiently. With its innovative technology, you can enjoy originality and coherence in your writing without spending hours of writer’s block. Sign up for Jenni.ai today and take your writing to the next level!

Try Jenni for free today

Create your first piece of content with Jenni today and never look back

Cultural Awareness: Understanding and Acceptance Essay

Depending on the context in which it has been used, the term ‘culture’ can mean many different things. In this study, I shall focus on the meaning that is linked to the customs, beliefs and practices of a group of people.

Culture has been defined in different ways by different people. For instance, Brooks Peterson attempts to define culture as “Culture is the relatively stable set of inner values and beliefs generally held by groups of people in countries or regions and the noticeable impact those values and beliefs have on the peoples’ outward behaviors and environment” (Peterson, 2004).

However, to provide an adequate definition for the word ‘culture’, we must include a few things in the definition: language, arts and sciences, thought, religion or spirituality, social activity and interaction. Therefore to define culture, one must highlight the above aspects of an individual’s life. In my opinion, culture is the combination of language, arts, custom, beliefs/ religion or spirituality, thoughts, sciences, social activities and interactions of a group of people.

Multicultural Education

For us to correctly define what ‘multicultural education’ is, we must first determine what the terms ‘multicultural’ and ‘education’ mean. Multicultural refers to the presence of a number of distinct cultures. Education is the process of passing knowledge through a structured learning process.

According to Thomas L. Wells, Multicultural education refers to ‘…an education in which the individual child of whatever origin finds, not mere acceptance or tolerance, but respect and understanding. It is an education in which cultural diversity is seen and used…to enrich the lives of all…in which differences and similarities are used for positive ends. It is an education in which every child has the chance to benefit from the cultural heritage of others as well as his or her own’ (Shapson, 1984).

Multicultural education is, therefore, education which highlights diversities with respect to culture. These diversities are used to create awareness among children in a class setting. In multicultural education, a child learns to appreciate other cultures, as well as their own.

How multicultural education address cultural differences and cultural bias in an educational setting

Multicultural education addresses cultural differences and cultural bias by recognizing these differences and using them to educate students in class. For instance, by celebrating and taking note of holidays and great men and women in different cultures, students are able to learn about other cultures and appreciate their histories (Banks, 2010).

Multicultural education could also be used to eliminate cultural bias by incorporating certain cultural aspects and practices into the learning process. This diversifies the syllabus and enables students to view their cultures as well as other student’s cultures through different perspectives. This promotes understanding which breeds unity (Gargiulo, 2012).

Organizing a day for students to highlight the practices and customs of their culture is also essential in enabling the teacher to understand individual students better. During these ‘culture days’, there should be open class discussions which provide students with the opportunity to talk about their cultures openly. For instance, if in a certain culture maintaining eye contact is frowned upon; the teacher understands it when a student from that culture never maintains eye contact while answering questions in class (Banks, 2007).

To breed further unity in a class setting where different cultures are represented, it is important to ensure that interaction between the students promotes cultural awareness and understanding. For instance, when organizing group discussions, the instructors should ensure that all groups are well represented. The membership of each group should be diverse to promote equality through interaction.

This system of education ensures that learners and teachers alike avoid cultural bias. Teachers are expected to understand that cultural differences directly influence a student’s behavior. Students should not be expected to react and behave in the same ways.

My Preconceptions and how this research has changed them

Prior to this research, I was under the impression that cultural differences were mainly with respect to race and skin color. However, I have now learnt that the differences are diverse, ranging from customs, religion, spiritual beliefs, language etc.

My preconceptions about multicultural education revolved mainly on educating students about their cultural differences. I was also focused on ways in which they should embrace unity and equality and avoid cultural bias. However, form my research, I uncovered that multicultural education is involved in a wider scope of cultural education and awareness. Aside from highlighting cultural differences, multicultural education incorporates these differences into the class setting and provides students with the opportunity to share, explain and celebrate the different aspects of their cultures. My research also helped me discover that students can be useful tools in dissuading cultural bias, and promoting understanding in the class setting. This is duty is not reserved for teachers and educators.

The impact of this new understanding

With this new understanding, I am now able to make use of the various mechanisms available through multicultural education to avoid cultural diversity. I will use this knowledge to try and understand students from different cultures better.

To ensure that no culture bias is bred among my students, I will make sure that, in all group discussions, there is diversity in terms of the cultures represented in each group. This will help breed unity among the students, irrespective of individual backgrounds.

I will also encourage my students to celebrate their cultures as well as other cultures by organizing a day each month for this purpose. On these days, we shall hold open class discussions and students will be given the opportunity to talk freely about their cultures. This will provide an insight into other cultures as well as appreciating one’s own culture.

To further promote cultural understanding, I plan on initiating projects such as asking the students to write papers on a different culture from their own. This will help me understand the students’ perspective on other cultures and whether there are any issues that need to be addressed.

I also intend to celebrate special cultural days and heroes from different cultures. This will enable my students to realize the importance of other cultures, their beliefs as well as their practices. This will ensure that there is no room for cultural discrimination and bias in my classroom.

This study has also helped me realize the impact of cultural diversity on a student’s behavior. It is clear that no two students can be expected to behave the same, not even those who share the same cultural background. This enables me as an instructor to avoid putting pressure on my students to behave in a certain manner.

Banks, J. A. (2007). Educating citizens in a multicultural society (2. ed.). New York: Teachers College Press.

Banks, J. A., & Banks, C. A. (2010). Multicultural education: issues and perspectives (7th ed.). Hoboken, N.J.: Wiley.

Gargiulo, R. M. (2012). Special education in contemporary society: an introduction to exceptionality (4th ed.). Los Angeles: SAGE Publications.

Peterson, B. (2004). Cultural intelligence: a guide to working with people from other cultures . Yarmouth, Me.: Intercultural Press.

Shapson, S. (1984). Bilingual and multicultural education: Canadian perspectives . Clevedon, Avon: Multilingual Matters.

• Chicago (A-D)
• Chicago (N-B)

IvyPanda. (2022, July 18). Cultural Awareness: Understanding and Acceptance. https://ivypanda.com/essays/cultural-awareness-understanding-and-acceptance-essay/

"Cultural Awareness: Understanding and Acceptance." IvyPanda , 18 July 2022, ivypanda.com/essays/cultural-awareness-understanding-and-acceptance-essay/.

IvyPanda . (2022) 'Cultural Awareness: Understanding and Acceptance'. 18 July.

IvyPanda . 2022. "Cultural Awareness: Understanding and Acceptance." July 18, 2022. https://ivypanda.com/essays/cultural-awareness-understanding-and-acceptance-essay/.

1. IvyPanda . "Cultural Awareness: Understanding and Acceptance." July 18, 2022. https://ivypanda.com/essays/cultural-awareness-understanding-and-acceptance-essay/.

Bibliography

IvyPanda . "Cultural Awareness: Understanding and Acceptance." July 18, 2022. https://ivypanda.com/essays/cultural-awareness-understanding-and-acceptance-essay/.

• Breed Specific Legislation: Dog Attacks
• Dogs. Why Pugs Are the Best Breed?
• Why Should We Not Celebrate Halloween?
• Border Collie Dog Breed Information
• Impact of Technology on the Way People Celebrate Christmas
• America Does Not Celebrate Its Real Heroes
• The Great Pyrenees Dog Breed as a Pet
• Why Pugs Are the Best Breed?
• Multicultural Counseling Theory and Multicultural Counselors
• Scholarly Journal Review: Multicultural Education
• Schooling, Political Economy, and Ideology
• E-Collaboration, Its Culture and Learning
• Multiculturalism and Diversity in Higher Education Institutions
• Education Effect on Cultural Practices of Parents
• Education Impact on Society in Japan and Gulf States

Search the United Nations

• UN Observances

Protecting the diversity of cultural expressions is more important than ever

Held every year on 21 May, UNESCO leads the celebration of World Day for Cultural Diversity for Dialogue and Development highlighting not only the richness of the world’s cultures, but also the essential role of intercultural dialogue for achieving peace and sustainable development.

With 89% of all current conflicts in the world occurring in countries with low intercultural dialogue, to forge effective cooperation and sustain peace, strengthening intercultural dialogue must be a priority.

According to UNESCO data, the cultural and creative sector is one of the most powerful engines of development worldwide. It accounts for more than 48 million jobs globally –almost half of which are held by women – representing 6.2% of all existing employment and 3.1% of global GDP. It is also the sector that employs and provides opportunities for the largest number of young people under the age of 30.

However, the cultural and creative sector still does not have the place it deserves in public policies and international cooperation.

Declaration for culture

In a bid to change this, in September 2022, delegations from 150 States gathered in Mexico for MONDIACULT 2022 , the largest world conference devoted to culture in the last 40 years.

They unanimously adopted the historic Declaration for Culture affirming culture as a “global public good” and calling for it to be integrated “as a specific goal in its own right” in the development agenda beyond 2030.

The text defines a set of cultural rights that need to be taken into account in public policies. These range from the social and economic rights of artists to artistic freedom, the right of indigenous communities to safeguard their ancestral knowledge, and the protection and promotion of cultural and natural heritage.

It also calls for substantial regulation of the digital sector, notably of the major platforms, for the benefit of online cultural diversity, artists’ intellectual property rights and fair access to content for all.

Culture and Sustainable Development

With the adoption in September 2015 of the 2030 Agenda for Sustainable Development by the United Nations, and the resolution on Culture and Sustainable Development adopted by the UN General Assembly in December 2015 , the message of the World Day for Cultural Diversity for Dialogue and Development is more important than ever. The 17 Sustainable Development Goals (SDGs) can best be achieved by drawing upon the creative potential of the world’s diverse cultures and engaging in continuous dialogue to ensure that all members of society benefit from sustainable development.

The UNESCO Culture|2030 Indicators is a framework of thematic indicators whose purpose is to measure and monitor the progress of culture’s enabling contribution to the implementation of the SDGs.

Why does cultural diversity matter?

Three-quarters of the world’s major conflicts have a cultural dimension. Bridging the gap between cultures is urgent and necessary for peace, stability and development.

Cultural diversity is a driving force of development, not only with respect to economic growth, but also as a means of leading a more fulfilling intellectual, emotional, moral and spiritual life. This is captured in the culture conventions , which provide a solid basis for the promotion of cultural diversity. Cultural diversity is thus an asset that is indispensable for poverty reduction and the achievement of sustainable development.

At the same time, acceptance and recognition of cultural diversity – in particular through innovative use of media and Information and Communications Technologies (ICTs) – are conducive to dialogue among civilizations and cultures, respect and mutual understanding.

Origin and purpose

In 2001, UNESCO adopted the Universal Declaration on Cultural Diversity . Next, in December 2002, the UN General Assembly, in its resolution 57/249 , declared May 21 to be the World Day for Cultural Diversity for Dialogue and Development, and in 2015, the Second Committee of the UN General Assembly unanimously adopted the resolution on Culture and Sustainable Development A/C.2/70/L.59 , affirming culture’s contribution to the three dimensions of sustainable development, acknowledging further the natural and cultural diversity of the world, and recognizing that cultures and civilizations can contribute to, and are crucial enablers of, sustainable development.

The day provides us with an opportunity to deepen our understanding of the values of cultural diversity and to advance the four goals of the UNESCO Convention on the Protection and Promotion of the Diversity of Cultural Expressions adopted on 20 October 2005:

• Support sustainable systems of governance for culture
• Achieve a balanced flow of cultural goods and services and increase mobility of artists and cultural professionals
• Integrate culture in sustainable development frameworks
• Promote human rights and fundamental freedoms

The ninth session of the Conference of Parties to the Convention on the Protection and Promotion of the Diversity of Cultural Expressions will be held at UNESCO Headquarters in Paris from 6 to 8 June 2023 to examine the state of the implementation of the Convention worldwide and the major challenges facing the cultural and creative sectors in the post COVID-19 pandemic context.

The International Fund for Cultural Diversity: Our impact so far!

Since 2010, the International Fund for Cultural Diversity (IFCD) has funded more than 140 cultural and creative projects in over 69 developing countries. Watch the video to hear directly from project leaders across the globe involved in the protection and promotion of cultural diversity.

Re|shaping policies for creativity Addressing culture as a global public good

Development assistance devoted to culture and recreation is on the decline and although the flow of cultural goods and services globally continues to rise, there has been very little progress in addressing the vast disparity between developed and developing countries. Very strong inequalities also persist in the cultural and creative sectors, like those faced by many women.

Implementation of the UNESCO Culture|2030 Indicators 2021-2022

How can culture protect the environment, reduce inequalities, and promote decent work? Have a look at some outcomes of the first phase of implementation of the UNESCO Culture|2030 Indicators in countries and cities from all regions of the world.

Related International Days

• International Mother Language Day (21 February)
• International Day for the Elimination of Racial Discrimination (21 March)
• International Day of Nowruz (21 March)
• International Jazz Day (30 April)
• Day of Vesak (first full moon in May)
• International Day of Friendship (30 July)
• World Day for Audiovisual Heritage (27 October)
• International Day for Tolerance (16 November)

Why do we mark International Days?

International days and weeks are occasions to educate the public on issues of concern, to mobilize political will and resources to address global problems, and to celebrate and reinforce achievements of humanity. The existence of international days predates the establishment of the United Nations, but the UN has embraced them as a powerful advocacy tool. We also mark other UN observances .

• Google News

Cultural Diversity & Cultural Competence Meaning: How & Why Diverse Cultural Competency is important?

If you need a quick answer, in simple words, cultural diversity means that there are many different types of cultures in the world, and they all have their own special customs, traditions, and ways of life. It is one type of diversity .

For example, some cultures might have special foods that they eat during holidays, while others might have unique dances or music that they enjoy. Some cultures might speak different languages , wear different types of clothing, or have different beliefs and values.

Having cultural diversity is important because it helps us learn about and appreciate different ways of life. By learning about other cultures, we can gain new perspectives and ideas that we might not have thought of before. It can also help us be more respectful and understanding towards others, even if they are different from us.

Cultures build a better world

What is Cultural Diversity, and why is it important? The world is a colorful canvas of people from all walks of life and backgrounds. In every corner of the globe, there exist people from different religions, racial identifications, ethnic identities who speak different languages, and celebrate different holidays.

Culture shapes us. It shapes our identity, it influences how we behave, and it makes us who we are.

Culture brings people together equally in celebration and in grief . Without culture and cultural diversity, the world would be a sad and dull place.

Cultural Diversity Definition

Why is Cultural Diversity important?

Cultural diversity and society, examples of cultural diversity, cultural diversity and inclusion in the workplace, cultural diversity training, cultural diversity in healthcare, cultural diversity in education and school              , cultural diversity quotes example, 5 benefits of cultural diversity, what is cultural competence, cultural competence continuum, cultural competency in practice, the purnell model focusing on cultural competence, cultural competence in different fields, cultural competence in nursing, difference between cultural competence and cultural humility, cultural competence references and resources, best cultural diversity video, cultural terms and definitions.

In recent years, racial and cultural issues have been the highlight of many news channels and online discussion platforms. Even though many believe the media may be blowing things out of proportion for rating, these discriminations are still a harsh reality for many people.

Cultural diversity , or sometimes referred to as multiculturalism, is a quality of diverse and many different cultures. Cultural Diversity a system that recognizes and respects the existence and presence of diverse groups of people within a society.

The system values their socio-cultural differences and encourages each individual to celebrate it.

An environment with diverse cultures also inspires everyone within the society to make significant contribution to empower their cultural identity as well as others’.

The phrase cultural diversity doesn’t only relate to or refer to matters of race or ethnicities. A Cultural diverse workplace also means a system where people are recognized and respected for their different interests, talents, and skills .

Recognizing that the world is made up of many different people from different backgrounds and cultures is the first step towards a more understanding and harmonious society . Differences are not what divides us, but rather it should be celebrated as something that unites us as humans.

It’s not uncommon for people to fear what they don’t understand. Through a rich diversity of cultures, discrimination and barriers can be stamped out because it teaches the society that different doesn’t mean bad.

Culture is the lens in which we evaluate our environment, so it can be tough to see a culture that’s either different or contradictory to ours . Due to this, we may develop preconceived notions about certain cultures that may cause us to discriminate.

Through an inclusive and diverse len, we can explore and understand how other cultures operate and function. Opening our eyes to the existence of diverse and different cultures allows us to see the world from other’s points of view. We can see more, appreciate more, and understand more.

Understanding is a crucial step before accepting and appreciating, it is the same for understanding different cultures around the world. Even if when we’re unable to understand why certain cultures do the things they do, we’re able to acknowledge it as their custom and not discriminate.

However, total acceptance needs tact and awareness. Some cultures and cultural practices may violate human rights in the general society’s view. We must work towards educating the public without discriminating or insulting the community that culture or cultural practices belong to.

Culture is a set of patterns of human activity within a society or community. It’s symbolic and significant to the members of the community that identifies with that culture. There are many cultural elements within one culture.

Cultural inclusion exists in every aspect of human practice. The are many aspects of cultural groups where they have various characteristics ranging from religion, language, race, and ethnicities, gender, and geographical locations to name a few.

Various cultural elements exist within these aspects. These elements can be similar to each other because some of them may share cultural roots.

An organization that promotes a multicultural workplace extends beyond just the nationality of its employees. Encouraging cultural diversity in a workplace means including various factors such as language, religion, sexual orientation , and political views .

Even though everyone in an organization may be able to speak the primary language, it’s significant to have people from various backgrounds and cultures. It’s healthy to encourage an environment of representation and inclusion at the workplace to promote teamwork.

Employees are known to work better together when people from various backgrounds and cultures can see eye to eye. A culturally diverse organization will be able to pool people with different experiences and points of view together towards common goals.

Cultural Diversity training is crucial to create a multi-cultural environment. You can read more about it from our diversity and inclusion training guide .

Another type of cultural diversity training is cultural competency training to improve cultural knowledge , and cultural proficiency . The best-case scenario is to accomplish social cohesion for a better world.

Having cultural diversity in healthcare is crucial in being able to provide the best care for patients. A healthcare institution that promotes cultural diversity can improve access of care for racial minorities . It offers a better choice for the patients and their satisfaction.

It can also facilitate the communication between patients and clinicians because the patients can converse in a language they’re most comfortable with.

Miscommunication in healthcare can have a devastating impact. Cultural diversity can ensure better and more efficient communication within the healthcare ecosystem.

Cultural diversity in education means more educational opportunities for racial and ethnic minorities . Teachers who are aware of cultural diversity in education will be able to teach students of racial or ethnic minorities better.

Teachers and educators can understand how these students may have different ways of communicating and interacting with others. More importantly, cultural diversity in education or school also allows the students to understand and respect people of other cultures.

When diversity is taught early in their lives, students are less likely to be discriminating or bigoted. They’re able to communicate and interact with people of any background or culture.

This is a good foundation for them because they will carry this respect and understanding throughout their lives.

Here are a few of my favourite Cultural Diversity Quotes:

We have become not a melting pot but a beautiful mosaic. Different people, different beliefs, different yearnings, different hopes, different dreams.”   Jimmy Carter

Another cultural diversity quote that I like,

It is never too late to give up your prejudices.”  Henry David Thoreau

Another great saying and quote from our Chief Diversity Officer Brian Ka Chan is,

Embracing cultural diversity is like a new great way to experience our beautiful world new again, again, and again from new perspectives. Your life will become richer and richer every time you see it from a different len. Brian Ka Chan, Chief Diversity Officer at Diversity Social

In the world, there are thousands of different cultures that encompass how different people from all around the planet live and view life. It is important to be culturally competent, but what does that mean? How can it help us to improve  cultural diversity  in the workplace and improve  social cohesion ?

• New Diversity of Thought and Opportunities:  Diversity opens the door to new opportunities and the blending of ideas. And it is
• New Problem-Solving angles: Challenges are layered, so having people with different backgrounds can lead to better problem-solving with the richness of opinions.
• Compassionate teams:  Communication and understanding of differences lead to increased compassion instead of judgment.
• Spark Innovation :  Varied perspectives and lens of looking at the world lend to innovative thinking.
• Productivity:  People who come together and bring their own style of working together tend to support a more productive team and DEI maturity

Before knowing what cultural competence really is all about, it is best if you fully know and grasp the concept of culture. To briefly describe the word  culture , it is the distinct set of values, principles, norms, beliefs, and traditions that influence how individuals from a specific region or place think, perceive, behave, interpret, and decide on their judgments regarding their world.

In a nutshell, cultural competence is one’s ability to fully understand, converse with, and efficiently interact with different people with all sorts of cultural backgrounds. Cultural competence is more than just being respectful of other cultures, nor does it mean that a person is just aware of the customs and traditions of specific cultures.

Cultural competence has four aspects that correlate with each other, namely: awareness of one’s own view of the cultural world, attitude on differences between cultures, cultural knowledge acquired on various cultural beliefs, views, and practices, and lastly, the skills between different cultures and their interrelationships.

Being culturally competent requires not only becoming culturally aware and knowledged. It also requires the ability to identify, challenge specifically, and accept a person’s cultural beliefs, assumptions, and principles, as well as to commit in communicating at the expense of their cultural interface.

The cultural competence continuum is composed of 6 stages that an individual undergoes to reach cultural proficiency. This model helps an individual to understand further the phases that are normally milestones for someone to be culturally competent. 

Cultural Destructiveness

This phase defined by the policies, attitudes, practices, and structures that are parts of a system, an organization, or an indigenous group of people, otherwise known as tribe or community, that are particularly destructive and harmful to a certain cultural group. This is actually the most negative portion of the cultural competence continuum.

For example, forced assimilation is a type of involuntary procedure of cultural assimilation of ethnic or religious minority groups. During this process, the people are forced to learn, understand, and adopt specific languages, norms, beliefs, values, traditions, identity, customs, perceptions, and most of the time, religion and ideology of an already existing community.

Forced assimilation takes place whenever a state places extreme measures for the emphasis of a homogenous identity as a whole nation. This will result in the harsh measures of exterminating an already existing minority group with their own set of values, norms, practices. Basically, they have a different culture from the whole nation.

But because of the strict implementation of the government, they are forced to abandon their beliefs, customs, values, principles, practices, way of thinking, and norms. The worst ending for these minority groups is physical elimination – they are expelled, and sometimes genocide takes place to get rid of the whole minority.

Cultural Incapacity

This phase is where the system or the people in a regional culture are very biased. They do not have the capacity to effectively respond to the needs, preferences, interests, and traditions of a large group with different cultural beliefs.

In this category, there is a stereotype – they believe in the superiority of a culture with a larger scope, which leads to the disempowerment of other smaller ethnic groups with their very own set of cultural attributes.

For example, racism is still rampant in the 21 st  Century. It is a particular belief or ideology that instils the thought of a specific racial group being superior to another race. Racism is when a specific group of people with similar race are marginalized and oppressed based on their racial culture.

In the 21 st  century, this is exemplified by stereotyping a specific race, an unfair process of hiring based on a person’s ethical race, and other discriminatory acts that stop a person from having equal opportunities as a person who belongs to a dominant race.

Cultural Blindness

Cultural blindness is the phase where the system, the organization, or the government treats all cultures as if they are one. They start treating and viewing people equally, when, in fact, these people have different sets of beliefs and traditions that might contradict each other.

Usually, the dominant culture has an advantage because their culture is considered as the basis for how all cultures will be treated. The “lesser” ethnical groups are forced to follow the culture of the dominant group.

Cultural blindness is a system that is often classified by the ignorance as well as the unrealistic fear and worry of people who do not belong to the dominant group. This is because the only needs that are met by the system are the needs of the dominant culture.

For example, when it comes to religion, if you serve different people from different religions with pork, a lot would not be able to eat it. But because Christianity is used as the basis by the system, the needs of people from other religions such as Islam and Judaism are not met.

Cultural Pre-Competence

This phase is where the system, the organization, or the government starts to realize what their strengths are. This phase also allows them to see the areas where they need to improve on so that they can effectively respond and accommodate the needs of a diverse group of people coming from different cultural backgrounds.

During this, the government becomes more committed to providing the needs and support that all minority groups ought to seek. However, there is still a lack of information about maximizing the capacities that the government has to provide the best experience for all cultures within the nation.

The downside of this stage is that it has the capacity to lead to  tokenism . Tokenism is when a group only makes a symbolic or perfunctory effort to say that they have already done their part. For example, tokenism is when a company only hires some people of color to look as if they are diverse in their hiring process.

Cultural Competence

During this phase is where the whole system accepts and respects the different cultures within their group. With this, they continue to assess themselves and further improve their services for all the people within their sector who are from various cultural ethnicities.

They start to provide a more satisfactory programs and events that can cater to different cultures, and this is because they finally understand these groups on a deeper and more effective level.

Cultural Proficiency

Finally, cultural proficiency has been reached. During this phase, the different cultures within a group or a nation are held with high esteem, and they are effectively taken good care of by the system, the organization, or the government.

There are a lot of places where cultural competence takes place. Here are some examples where this is practised.

For example, the workplace is an environment filled with people from different cultural backgrounds. So a company needs to have leaders and employees who can respect each others’ traditions, beliefs, values, and norms.

A detailed  example of cultural competence  within the workplace is when colleagues understand how each others’ tradition is important for one another. Like when a particular workmate is very punctual, the people within the workplace will provide them with a nice attendance during meetings.

In school, there are a lot of kids who have different upbringing. Because of their different cultures, the school cafeteria often provides more than just one type of meat or fish for their lunch.

The  Purnell Model assumes that different individuals from various families are part of several cultural tribes or groups, commonly referred to as  subcultures . It states that every single individual has their own right to be understood and respected for his or her distinct and unique difference and cultural heritage.

Usually, caregivers such as nurses and doctors can assess, curate a plan, and intervene using a culturally competent way of technique can improve and enhance the care given to clients and patients within their scope of care.

In this model, people are more inclined to understand any culture – study and examine it using a conceptual framework that will aid in a better understanding of these cultures. Purnell Model contains 12 aspects, otherwise known as  domains  of all cultures that most health care providers must take into consideration.

But before diving into the 12 domains, it is important to understand the following:

All cultures share some special similarities.

There are also differences within, among, and between these cultures.

Cultures have the capacity of changing as time passes by, but this occurs slowly.

Culture has the power to influence an individual’s interpretations, judgments, and response to healthcare.

Here are Purnell’s 12 Domains that encompass how cultural competence affects a caregiver’s professional performance.

Overview and Heritage

These are the cultural traits that are passed down from one generation to another. These are inherited beliefs, customs, norms, principles, traditions, and attributes that encompass a specific group. It consists of a group’s culture that gives them their own sense of identity and individuality.

Communication

This concept is related to a group’s dominant dialect and languages. These help a group become more understanding of each other. Other than languages, gestures are also a huge part of a group’s culture. For example, Filipinos often use their mouth when they point to something.

Family Roles and Organization

Culture has its own family dynamic with the appropriate distribution of power. Most cultures consider men to be the head of the household while women are considered to be the ones who are responsible for maintaining a lovely and livable home.

Workforce Issues

This domain is related to the assimilation, acculturation, autonomy, gender roles, way of communication, ethnic style of communication, as well as health care practices from where the group originates from.

Bicultural Ecology

This part contains the variations between people with different racial and ethnic origins in the likes of skin coloration as well as physical differences in the way that their bodies are built.

High-Risk Behaviors

High-risk behaviors are the use of tobacco, the intake of alcohol, and the use of recreational drugs. Others include an individual’s lack of physical exercise and a relatively high-risk practice of sexual activities.

Inclusions  are adequate food intake, appropriate and healthy food choices, rituals before, during, and after a meal, as well as how food and its substances are used whenever medical interventions are done.

Pregnancy, Childbearing, and Birth-Giving

This portion contains the practices of each culture to induce fertility, their specific birth control methods, views and judgment on pregnancy, as well as other practices related to having a child.

Death Rituals

These rituals are done when a member of the group passes away.

Spirituality

Religious practices, behaviors, and prayers that take part and give meaning to the group’s life and the people’s sources of strength and will to live are all parts of this domain.

Healthcare Practices

This is the group’s focus on healthcare practices. This is classified into two: prevention and cure. The barriers in healthcare, together with the person’s response to noxious stimuli,  pain , are both encompassed within this domain.

Healthcare Practitioner

This concept pertains to the usage, status, and the point of view of the traditional and allopathic medical healthcare practitioners within the area. In some cultures, the gender of the medical physician might also have a significant effect on the manner of healthcare that is provided.

Cultural Competence Training

This is a specific set of instructions given to healthcare providers who need to achieve a level of cultural competence. On top of that, the ability to have a deeper understanding, appreciation, and interpretation of other cultures in the most accurate manner possible are also key points of the training.

Because of a world that is continuously becoming more globalized as time passes by, medical healthcare professionals need to have a decent competence when it comes to various cultural backgrounds. This will help them identify and curate the most accurate treatment plan for their patients, especially those with a more demanding and detailed set of beliefs.

For example, a certain culture from Jehovah’s Witnesses denotes that they cannot accept any form of blood transfusion because it is against the will of God to receive blood from other people and even their own blood.

This has to be known by the doctors and nurses assigned to that specific patient’s case because if they miss this, the patient can be expelled and ostracized from their religion.

Fortunately, most state legislation requires medical practitioners to undergo cultural and linguistic competence training before being given a chance to perform their duties.

Various fields need to be culturally competent because nowadays, there are a lot of different places and professional institutions that contain more than just one cultural background. With the rapid takeover of globalization in the economy, we are now, more than ever, required to be culturally competent in our fields.

Cultural Competence In Education

Cultural competence is best taught during a child’s growing years. The best venue for this is through school, where children learn different things that will be beneficial for their future. This has to start with how their professors treat everybody in the class as well as their workmates because children only mimic what they see adults do.

They can also incorporate the following guide:

R –  Recognize your very own ideas, biases, stereotypes, and appreciation of different cultures that are not your own

A  – Acknowledge or admit the fact that there are solid differences in how people are treated based on their appearance and their cultural background

C  – Commitment is a huge part of the necessary change that we seek. It is important to commit to spreading the news that cultural competence is in and discrimination is out.

E  – Educate yourself and the people around you regarding the cultural differences and similarities between yours and other people’s so that you can have a deeper understanding.

Because a lot of classrooms host a diverse variety of students, children will have an easier time accepting each other, especially when they are taught at a very young age.

Cultural Competence In Social Work

Cultural competence is greatly required when it comes to social work. It requires social workers to personally examine and study their very own cultural backgrounds, individualities, and identities. This is done because it increases the awareness of personal values, stereotypes, assumptions, and biases.

By being culturally competent, it allows them to have and develop a deeper and more meaningful relationship with their clients. This is important in their field because they deal with a lot of people from different cultural backgrounds. It will greatly help and make their jobs easier if they are competent in terms of the culture and upbringing of their client.

Cultural Competence In Healthcare

In healthcare, cultural competence mainly refers to a medical professional’s ability to provide the appropriate care to patients with different cultures that require a special mode of treatment. These values, behaviors, principles, beliefs, and traditions have huge impacts on how the course of treatment will push through and take place.

Someone who is culturally competent in the healthcare industry means that he or she is capable of interacting and associating themselves with behaviors, policies, and attitudes in cross-cultural situations.

Some of the things that a healthcare system may improve upon are the following:

• Collect data regarding race, ethnicity, and language preference (REAL)
• Identify, report, and study the disparities within the system.
• Provide and explore culturally, linguistically, and medically competent care for patients.
• Develop and innovate some culturally competent programs for the management of diseases.
• Increase and generate better diversity and minority within the workforce of the healthcare system
• Make your community more involved by encouraging them.
• Prioritize cultural competency within the institution.

By being a culturally competent nurse helps in aiding an improvement, development, and growth of the institution as well as the connection that you have with your patient. Because nursing is a profession that often requires a person to be versatile, it is a requirement to become competent culturally.

Culturally competent care provision in nursing centers around the following aspects:

• A better understanding and knowledge about the relationship between patients and nurses
• Gaining knowledge and fascination of different cultural traditions, practices, and world views
• To develop great communication skills that will enable the promotion and achievement of a solid interaction among different sets of cultures.
• Encouraging a positive attitude that is often displayed and centered on differences and different cultures

In nursing, it is important that a nurse is culturally aware, knowledgeable, skilled, encountered, and desired. These five building blocks will yield a culturally competent nurse in a short period of time.

Lastly, cultural competency is extremely essential in the nursing profession because it helps nurses in providing a better quality of service for their patients. This will ultimately lead to a high satisfaction rate, as well as better care for the patient.

Basically,  cultural humility is a person’s capability of having a civil and interpersonal stance with the culture of other people . On the other hand, cultural competence aids in the effective interaction of a person with people who have different cultures.

Cultural Humility vs Cultural Comptency

Cultural Humility  is the lifelong process of reflection within the self as well as self-critiquing. During these, the individual starts to learn about the cultural heritage and traditions of other groups as well as starting an examination about his or her personal set of beliefs and identities as a culture.

Cultural Competency  can be referred to as a tool that can level the extremely imbalanced dynamic between a patient and a healthcare provider. It encompasses all the things that are needed to effectively communicate and provide the needs of the patient without compromising their cultural beliefs and traditions.

• De Guzman, M. R., et al. 2016. Cultural Competence: An Important Skill Set for the 21 st  Century.
• 2017. What Does It Mean To Be Culturally Competent? www.makeitourbusiness.ca
• Purnell, L. 2002. The Purnell Model For Cultural Competence. Journal of Transcultural Nursing. 13(3), 193-197.
• Murphy, K. 2011. The Importance of Cultural Competence. www.journals.lww.com
• The Chicago School. 2020. The Importance of Cultural Competence In Nursing. www.thechicagoschool.edu
• Farmer, G. 2020. How Schools and Teachers Can Get Better at Cultural Competence. www.educationnext.org
• Surfin, Julia. 2019. 3 Things to Know: Cultural Humility

It’s almost impossible now to live in a place where it’s strictly monoculture. Travels and urbanization have widened our horizons in better understanding the world around us.

It may be difficult for some of us to challenge our preconceived notions or our upbringing, but embracing cultural diversity can help us to become better people.

Change starts with us so, we need to foster cultural diversity at every chance we have. Giving others a chance to be understood will allow others to understand us as well.

At the same time, we must educate ourselves about the pros and cons of cultural diversity so that the change we want to make won’t be one-sided or in violation of anyone’s rights.

A culture is a way of life, and it dictates how we live, interact, and deal with ourselves and others more than our choices. It encompasses almost all the aspects of our life and determines our existence to a large extent. To say that one cannot escape culture is not only a cliché; it is a truism that no one dares challenge.

All institutions, from the smallest such as the family, to larger ones like educational, political, and religious institutions, and societies and other social systems, do rely on culture both for their legitimacy and a mode of operation. Culture almost certainly underpins any other human activity and is very much implicated in the success and conflicts in most societies.

Language is an integral part of any culture, and as such, very important in propagating, disseminating, and making others assimilate it. There are terms relating to culture, then, that you must know to increase your knowledge of how culture operates in society and how it permeates the body politic, influencing our lives in more ways than one.

Those cultural terms will increase our knowledge and understanding of our society. By them, we know why there are fissures in some communities, why there are conflicts in some parts of the world, and why some are progressive compared to others.  By them, we know why some ended up marginalized , and some are privileged

What is Cultural Diversity in simple words?

Cultural Diversity is a system that recognizes and respects the existence and presence of diverse groups of people within a society. More reading on What Is Cultural Diversity?

What is a good Diversity quote?

Embracing cultural diversity is like a new great repeated way to experience our beautiful world new again, again, and again from new perspectives. Your life will become richer and richer every time you see it from a different len. Diversity Social

What is Cultural Identity?

Cultural identity is the most simple, essential cultural term anyone will encounter. Put it simply. Cultural identity refers to the idea of belonging to a particular tradition, heritage, ethnicity or nationality , and history.

Those mentioned above are usually formed through historical and societal conditions as they exist through time. As societies and communities move in time, they form collective norms, create traits, ideas, concepts that members of that particular community share or eventually assume.

One who exhibits a particular cultural identity identifies with either one or more of those mentioned. More than that, people also share the basic assumptions, characters, cultural traits, and norms of that particular cultural community. In some instances, individuals tied their fate and destiny of a particular culture or cultural identity.

The sense of belonging is the determining mark of cultural identity, and it does not only mean having attributes described above but also having an identity distinct from others. Those who have a specific cultural identity will necessarily exclude those other traits, attributes, norms, beliefs, and assumptions that do not belong to the culture.

It does not mean that cultural identity is fixed or unchangeable. Cultures, in most cases, do change over time, and with it, the boundaries of identity too. The shifting boundaries, that is, changes in norms, traits, or assumptions, will then lead to the redefinition of cultural identity,

What is Cultural Assimilation?

The formation of our cultural identity usually starts the moment we are born and thrown into the world. We are taught specific values by our family and educational and religious institutions, them being bearers and exhibitors of a particular cultural identity. For most people, their cultural identity will remain with them throughout their lives, changing as those cultures may be.

But others move in and out of a particular culture and cultural community. And as one moves farther away or outside a particular culture, one may be exposed to other cultures and influences. For others who indeed move out of their cultural confines, either through education or migration, the possibility of having a different cultural identity is ever-present.

Cultural assimilation is when an individual or minority group assumes or adopts the culture of the dominant one or that of the majority. They adopt the norms, values, traits, assumptions of the dominant culture. They behave and act like those people with that particular cultural identity and came to identify with that group and their cherished beliefs.

Cultural assimilation usually occurs when a minority group or its members have to live in a society far different from their cultural milieu due to migration or prevailing societal conditions that allow a particular culture to be dominant. Dominant cultures do have institutions geared towards producing individuals in their likeness.

And as members of minority entered live in those communities and enter those institutions, they are oriented towards having a particular language, norms, and habits. Depending on the degree and intensity, one may quickly assimilate or not. Gradual changes are possible, but some assimilate quickly, especially if there are some privileges and perks.

Some societies show a marked tendency to force the assimilation of the minorities, especially those of migrants, in search of a better living in other countries. They are forced, either explicitly or subtly, to learn language, habits, and customs and act like the majority. Some minorities do resist this tendency and fight for their rights.

In most cases, though, cultural assimilation can run smoothly. It is a bargain most people searching for better lives are willing to accept. And most societies are also not willing to go overboard in assimilating the minorities, allowing most of them to do it of their own volition and according to their own pace.

What is Cultural Diffusion?

Cultures interact with one another, and when they do, they leave their mark, sometimes altering and changing both of them permanently. Others experience merging with other cultures, erasing many differences, and becoming more similar. This interaction and merging of cultures are called cultural diffusion.

In cultural diffusion, a culture spreads towards other cultures, in aspects as diverse as food, language, lifestyle, traits, habits, customs, and technology. The spreading of the influences towards others may be due to factors other than culture. In the past, conquest is usually the most significant factor towards cultural diffusion.

But now that conquest is passe’, cultural diffusion could be due to the inherent effects of globalization, which allows most of us to be aware of other cultures. Entertainment and sports help cross the cultural divide, for instance. Movies, music, and pop culture are significant influences on almost any other culture in existence.

 Cultural diffusion could also be due to economic factors which may influence other societies to adopt certain lifestyles and habits that would make them progressive and affluent. Corporate cultures from developed countries are being imported , for instance, by those developing and industrializing ones. Adoption of technology precludes the use of previous ones.

But even those factors are influenced by cultural ones, or we may say, those factors, ultimately, are cultural factors too, with economic, entertainment, sports, and others being under the broad umbrella of rubric of a concept that is culture.

What is Cultural Isolation?

Despite modernity and globalization, certain cultures remain untouched by others, though they are very few indeed. It is because they are either located in far-flung or remote areas, too far to be reached by the influences of modern life. Others also made a conscious effort not to succumb to the influences of others, however intruding those cultures may be.

Those societies that remained untouched by other influences are deemed to be in cultural isolation. Other cultural influences never reached them by default, and thus, they preserved their cultural identity. Examples of these are several indigenous tribes in Asia and Africa, who successfully resisted both the influences and the intrusion of others.

But not only societies could be deemed a culture in isolation. Even individuals living in modern societies could be shut influences of others. Those with seclusive personalities could be considered culturally isolated too, and those incarcerated or in prisons. They present a challenge to most mental health advocates.

A more significant issue regarding societies deemed culturally isolated is whether they should be left to their own devices. Their culture is intact but with the benefits of modern life unavailable to them, or if we should try to connect with them, which would probably end their isolation. Debates are still raging about the pros and cons of cultural isolation.

What is Cultural Imperialism?

If others want to maintain their cultural isolation even at the expense of denying themselves the benefits of modern life and other cultures, sometimes it is because they have a regrettable experience regarding contact with others.  Conquests and wars aside, they feel that others are out to obliterate their culture, heritage, tradition, and destiny.

The idea of imposing one’s own culture, which encompasses values, traits, habits, ideas, customs, against a people subjugated, often by force, is known as cultural imperialism. Here they give others no choice. One has to learn and adopt the dominant culture, whether they like it or not.

Cultural imperialism, just like political and economic, encompasses a lot of aspects and permeates the body politic. It creeps on those other aspects which could have remained isolated and even free of other influences, like language, beliefs, religion.  Cultural imperialism makes sure that it is dominant, the others marginalized, and if possible, traces of it obliterated.

The term itself is of recent origin, having been employed by various academics in the sixties to describe the phenomenon of cultures being subjugated wittingly or not under the dominant ones, particularly those of the west. In truth, however, cultural imperialism has always served as an essential adjunct to imperialism, political and otherwise.

That a political power needs to subjugate other societies through culture to make conquest more effective was already evident to colonial powers even before the modern era.

Societies could easily succumb if their ties to their tradition and history were severed. And culture was employed, replacing the past heritage with the new ones, facilitating conquest.

In modern times, cultural imperialism is tied to the phenomenon of neocolonialism and neoliberalism. Conquest and military force are no longer in place. Still, most say that the intensity associated with cultural imperialism and the desire to level down other cultures are more pronounced in the modern era than ever.

Propagating western values and tastes as the ultimate reference of what is good and desirable against that of indigenous cultures is cited by many as a form of cultural imperialism. Critics point out that the end of imperialism does not mean the end of cultural imperialism and that it is only one way of continuing domination without actually using force.

What is Cultural Relativism?

Cultural imperialism is premised on the idea that other cultures are far superior, dominant and need be the standard for others to emulate. To a certain extent, cultural relativism is the exact opposite of the idea. Here, no culture is ever considered superior to another, all are of the same level, and everything depends on a particular context to assess what is proper from not.

Proponents of cultural relativism argue that norms, values, beliefs, and ideals depend on the cultural context, which is what a particular culture is cherished and held dear. Thus, standards from other cultures should not be used to measure those of the other. The rationale is that particular historical conditions lead to particular cultures, hence the differences.

One can easily argue that cultural relativism leads to ethical and moral relativism. However, the cultural relativists are arguing not the absence of any moral or ethical standards but rather the idea that one can be better in terms of beliefs, values, and ideals. For cultural relativists, any culture is as good as any other.

 For all of us, a particular way of life is undoubtedly preferable to others; it does not mean that what we prefer is better than the others. The idea that one is better is a justification used to subjugate other cultures. It has no basis whatsoever in science or in fact and should be discarded.

What is Cultural Appropriation?

Some feel that they should give other cultures their due, recognize them for what they are, and give their members opportunities. Some, however, are way too patronizing, way too enthusiastic, that they often harm the cause more than help those in the minorities advance their causes as far as culture is concerned.

Cultural appropriation is the term used to describe the acts of using items or elements from other minorities without taking into account the appropriate context for its use. Doing this further reinforces all those connotations that lead further to oppression and marginalization instead of liberation and empowerment.

Only those who do not belong to that particular culture could be accused or guilty of cultural appropriation, and only those who belong to the dominant culture. The problem with cultural appropriations stems from ignorance and lack of knowledge, for cultural items and objects do have a history of their own and should be respected accordingly.

To use them with wanton disregard for their proper context is to use it outside of the designated or appropriate meaning, thus disrespecting it. In disrespecting it, one ultimately disrespects the culture to which it belongs, further denigrating the culture and contributing to the culture of marginalization and oppression.

Cultural Competency Definition

Culture is a broad, catch-all term used to describe almost everything all of us do and accomplish. It refers to man’s manufactured, physical structures and the tradition, ideals, beliefs, values, and norms. In short, a way of life, which determines, to a large extent, our existence, and most of us, from birth till death.

Therefore,  we must know some of the terms that will increase our understanding of the issues surrounding culture.  Cultural issues explain the predicament of our societies and communities, and cultural terms discussed above explain some of the contemporary problems besieging the world right now.

Those cultural terms provide the key to the history of most cultures and societies. Understanding them makes us aware of the contemporary divide, that invisible barrier that separates the minority from the majority, primitive culture from advanced societies, the privileged individual from the marginalized ones.

Knowing them, what they imply, and how they impact society is critical. It gives us knowledge and serves as the key to understanding our society and the world around us.

You may also like

How to Research Companies Before You Join or Do Business with?

[Best Practice Guide] How to research companies as...

The Power of Allyship in the Workplace: An Expert’s Overview

Allyship, at its core, is about supporting and advocating...

Social Facilitation: How useful is it?

Social facilitation definition: the concept that people...

Shortlisting For Recruitment And How does Shortlisting Candidate help?

What is Shortlisting? Top Criteria in shortlisting?

Brand Ambassador: The Complete Guide

Brand AmbassadorWHAT IS A BRAND AMBASSADOR?WHY ARE...

How to Stay Healthy and Fit as You Age?

Aging well will benefit a diverse society and improve age...

About the author

Susanne Ricee

Susanne Ricee is the Diversity and Inclusion Specialist and Researcher at Diversity for Social Impact. Sue brings over 15 years of HR and Diversity, Equity, Inclusion consultation experience. Sue's previous experience includes Microsoft, Target, and Kraft. Sue is also the manager of Diversity Leadership Directory

Join 34,000+ subscribers and Sign up to our Newsletter

Bridging cultural differences

It’s all about understanding. These talks explore perspective -- looking past the stereotype and learning who people are, what they do and why they do it to build new cultural understandings.

3 ways to speak English

For more tolerance, we need more ... tourism?

My road trip through the whitest towns in America

My immigration story

America's native prisoners of war

How to overcome our biases? Walk boldly toward them

Help for kids the education system ignores

What it's like to be Muslim in America

A tale of two Americas. And the mini-mart where they collided

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

Research: How Cultural Differences Can Impact Global Teams

• Vasyl Taras,
• Dan Caprar,
• Alfredo Jiménez,
• Fabian Froese

And what managers can do to help their international teams succeed.

Diversity can be both a benefit and a challenge to virtual teams, especially those which are global. The authors unpack their recent research on how diversity works in remote teams, concluding that benefits and drawbacks can be explained by how teams manage the two facets of diversity: personal and contextual. They find that contextual diversity is key to aiding creativity, decision-making, and problem-solving, while personal diversity does not. In their study, teams with higher contextual diversity produced higher-quality consulting reports, and their solutions were more creative and innovative. When it comes to the quality of work, teams that were higher on contextual diversity performed better. Therefore, the potential challenges caused by personal diversity should be anticipated and managed, but the benefits of contextual diversity are likely to outweigh such challenges.

A recent survey of employees from 90 countries found that 89 percent of white-collar workers “at least occasionally” complete projects in global virtual teams (GVTs), where team members are dispersed around the planet and rely on online tools for communication. This is not surprising. In a globalized — not to mention socially distanced — world, online collaboration is indispensable for bringing people together.

• VT Vasyl Taras is an associate professor and the Director of the Master’s or Science in International Business program at the University of North Carolina, Greensboro, USA. He is an associate editor of the Journal of International Management and the International Journal of Cross-Cultural Management, and a founder of the X-Culture, an international business competition.
• DB Dan Baack is an expert in international marketing. Dan’s work focuses on how the processing of information or cultural models influences international business. He recently published the 2nd edition of his textbook, International Marketing, with Sage Publications. Beyond academic success, he is an active consultant and expert witness. He has testified at the state and federal level regarding marketing ethics.
• DC Dan Caprar is an Associate Professor at the University of Sydney Business School. His research, teaching, and consulting are focused on culture, identity, and leadership. Before completing his MBA and PhD as a Fulbright Scholar at the University of Iowa (USA), Dan worked in a range of consulting and managerial roles in business, NGOs, and government organizations in Romania, the UK, and the US.
• AJ Alfredo Jiménez is Associate Professor at KEDGE Business School (France). His research interests include internationalization, political risk, corruption, culture, and global virtual teams. He is a senior editor at the European Journal of International Management.
• FF Fabian Froese is Chair Professor of Human Resource Management and Asian Business at the University of Göttingen, Germany, and Editor-in-Chief of Asian Business & Management. He obtained a doctorate in International Management from the University of St. Gallen, Switzerland, and another doctorate in Sociology from Waseda University, Japan. His research interests lie in international human resource management and cross-cultural management.

Partner Center

Customer Experience

• MiVirtualAgent

Employee Experience

• Success Stories
• Life at Avertra
• Free Consultation

Diversity, Inclusivity, and Belonging: Why Differences Should be Celebrated

Sarah Beirouti

Sarah is a dog mom, but that’s not her only full time job. As the main blog author and editor, Sarah explores digital trends and integrates consumer behavior research into high quality and value-driven content. 💡 Marketing Analyst

Oct 25, 2022

5 minute read

Our strengths lie in our differences, so how can we encourage them to shine? Over the last few decades, several companies have made persistent efforts in highlighting the importance of diversity , inclusivity , and belonging . For example, in July 2020, the coloring world became more colorful, thanks to Crayola’s “Colors of the World” initiative. The company aimed to promote a more inclusive world for children of all races. How? Crayola launched a 24-pack crayon set that represents over 40 different skin tones around the world. But what can we as adults learn from this? Welcoming individuality and celebrating differences will elevate our personal and professional lives. In fact, employees who work for businesses that incorporate diversity and inclusivity into their work culture experience a wide host of benefits. Here are a few worth mentioning:

1. A spark of creativity and innovation

By only interacting with like-minded people, we become part of an echo chamber and risk rejecting new perspectives.

Familiarity is comfortable – this is why people are so resistant to change at first. As people, we tend to be more drawn to those who have the same interests and values as us. But it is certainly not the best environment for creativity. By only interacting with like-minded people, we become part of an echo chamber and risk rejecting new perspectives. A study found that businesses that embrace diversity at the workplace are better at creative problem-solving and idea generating. In fact, their employees score higher on tests that measure creativity. This also makes them more proactive in day-to-day operations that extends beyond their work life. 

2. A greater sense of belonging

Research conducted by EY found that more than 40% of employees feel isolated in their job. This number is alarmingly high considering that employees spend an average of eight hours a day at work.

It’s only when employees truly feel like they belong that their full potential is unlocked. Without it, the people we work so hard to recruit will operate on airplane mode instead of full capacity. A company that promotes diversity on the surface  fails to recognize the importance of inclusivity and belonging. Ironically, a vast majority of companies that pride themselves on being inclusive are guilty of this . Research conducted by EY found that more than 40% of employees feel isolated in their job. This number is alarmingly high considering that employees spend an average of eight hours a day at work. 

On the contrary, employees who work for organizations that invest in a welcoming culture are able to harvest a stream of benefits. For example, recognizing and celebrating different cultural holidays encourages more meaningful interactions. It also boosts well-being and drives productivity by 13% , making employees  more qualified for bonuses and promotions.

3. Reduced interpersonal conflict

Employees that work for companies that instill such an environment show higher empathy, openness, 22% less turnover, and 27% higher profitability.

Conflict is inevitable, especially in a high-stress environment, but there are approaches that can keep issues at bay. Diversity and inclusion have been shown to drastically reduce problems within a company. Employees have a space space to exchange their ideas without judgment and prejudice. Employees that work for companies that instill such an environment show higher empathy, openness, 22% less turnover, and 27% higher profitability. This lessens the likelihood of tensions that may arise due to predisposed biases. For employees, this can translate into directing their attention on goals and ambitions, while setting aside disputes that may surface. 

When conflict and tensions are reduced, employees are more comfortable in seeking out guidance from others. This means their professional goals are more likely to be achieved. This is why replacing toxic competition with healthy collaboration will create a win-win situation for all.

Not having a genuine concern for your employees is a company culture grounded in façade. At Avertra, we challenge this commonality. Diversity, inclusion, and belonging are more than just buzzwords. They’re instilled values and part of our culture. As an equal opportunity employer, we embrace the appropriate policies and initiatives designed to promote these values to celebrate differences. 

Follow our Instagram page to learn more about our company culture and check out our current open vacancies here .

Hold Please, Utilities Caught in the Tangle of Yesterday

Lighting the Way: Managing Outages & Building Trust

Avertra Honored with Secretary of State’s Award for Corporate Excellence 

Avertra  Secures a Spot on the Washington Business Journal’s List of Fastest Growing  Companies in 2023

Get a free consultation at SAP4U 2023

Join us at the TMG Utility Forum 2023

Schedule a Demo

(703) 822-7712

Virginia, USA (HQ)

Amman, Jordan

Pune, India

Amsterdam, Netherlands

©Copyright. 2024 Avertra

Privacy Overview

• NAEYC Login
• Member Profile
• Hello Community
• Accreditation Portal
• Online Learning
• Online Store

Popular Searches:   DAP ;  Coping with COVID-19 ;  E-books ;  Anti-Bias Education ;  Online Store

Valuing Diversity: Developing a Deeper Understanding of All Young Children's Behavior

You are here

Everything we think, say, and do is processed through our own cultural backgrounds. But because culture is absorbed and passed down from generation to generation rather than explicitly taught, we’re seldom aware of it.

Culture shapes not only our values and beliefs, but also our gender roles, family structures, languages, dress, food, etiquette, approaches to disabilities, child-rearing practices, and even our expectations for children’s behavior. In this way, culture creates diversity.

Cultural diversity and teachers

For teachers, it is essential to see and understand your own culture in order to see and understand how the cultures of children and their families influence children’s behavior. Only then can you give every child a fair chance to succeed.

Think about your own upbringing. How did your family’s expectations affect what you did? Were your parents, siblings, and other relatives close or distant? Were they strict, lenient, or somewhere in between? Were your school’s expectations any different? All of this, and more, plays a part in how you view the behavior of the children you teach.

These ideas lie at the heart of NAEYC’s position statement Advancing Equity in Early Childhood Education . Its guiding principles include

• Recognizing that “self-awareness, humility, respect, and a willingness to learn are key to becoming a teacher who equitably and effectively supports all children and families”
• Developing a strong understanding of culture and diversity
• Understanding that “families are the primary context for children’s development and learning”

One major takeaway from the position statement is that early childhood educators must support consistently warm and caring relationships between families and their children, respect families’ languages and cultures, and incorporate those languages and cultures into the curriculum, their teaching practices, and the learning environment.

Cultural diversity and young children

Children bring their own set of culturally based expectations, skills, talents, abilities, and values with them into the classroom. And they begin to develop their self-concept (at least in part) from how others see them. To form positive self-concepts, children must honor and respect their own families and cultures and have others honor and respect these key facets of their identities too. If the classroom doesn’t reflect and validate their families and cultures, children may feel invisible, unimportant, incompetent, and ashamed of who they are.

Many people, including educators, have long believed it is better to act colorblind and/or “cultureblind”—that is, to not acknowledge color or culture. But research has shown that this artificial blindness keeps us from recognizing, acknowledging, and appreciating important differences. Worse, it may lead to unintentional bias toward or disrespect for those who are different from us.

We know now that acknowledgments of color and culture are essential for legitimizing differences. Color and culture make each one of us special and enable us to offer unique gifts and opportunities to groups we are part of. At the same time, color and culture help children learn about each other and the world. In short, color and culture enrich classrooms.

To appreciate what each child can contribute to the class, teachers need to learn about each family’s cultural values. Helping children to see themselves in your pedagogy, curriculum, environment, and materials enables them (and their families) to feel welcomed and valued.

Take a look around your classroom.

• Why not have the children create their own posters with their own artwork, things from home, and photos families can supply?
• Why not forge connections and support children’s learning by asking family members to help children use their home languages throughout the room?

It’s important to see cultural and linguistic differences as resources, not as deficits. As NAEYC’s equity position statement puts it, “Children’s learning is facilitated when teaching practices, curricula, and learning environments build on children’s strengths and are developmentally, culturally, and linguistically appropriate for each child.”

The difference between equitable and equal

Equal is not the same as equitable. Every child in your group has different needs, skills, interests, and abilities. Equal would mean giving all children the same activities, materials, and books. Equitable means ensuring that you consider each child’s strengths, context, and needs and provide all children with the opportunities that will support them in reaching their potential.

It’s crucial to recognize the inequities that children and their families face—in school and out. The position statement reminds us that “dominant social biases are rooted in the social, political, and economic structures of the United States. Powerful messages—conveyed through the media, symbols, attitudes, and actions—continue to reflect and promote both explicit and implicit bias.” For example, research conducted by Yale University professor Walter Gilliam clearly shows that young African American boys are subject to higher rates of suspension and expulsion than their White European American peers.

How cultural diversity shapes behavior

Your culture and the children’s cultures aren’t the only cultures at work in your classroom. Every school and early childhood education program has a culture too. The cultures of most American schools are based on White European American values. As the makeup of the US population becomes more diverse, there is more cultural dissonance—which impacts children’s behavior.

White European American culture has an individual orientation that teaches children to function independently, stand out, talk about themselves, and view property as personal. In contrast, many other cultures value interdependence, fitting in, helping others and being helped, being modest, and sharing property. In fact, some languages have no words for I, me, or mine .

Children who find themselves in an unfamiliar environment—such as a classroom that reflects a culture different from their home culture—are likely to feel confused, isolated, alienated, conflicted, and less competent because what they’ve learned so far in their home culture simply doesn’t apply. They may not understand the rules, or they may be unable to communicate their needs in the school’s language.

Rethinking challenging behavior

Because your responses to children’s conflicts and challenging behavior are culture bound, it is all too easy to misinterpret children’s words or actions. The next time a child seems defiant, ask yourself, Is that behavior culturally influenced? Could I be misunderstanding the child’s words or actions?

For example, White European Americans tend to use implicit commands, such as, “Johnny, can you please put the blocks away?” Children raised in the White European American culture understand that they are being told to put away the blocks. But children raised in the African American culture may interpret this utterance differently. In their culture, adult commands are usually explicit: “DuShane, put away the blocks.” To African American children, an implicit command in the form of a question may seem to offer a choice about how to behave.

Culture also defines personal space, including how much space feels appropriate in the block area, at circle/meeting time, and in the dramatic play area. In some cultures, children feel comfortable playing close to one another; in others, the same space may feel claustrophobic and lead children to hit or shove a playmate who seems too near. Similarly, you may stand too close or too far away, depending on children’s cultures. For example, if Cadence doesn’t pay attention to your request to keep the sand in the sandbox, you may be too far away to connect with her.

In White European American culture, teachers expect children to sit still and maintain eye contact to show that they’re paying attention. But in other cultures, children might show their interest by joining in; they may learn through hearing or telling a story, watching others, or using trial and error. If they don’t understand the lesson, they might have a hard time paying attention. Or they may be paying attention in a different way.

Culture counts

There are many rewards for teachers who take culture into account. You can form authentic, caring relationships with children and families; build connections between what children already know and what they need to know; select activities, materials, and instructional strategies that honor children’s cultures and life experiences; and teach children the skills they need to succeed in a global society.

From the Pages of Young Children : Research on How Culture Affects Learning

For more examples of how culture affects learning, check out “ Diverse Children, Uniform Standards: Using Early Learning and Development Standards in Multicultural Classrooms ” in the November 2019 issue of Young Children. The authors, Jeanne L. Reid, Catherine Scott-Little, and Sharon Lynn Kagan, provide several examples of culturally influenced differences in how children pay attention, approach learning, seek guidance, and express their knowledge and skills. They also offer tips to help teachers address standards for early learning that are not sensitive to these cultural differences.

This article supports the following NAEYC Early Learning Program Accreditation standards and topic areas

Barbara Kaiser  is the coauthor of Challenging Behavior in Young Children  and Meeting the Challenge.  She has over 30 years experience working with young children, educators, and families. She has taught at Acadia University in Nova Scotia and at Concordia University and College Marie-Victorin in Montreal, Canada, and presented workshops, keynote speeches, and webinars on challenging behavior in the United States, Canada, and has provided workshops and keynotes on challenging behavior throughout the world.

Judy Sklar Rasminsky is a freelance writer who specializes in education and health. With coauthor Barbara Kaiser, she has written Challenging Behavior in Young Children  (now in its fourth edition) and Challenging Behavior in Elementary and Middle School, which both earned Texty awards from the Text and Academic Authors Association; and Meeting the Challenge, a bestseller selected as a comprehensive membership benefit by NAEYC. For more information, see the authors' website, challengingbehavior.com , and blog, childrenwithchallengingbehavior.com .

Vol. 13, No. 2

Print this article

How Do We Learn to Appreciate Each Other's Differences?

Try these simple steps for understanding diversity..

Posted February 16, 2017 | Reviewed by Ekua Hagan

We live in a diverse and global world. This inclusivity often brings about misunderstanding and conflict. However, the true goal of diversity is to embrace the complexities and blessings, rather than dread the change that inclusivity may bring.

People or ideas that are different than our own often create discomfort for fear of the unknown. Many companies require inclusivity workshops to assist workplace employees in better understanding the many opportunities that diversity offers. The emphasis is to move from a position of being afraid of differences to tolerating differences to appreciating the benefits of differences.

A consulting workshop we offer is called “Beyond Tolerance.” That concept is one that many of us would agree upon, but how can we move from tolerance to appreciation?

Having a clear definition is the first place to begin. However, even the word diversity has many meanings. Merriam Webster Dictionary offers this definition: “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization such as programs intended to promote diversity in schools.” In reality, diversity encompasses race, religious affiliation, age, gender , sexual orientation , socioeconomic status, and life experiences. Each of these factors may impact how diversity is understood and viewed.

There is a seminal three-stage diversity model from counseling researchers, Sue and Sue, that illustrates the diversity process. The first stage toward understanding diversity is Awareness. We must first be aware that there are individual differences, but that we are more alike than different. Then, we must be clear what our personal beliefs and values are and how those beliefs differ from others.

The second stage is Knowledge. We must obtain the necessary information and knowledge about those who are different. Another diversity expert, Dr. Jeff Kottler stated, “Have the courage to enter into the world of those you are trying to understand by learning their unique cultures, family histories, languages, customs, values, and priorities.” In other words, we need to ask others about their ideas, cultures, and rituals.

Then, the third stage is Skills. There may be specific skills that are needed to more sensitively and effectively talk with others.

However, awareness, knowledge, and skills are not enough. We must be able to put these stages into action with our consistent words and behaviors.

As we work to more conscientiously understand the issues surrounding diversity, sometimes cognitive dissonance and anxiety may occur. To understand others may make us look at our beliefs with different perspectives. That may be uncomfortable but necessary.

A favorite anecdote demonstrates how traditions and beliefs are passed down through the ages and may eventually need to be changed. It goes something like this. A newlywed couple is preparing their first Sunday afternoon dinner. It is a pot roast with tasty vegetables. The husband carefully observes his wife’s detailed preparation.

Just before placing the roast in the pan, she takes a large knife and cuts off the end of the meat. In conversation, the husband asks his wife why she cut off the end of the meat. She replies, “I don’t truly know, but my mother always does that!” The curious wife calls her mother and inquires. Her mother says, “I don’t truly know, but my mother always does that!”

Luckily for our story, the grandmother is still living! The grandmother is asked why she cuts off the end of the meat. The grandmother begins to laugh, “Honey, I cut off the end of the meat because my pan was way too little for the roast!”

How many of us have acquired our beliefs and behaviors from our own culture without looking at where and why those very beliefs originated?

Often when engaging in multicultural training, much-needed information is given, but there seem to be few “activating events” to get us out of the intellectual viewing of diversity and into the personal worldview. If we are unaware of the origins of our beliefs, then we will continue to elicit the same behaviors. Many of our prejudices, of course, come from our current worldview. When something or someone has a different belief or experience, frequently, the only way to make meaning is to enter the experience with preconceived perceptions from prior life experiences and filters. This immediate process may help in relieving the discomfort, but this meaning is often jaded and even inaccurate. If a strong reaction is observed and recognized, a four-tiered system can be utilized to organize and better understand the reaction.

First, describe what was observed. Often people react by interpreting what is assumed, not describing what was observed. Once a description of actual events is understood rather than first reacting with emotions and assumptions, the second tier can produce additional information.

The second tier introduces and describes feelings and emotions. Typically prejudices create uncomfortable, angry, and confused emotions. These feelings must be discussed to move further.

The third tier asks for a discussion of meaning. Most individuals desire immediate answers to unfamiliar events by ascribing interpretation or meaning from individual perceptual sets. This might provides more comfort and security, but again that meaning may not be accurate and needs additional knowledge. What most of us do not acknowledge or realize is that this interpretation is filtered from personal perceptual sets and frequently is not accurate for another culture or person. When participants take the risk to describe accurately what was seen, they are ready to take the next steps by asking questions about possible feelings and meanings. This assists in comprehending original emotional reactions.

Understanding differences does take additional time. If we have the courage to ask someone from a diverse setting what something means to them, then a perceptual switch begins to emerge. A new perception and understanding slowly is founded. Any discussion that can assist us to “get out of our heads and into personal belief systems” is a powerful mechanism to learn and integrate diversity into our life. These types of experiences and discussions can become catalysts for change and are a must if diversity is to be lived and acted upon.

Recently a wave of new commercials has appeared on television. During this year’s Super Bowl, several of the ads had the theme of acceptance for diversity. The Airbnb commercial sent a strong and poignant message promoting diversity and tolerance. Their statement was, “We believe no matter who you are, where you’re from, who you love or who you worship, we all belong. The world is more beautiful the more you accept.”

Apple had a new TV commercial that said it all. It aired during the holidays. Frankenstein wanted to join in the festive spirit at the town square. He placed light bulbs on his electrical leads and began to sing, “There is no place like home for the holidays.” It scared some town folks, but a small girl began to sing with Frankenstein. Because one little girl had the courage to stretch out of her comfort zone, the entire town began to sing. Of course, Frankenstein shed tears of joy. The commercial ended with the quote, “Open your hearts to everyone!”

Opening our hearts to diversity is not always easy. I challenge readers to break out of the mold. For example, eat different foods. My husband and I just experimented with a new cauliflower recipe of roasted cauliflower, Buffalo Wild Wings Sauce with a Yogurt Blue Cheese Dip.

It was so diverse, delectable and a definite keeper.

When going to lunch the next time, don’t sit in the same place or go to the same restaurant. Sit with different people at lunch or ask someone new for dinner. Get to know diverse people. If a committee must be created, select diverse talents and skills. Typically we choose those who look and behave like us. Designing a diverse team will offer a greater chance for creativity and healthier solutions. It will take more time to listen and suspend judgments, but the outcome will be more effective and bright. Then and only then can we truly begin to turn tolerance for others and ideas into acceptance and appreciation of diversity.

For more information, check out Bradley’s Online Master’s in Counseling .

Lori Russell-Chapin, Ph.D. , is a Professor of Education at Bradley University.

• Find a Therapist
• Find a Treatment Center
• Find a Psychiatrist
• Find a Support Group
• Find Teletherapy
• United States
• Brooklyn, NY
• Chicago, IL
• Houston, TX
• Los Angeles, CA
• New York, NY
• Portland, OR
• San Diego, CA
• San Francisco, CA
• Seattle, WA
• Washington, DC
• Asperger's
• Bipolar Disorder
• Chronic Pain
• Eating Disorders
• Passive Aggression
• Personality
• Goal Setting
• Positive Psychology
• Stopping Smoking
• Low Sexual Desire
• Relationships
• Child Development
• Therapy Center NEW
• Diagnosis Dictionary
• Types of Therapy

Overcome burnout, your burdens, and that endless to-do list.

• Coronavirus Disease 2019
• Affective Forecasting
• Neuroscience

A Roadmap to Intercultural Proficiency pp 11–29 Cite as

Understanding Cultural Differences

• Frauke Bender 3  
• First Online: 18 June 2022

674 Accesses

1 Citations

Part of the book series: Diversity and Inclusion Research ((DIRE))

Today’s globalized world is shaped by frequent intercultural encounters. Certain individuals perceive cultural differences (and hence cultural diversity) in certain situations as interesting and enriching, but there are also encounters that create frustration and disappointment, sometimes for reasons we may not understand. Therefore, a good understanding of cultural differences including how they might impact our way of thinking, feeling, and acting is instrumental in order to better navigate in cross-cultural environments. The ability to thoroughly comprehend cultural diversity relies on understanding the idea of “culture” itself.

This is a preview of subscription content, log in via an institution .

Buying options

• Available as PDF
• Read on any device
• Instant download
• Own it forever
• Available as EPUB and PDF
• Compact, lightweight edition
• Dispatched in 3 to 5 business days
• Free shipping worldwide - see info
• Durable hardcover edition

Tax calculation will be finalised at checkout

Purchases are for personal use only

The term “intercultural encounter” refers to an experience with someone from another cultural background, regardless of the location.

Hill and Hult ( 2017 ), p. 112

Social institution is understood as “a complex of positions, roles, norms, and values lodged in particular types of social structures and organizing relatively stable patterns of human resources with respect to fundamental problems in…sustaining viable societal structures within a given environment” (Nohria & Eccles, 1992 , p. 47).

Hill and Hult ( 2017 ), p. 96 ff

Hill and Hult ( 2017 ), p. 113

Hill and Hult ( 2017 ), p. 102

Hill and Hult ( 2017 ), Chaps. 2 and 4

See Sect. 3.3 for more details.

The World Values Survey (WVS) is a global research project that explores people’s values and beliefs, how they change over time, and what social and political impact they have. It is carried out by a worldwide network of social scientists who, since 1981, have conducted representative national surveys in almost 100 countries. The World Values Survey uses the sample survey as its mode of data collection, a systematic and standardized approach to collect information through interviewing representative national samples of individuals.

Hinton, P ( 2017 )

One of the tools available for testing one’s own unconscious bias is the Implicit Association Test (IAT) developed by Greenwald et al. ( 1998 ). Though critics claim that the stability of the test is low for predicting individual outcomes, they acknowledge the outcomes across larger entities such as counties, cities, or states (Payne et al., 2018 ).

Adler, N. J. (1997). International dimensions of organizational behavior (3rd ed.). South-Western College Publishing.

Google Scholar  

Barna, L. M. (1997). Stumbling blocks in intercultural communication. In L. A. Samovar & R. E. Porter (Eds.), Intercultural communication (8th ed.). Wadsworth.

Barrett, M., Byram, M., Lázár, I., Mompoint-Gaillard, P., & Philippou, S. (2014). Developing intercultural competence through education . Council of Europe.

Benet-Martínez, V., & Haritatos, J. (2005). Bicultural identity integration (BII): Components and psychosocial antecedents. Journal of Personality, 73 (4), 1015–1049.

Article   Google Scholar  

Bennett, M. (2013). Entry. In C. E. Cortés (Ed.), Multicultural America: A multimedia encyclopedia . Sage.

Berray, M. (2019). A critical literary review of the melting pot and salad bowl assimilation and integration theories. Journal of Ethnic and Cultural Studies, 6 (1), 142–151.

Brown, H. D. (2007). Principles of language learning and teaching . New York, NY: Pearson Education.

Damen, L. (1987). Culture learning: The fifth dimension in the language classroom . Addison-Wesley.

Devine, P. G. (1989). Stereotypes and prejudice: Their automatic and controlled components. Journal of Personality & Social Psychology, 56 (1), 5–18.

Fitzsimmons, S. R. (2013). Multicultural employees: A framework for understanding how they contribute to organizations. Academy of Management Review, 38 (4), 525–549.

Fitzsimmons, S. R., Liao, Y., & Thomas, D. C. (2017). From crossing cultures to straddling them: An empirical examination of outcomes for multicultural employees. Journal of International Business Studies, 48 , 63–89. https://doi.org/10.1057/s41267-016-0053-9

Frese M. (2015). Cultural practices, norms, and values. Journal of Cross-Cultural Psychology, 46 (10), 1327–1330. https://doi.org/10.1177/0022022115600267

Greenwald, A. G., McGhee, D. E., & Schwartz, J. L. K. (1998). Measuring individual differences in implicit cognition: The implicit association test. Journal of Personality and Social Psychology, 74 (6), 1464–1480.

Hall, E. T. (1959). The silent language . Doubleday.

Hill, C. W. L. and Hult, G. T. (2017). International business: Competing in the global marketplace . New York, NY: McGraw-Hill Education.

Hinton, P. (2017). Implicit stereotypes and the predictive brain: Cognition and culture in “biased” person perception. Palgrave Commun, 3 , 17086. (2017). https://doi.org/10.1057/palcomms.2017.86

Hinton, P. R. (2000). Stereotypes, cognition and culture . Psychology Press.

Hofstede, G. (1991). Cultures and organizations: Software of the mind . McGraw-Hill.

Hofstede, G. (1994). Cultures and organizations: Software of the mind . Harper Collins Business.

Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations . Sage Publications. Thousand Oaks.

Hofstede, G., & Hofstede, G. J. (2005). Cultures and organizations: Software of the mind . McGraw-Hill.

Hofstede, G. J. (2009). The moral circle in intercultural competence. Trust across cultures. In D. K. Deardorff (Ed.), The SAGE handbook of intercultural competence (pp. 85–99). Sage.

Chapter   Google Scholar  

Hofstede, G., Hofstede, G. J., & Minkov, M. (2010). Cultures and organizations: Software of the mind (3rd ed.). McGraw-Hill Education.

Hong, Y.-Y., Morris, M. W., Chiu, C.-Y., & Benet-Martínez, V. (2000). Multicultural minds: A dynamic constructivist approach to culture and cognition. American Psychologist, 55 , 709–720.

House, R. J., Hanges, P.J., Javidan, M., Dorfman, P. W., Gupta, V. (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies . Sage Publications. Thousand Oaks.

Inglehart, R., & Baker, W. E. (2000). Modernization, cultural change, and the persistence of traditional values. American Sociological Review, 65 (1), 19–51. https://doi.org/10.2307/2657288

Inglehart, R., & Welzel, C. (2010). Changing mass priorities: The link between modernization and democracy. Perspectives on Politics, 8 (2), 551–567. https://doi.org/10.1017/S1537592710001258

Jandt, F. E. (2001). Intercultural communication: An introduction (Third ed.). Sage.

Kirkman, B. L., Lowe, K. B., & Gibson, C. B. (2006). A quarter century of Culture’s consequences: A review of empirical research incorporating Hofstede’s cultural values framework. Journal of Inernational Business Studies, 37 , 285–320. https://doi.org/10.1057/palgrave.jibs.8400202

Knafo, A., Roccas, S., & Sagiv, L. (2011). The value of values in cross-cultural research: A special issue in honor of Shalom Schwartz. Journal of Cross-Cultural Psychology, 42 (2), 178–185. https://doi.org/10.1177/0022022110396863

Kuper, A. (1999). Culture: The Anthropologists’ account . Harvard University Press.

Book   Google Scholar  

Kroeber, A. L., & Kluckhohn, C. (1952). Culture: A critical review of concepts and definitions . Peabody Museum.

Meyer, E. (2014). The culture map: Breaking through the invisible boundaries of global business . Public Affairs.

Nguyen, A.-M. D., & Benet-Martínez, V. (2007). Biculturalism unpacked: Components, measurement, individual differences, and outcomes. Social and Personality Psychology Compass, 1 , 101–114.

Nohria, N. and Eccles, R. G. (1992). Networks and Organizations: Structure, Form, and Action. : Harvard Business School Press.

Osland, J., Bird, A., Delano, J., & Jacob, M. (2000). Beyond sophisticated stereotyping: Cultural Sensemaking in context [and executive commentaries]. The Academy of Management Executive (1993–2005), 14 (1), 65–79. www.jstor.org/stable/4165609

Payne, K., Niemi, L., & Doris, J. M. (2018). How to think about “implicit bias” . Scientific American.

Samovar, L. A., & Porter, R. E. (1991). Communication between cultures . Wadsworth.

Schwartz, S. H. (2012). An overview of the Schwartz theory of basic values. Online Readings in Psychology and Culture, 2 (1).

Spencer-Oatey, H. (2008). Culturally speaking. Culture, communication and politeness theory (2nd ed.). Continuum.

Tylor, E. B. (1920). Primitive culture: Researches into the development of mythology, philosophy, religion, language, art, and custom . John Murray.

UNESCO Universal Declaration of Cultural Diversity. (2002). unesdoc.unesco.org . Retrieved 20 May 2022.

Verkuyten, M., & Pouliasi, K. (2006). Biculturalism and group identification: The mediating role of identification in cultural frame switching. Journal of Cross-Cultural Psychology, 2006 (37), 312–326. https://doi.org/10.1177/0022022106286926

Yamazaki, M. (2000). Individualism and the Japanese . Tokyo: Japan Echo, Inc.

Yoshikawa, M. J. (1987). Cross-cultural adaptation and perceptual development. In Y. Y. Kim & W. B. Gudykunst (Eds.), International and intercultural communication annual: Vol. XI. Cross-cultural adaptation: Current approaches (pp. 140–148). Sage.

Download references

Author information

Authors and affiliations.

Anderson College of Business and Computing, Regis University, Denver, CO, USA

Frauke Bender

You can also search for this author in PubMed   Google Scholar

Rights and permissions

Reprints and permissions

Copyright information

© 2022 The Author(s), under exclusive license to Springer Nature Switzerland AG

About this chapter

Cite this chapter.

Bender, F. (2022). Understanding Cultural Differences. In: A Roadmap to Intercultural Proficiency. Diversity and Inclusion Research. Springer, Cham. https://doi.org/10.1007/978-3-031-04899-9_2

Download citation

DOI : https://doi.org/10.1007/978-3-031-04899-9_2

Published : 18 June 2022

Publisher Name : Springer, Cham

Print ISBN : 978-3-031-04898-2

Online ISBN : 978-3-031-04899-9

eBook Packages : Business and Management Business and Management (R0)

Share this chapter

Anyone you share the following link with will be able to read this content:

Sorry, a shareable link is not currently available for this article.

Provided by the Springer Nature SharedIt content-sharing initiative

• Publish with us

Policies and ethics

• Find a journal
• Track your research

What's Hot

Our glorious diversity: why we should celebrate difference.

Archbishop Emeritus of Cape Town

As the world's memory of apartheid receded, Desmond Tutu responded to a stream of invitations to speak around the world on the practical implications of ubuntu. An excerpt from a speech to the United Nations Commission on Human Rights in Geneva in 2001 follows.

We inhabit a universe that is characterized by diversity. There is not just one planet or one star; there are galaxies of all different sorts, a plethora of animal species, different kinds of plants, and different races and ethnic groups. God shows us, even with a human body, that it is made up of different organs performing different functions and that it is precisely that diversity that makes it an organism. If it were only one organ, it would not be a human body. We are constantly being made aware of the glorious diversity that is written into the structure of the universe we inhabit, and we are helped to see that if it were otherwise, things would go awry. How could you have a soccer team if all were goalkeepers? How would it be an orchestra if all were French horns?

For Christians, who believe they are created in the image of God, it is the Godhead, diversity in unity and the three-in-oneness of God, which we and all creation reflect. It is this imago Dei too that invests each single one of us -- whatever our race, gender, education, and social or economic status -- with infinite worth, making us precious in God's sight. That worth is intrinsic to who we are, not dependent on anything external, extrinsic. Thus there can be no superior or inferior race. We are all of equal worth, born equal in dignity and born free, and for this reason deserving of respect whatever our external circumstances. We are created freely for freedom as those who are decision-making animals and so as of right entitled to respect, to be given personal space to be autonomous. We belong in a world whose very structure, whose essence, is diversity, almost bewildering in extent. It is to live in a fool's paradise to ignore this basic fact.

We live in a universe marked by diversity as the law of its being and our being. We are made to exist in a life that should be marked by cooperation, interdependence, sharing, caring, compassion and complementarity. We should celebrate our diversity; we should exult in our differences as making not for separation and alienation and hostility but for their glorious opposites. The law of our being is to live in solidarity, friendship, helpfulness, unselfishness, interdependence and complementarity as sisters and brothers in one family -- the human family, God's family. Anything else, as we have experienced, is disaster.

Racism, xenophobia and unfair discrimination have spawned slavery, when human beings have bought and sold and owned and branded fellow human beings as if they were so many beasts of burden. They have spawned the Ku Klux Klan and the lynchings of the segregated South of the United States. They have given birth to the Holocaust of Germany and the other holocausts of Armenians and in Rwanda; the ethnic cleansing in the Balkans and the awfulness of apartheid; and what we have seen in Sri Lanka, in Northern Ireland, in the Middle East, in the Sudan, where there has been a spiral of reprisals leading to counter-reprisals, and these in turn to other reprisals. Martin Luther King Jr. said, "Where the law of an eye for an eye obtains, in the end all will be blind. If we don't learn to live as brothers, we will die together as fools."

Religion, which should foster sisterhood and brotherhood, which should encourage tolerance, respect, compassion, peace, reconciliation, caring and sharing, has far too frequently -- perversely -- done the opposite. Religion has fueled alienation and conflict and has exacerbated intolerance and injustice and oppression. Some of the ghastliest atrocities have happened and are happening in the name of religion. It need not be so if we can learn the obvious: that no religion can hope to have a monopoly on God, on goodness and virtue and truth.

Our survival as a species will depend not on unbridled power lacking moral direction, or on eliminating those who are different and seeking only those who think and speak and behave and look like ourselves. That way is stagnation and ultimately death and disintegration. That is the way of people in times especially of transition, of instability and insecurity, when there is turmoil and social upheaval, poverty and unemployment. Then people seek refuge in fundamentalisms of all kinds. They look for scapegoats, who are provided by those who are different in appearance, in behavior, in race and in thought. People become impatient of ambivalence. Differences of opinion are not tolerated and simplistic answers are the vogue, whereas the reality is that the issues are complex.

We need so much to work for coexistence, for tolerance, and to say, "I disagree with you, but I will defend to the death your right to your opinion." It is only when we respect even our adversaries and see them not as ogres, dehumanized, demonized, but as fellow human beings deserving respect for their personhood and dignity, that we will conduct a discourse that just might prevent conflict. There is room for everyone; there is room for every culture, race, language and point of view.

Support HuffPost

Our 2024 coverage needs you, your loyalty means the world to us.

At HuffPost, we believe that everyone needs high-quality journalism, but we understand that not everyone can afford to pay for expensive news subscriptions. That is why we are committed to providing deeply reported, carefully fact-checked news that is freely accessible to everyone.

Whether you come to HuffPost for updates on the 2024 presidential race, hard-hitting investigations into critical issues facing our country today, or trending stories that make you laugh, we appreciate you. The truth is, news costs money to produce, and we are proud that we have never put our stories behind an expensive paywall.

Would you join us to help keep our stories free for all? Your contribution of as little as $2 will go a long way.

As Americans head to the polls in 2024, the very future of our country is at stake. At HuffPost, we believe that a free press is critical to creating well-informed voters. That's why our journalism is free for everyone, even though other newsrooms retreat behind expensive paywalls.

Our journalists will continue to cover the twists and turns during this historic presidential election. With your help, we'll bring you hard-hitting investigations, well-researched analysis and timely takes you can't find elsewhere. Reporting in this current political climate is a responsibility we do not take lightly, and we thank you for your support.

Contribute as little as $2 to keep our news free for all.

Dear HuffPost Reader

Thank you for your past contribution to HuffPost. We are sincerely grateful for readers like you who help us ensure that we can keep our journalism free for everyone.

The stakes are high this year, and our 2024 coverage could use continued support. Would you consider becoming a regular HuffPost contributor?

The stakes are high this year, and our 2024 coverage could use continued support. If circumstances have changed since you last contributed, we hope you’ll consider contributing to HuffPost once more.

Already contributed? Log in to hide these messages.

Popular in the Community

From our partner, more in religion.

How to Celebrate World Day for Cultural Diversity

What is World Day for Cultural Diversity?

World Day for Cultural Diversity is a UNESCO  awareness day for the promotion of international diversity and intercultural dialogue. The day’s full title is World Day for Cultural Diversity for Dialogue and Development , though it is often shortened. The international cultural awareness day is held every year on May 21.

Why was World Day for Cultural Diversity adopted for May 21st?

Begun by the United Nations is 2002, the multicultural day of celebration aims to highlight the abundance of cultural diversity throughout our world. In addition, the day for cultural diversity focuses on the need for intercultural dialogue. By doing so, we can collectivity support one another in furthering human rights, religious rights, promoting development, and increasing global peace.

The United Nations states, “89% of all current conflicts in the world [occur] in countries with low intercultural dialogue.” To combat this, World Day for Cultural Diversity was created to bring emphasis in cultural awareness and how working together can make positive change in our world’s future.

UNESCO’s purpose for this world day for dialogue and development is to grow our world’s relations and solidarity in humankind. In doing so, we can collectively take on our biggest challenges with empathy and unity.

Why Does Cultural Diversity Matter?

It is highly important to celebrate cultural diversity overall and within organizations. Our communities and workplaces are full of diversity. People come from all walks of life, cultures, and traditions. By recognizing our cultural attributes and celebrating the richness of cultures, we can find solidarity within one another. 

The Harvard Business Review even states that culturally diverse teams are a good business decision. Plus, a McKinsey Report found that companies in the “top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean.”

In short, cultural diversity matters because your people matter. Employees’ cultural differences should be embraced! As a bonus, your company can gain business benefits along the way. Use this holiday, and world diversity day activities, as a starting point to show your employees that cultural diversity matters in your workplace.

Why World Day for Cultural Diversity for Dialogue and Development is Important in the Workplace

In the workplace, there are many benefits that cultural diversity brings. For example, diverse teams can experience increased creativity and innovation. By highlighting what makes team members who they are, you can even experience higher employee engagement. Plus, it can also boost problem-solving capabilities and increase productivity. 

Promoting and celebrating cultural diversity allows employees to bring their entire selves to the workplace. When experiencing a comfortable and accepting workplace culture, team members are more inclined to be dedicated and engaged in their work!

Planning World Day for Cultural Diversity Activities

To celebrate World Day for Cultural Diversity, take time to plan activities for your team. This includes sharing educational resources, involving your employees at every step, and providing fun, engaging cultural diversity activities to celebrate the day. 

Activities can address human rights topics including international, religious, and fundamental freedoms of people across the globe. Plus, teams can even explore another language! There is no wrong way to celebrate cultural diversity, as long as team members’ cultures are celebrated with respect.

Setting the Stage

In planning cultural diversity activities, it’s important to create an inclusive environment for all celebrations. This applies to the spaces you plan to use, the information you will share, and any visual elements you incorporate. 

For example, consider whether you will be using a physical or virtual space, or both. In either scenario, think about the decorations or effects you plan to utilize and the information or activities you will share. When presenting symbols or visual elements, be sure that these are culturally sensitive. Stay away from using any stereotyped themes about cultures.

Involving Employees

Involving employees can help build excitement for events, as well as ensure activities reflect your team’s interests and needs. You can engage employees in cultural diversity activities by offering opportunities for employee-led activities, presentations, or workshops. For example, employees can share an insider’s take on their own culture for your team. Or, team members can lead a fun class on how to create specific cultural art or food dishes. 

Remember, it is important to involve team members from diverse backgrounds in the process. All team members’ cultures should be celebrated. Plus, your planning should incorporate employee feedback and input from every team member. That said, some employees may not wish to share about their culture or background. Be mindful of those who would prefer to participate in a different way, and offer alternative ideas and activities.

Storytelling Sessions

Storytelling is an engaging activity that all cultures partake in to share beliefs, history, and more. In addition to this, storytelling can foster understanding and empathy. As a creative outlet, stories can portray cultural values and ways of life.

For this activity, prepare employees to share their cultural stories when celebrating cultural diversity. Create guidelines for how long stories sessions will be and how listeners can participate and ask questions. Plus, allow employees to incorporate props or traditional clothing if they would like! Alternatively, you can invite team members to read aloud a short story or poem from another author.

Virtual Cultural Tours

Treat your team to virtual cultural tours offered by Unexpected Virtual Tours ! We offer virtual team building events covering topics including AAPI Heritage Month, Black History Month, Juneteenth, Women’s History, LGBTQ+ Pride, and more. Plus, our experiences include virtual travel events exploring locations across South America and Europe!

Each tour introduces team members to different cultures, histories, and traditions.  We suggest selecting tours that best represent the cultural diversity within your organization. You can even involve your team members by polling which topics excite them most!

Interactive Workshops

Interactive workshops are a great way to focus on cultural diversity and inclusion. Workshop topics can include overcoming unconscious bias, fostering inclusive communication, or exploring cultural differences in decision-making. 

Furthermore, interactive workshops guide employees in learning new skills and approaches to multicultural relationships. As a result, teams can increase collaboration and communication skills.

Implement a range of interactive workshops that best fit your team on this world cultural diversity day and beyond!

Reflecting and Building on the Celebration

Once the multicultural day of celebration is over, the workplace should continue to promote diversity and foster inclusion. Keep in mind, cultural diversity should not be celebrated to simply check a box. Instead, use World Day for Cultural Diversity as just one of many ongoing diversity and cultural awareness events throughout the workplace. 

Sharing Celebration Highlights

Be sure to document and share highlights from your World Day for Cultural Diversity celebration! For example, debrief with your team to highlight successes and acknowledge the hard work of employees who participated.

Plus, share highlights internally for all employees to see and externally for clients and followers to enjoy. We suggest utilizing company newsletters, social media, or internal communication channels!

Continuing the Conversation

Don’t let the celebrations stop after the cultural diversity day. It is import to maintain a focus on cultural diversity beyond the calendar date of May 21st.

Incorporate cultural diversity topics into regular team meetings, training sessions, or employee resource group activities. In addition, continue collaborating with Unexpected Virtual Tours for ongoing diversity and inclusion initiatives!

For an easy place to start, check out our DEI team building calendar for an easy, year-round guide of holidays to celebrate. Additionally, tap into specific resources like virtual Black history month ideas for corporate and remote teams .

Always look to new and improved ways to celebrate and highlight the diversity of your team members and all that they bring to your company. By doing so, you’ll create a company culture committed to diversity and inclusion, and a team that feels respected and celebrated for who they are.

Make it an Event: Book Virtual DEI Events with Unexpected Virtual Tours

World Day for Cultural Diversity is a fantastic way to observe all of the cultures present amongst your team! Celebrate the cultural diversity day with fun and engaging activities such as storytelling sessions, virtual cultural tours, interactive workshops, and more.

Not only will the celebrations encourage team bonding, you will also increase team creativity, employee engagement, and even productivity. To gain these skills and more, check out Unexpected Virtual Tours ‘ team building and group activities!

Unexpected Virtual Tours will take your team to new places, expand your knowledge, and instill fun along the way! Our virtual team experiences include diversity and inclusion topics that keep everyone engaged, learning, and connecting together.

To learn more, browse our  virtual team building experiences and book a team activity on your calendar today!

Why Virtual Team Building and DEI training?

Virtual team building, if it's done right, can help build and retain your remote work culture.

Find radically creative virtual team building options here.

Or, read below for free resources and tips to support your team.

We have hosted over 20,000+ thrilled guests on our Unexpected Virtual Tours and Training!

Comments are closed.

Virtual team building with on-location guides and delish foodie gift boxes

Get More Tips on Virtual Team Building and DEI Training:

Also try . . ..

Unexpected Gifts 

© 2024 Unexpected Virtual Tours. All Rights Reserved. Waiver & Release | Terms & Conditions | Privacy Policy

• Unexpected Virtual Tours and Training | Virtual Team Building
• Virtual Team Building Options
• Custom and Unique Virtual Events
• Virtual Field Trips
• Free Team Building Resources

• Speaking Internationally →

Understanding Cultural Differences in Public Speaking

Ever felt lost in translation while delivering a speech to an international audience? This happens when we overlook the role of cultural nuances in public speaking. From body language, gestures to addressing local beliefs, understanding these can unveil new dimensions in your communication style and make you more relatable.

Get ready as we delve into effective strategies that transform your speeches from monologues into engaging conversations! Let’s embark on this journey together!

Key Takeaways

• Cultural differences in public speaking impact communication styles , nonverbal cues, and values/beliefs, requiring speakers to adapt their approach for effective engagement.
• Understanding diverse cultural communication styles is crucial for avoiding confusion or offense and building connections with international audiences .
• Nonverbal cues such as eye contact, gestures, and facial expressions vary among cultures and must be interpreted within specific cultural contexts for successful cross-cultural communication.
• Cultural values and beliefs significantly influence public speaking, shaping language use, nonverbal cues, tonal variations, and body language. Ignoring these differences can result in miscommunication or unintentional offense.
• Common cultural misunderstandings can hinder effective public speaking by impacting emotional expression, conflict resolution approaches, or personal information sharing. Speakers should be aware of these potential challenges to connect with their audience successfully.
• Strategies for adapting to cultural differences include developing cultural sensitivity skills, overcoming language barriers through translation services, and respecting cultural norms/taboo topics during speech preparation.
• Researching the cultural context of a foreign country helps speakers tailor their messages to resonate with diverse audiences while adapting to local customs/traditions. This enhances rapport building and avoids unintended misunderstandings or offense during presentations.

Importance of Understanding Cultural Differences in Public Speaking

Understanding cultural differences in public speaking is essential for effective communication and audience engagement. Cultural communication styles, nonverbal cues, values, and beliefs can greatly impact how a message is received, making it crucial to adapt and tailor one’s approach accordingly.

Cultural communication styles and their impact

Diving into the world of public speaking, it’s a given that your audience won’t always share the same cultural background as you. This makes understanding different cultural communication styles an invaluable asset in your toolkit.

Why so? Let’s get into it. Cultural differences wield notable influence on how people communicate — from the tone and volume to the speed of speech; all these factors are shaped by culture.

In a multicultural environment, this can either make or break your presentation. Misjudging a listener’s cultural communication style means risking confusing or even offending them, thereby creating barriers rather than bridges between you and your audience.

On the flip side, being able to navigate these diverse communication styles allows for more effective engagement with international business partners or at global conferences, further solidifying your position as an inexorable force in public speaking.

So whether it’s mastering social norms or grappling with language nuances, successful adaptation to various cultural communication styles paves the way for engaging speeches and lively discussions across borders.

Nonverbal communication in different cultures

Cracking the code of nonverbal communication across different cultures is crucial for public speakers. It’s not just about what you say, but how your body broadcasts unspoken signals that can either amplify your message or generate a cultural faux pas.

Across different societies worldwide, people interpret actions in social situations differently, making nonverbal cues fundamental components of intercultural communication.

Eye contact and gestures are two aspects of body language that vary significantly among cultures. In some places, steady eye contact indicates trustworthiness and openness while in others it may be seen as aggression or disrespect.

Understanding the significance behind these variations could mean the difference between sealing a deal or causing unintended offense during a presentation.

Facial expressions too, often regarded as universal forms of communication, can stir up confusion if not appropriately interpreted within cultural contexts. A smile might convey warmth and friendliness to one group but might signify embarrassment to another.

Good public speaking isn’t just mastering speech; it involves becoming fluent in the language of nonverbal cues around us—a recipe for successful cross-cultural communication! So next time you step on an international stage with your well-practiced speech remember – it’s not all about words; Interpreting and delivering effective nonverbal cues rooted deeply in cultural norms is equally integral.

Cultural values and beliefs and their impact

Diving into the rich tapestry of cultural values and beliefs illuminates their significant impact on public speaking. Culture is like an invisible hand, subtly guiding our communication styles.

It shapes not just language but also nonverbal cues, tonal variations, body language, and so much more. For example, in some cultures maintaining eye contact while delivering a speech denotes trust and confidence while in others it’s seen as disrespectful or aggressive.

Ignoring this aspect can lead to unintended miscommunication or even offend your audience unintentionally. As speakers venturing across diverse cultures – understanding these differences is essential because what might be persuasive in one culture could fall flat in another due to contrasting cultural norms and beliefs.

Furthermore, deep knowledge about the audience’s values results in speeches that are sincere and respectful – two key elements of ethical communication that resonate with multicultural audiences globally.

Cultural intelligence amplifies your competence as a speaker by fostering genuine connections based on crosscultural understanding – making every word count for you and your listeners.

Common cultural misunderstandings

Cultural misunderstandings can be a significant barrier in public speaking, affecting both the speaker and the audience. These misunderstandings often arise from differences in expressing emotions, conflicts, or personal information.

For example, what may be considered appropriate humor in one culture might be seen as offensive in another. Likewise, the level of directness or indirectness in communication varies among cultures and can impact how messages are received.

Understanding these common cultural misunderstandings is crucial for public speakers to effectively connect with their audience and avoid unintended negative reactions during presentations.

Strategies for Adapting to Cultural Differences in Public Speaking

Cultural sensitivity.

Cultural sensitivity is a crucial skill for public speakers when it comes to understanding and managing cultural differences. It involves recognizing and appreciating the diverse backgrounds and experiences of individuals, promoting empathy and understanding.

Cultural sensitivity goes beyond surface-level observations, requiring an effort to understand hidden aspects of culture. It’s important not to assign values or judgments to cultural differences but instead recognize them as equally valid.

By developing skills in cultural sensitivity, public speakers can improve their cross-cultural communication and effectively connect with diverse audiences from different backgrounds. As our society becomes increasingly diverse, fostering cultural competence, sensitivity, and awareness is essential for creating inclusive spaces where every voice is heard.

Language barriers

Language barriers are a significant challenge when it comes to public speaking, especially in an international context. Speaking different languages can often lead to misunderstandings and gaps in communication, making it difficult to effectively convey your message.

This is particularly crucial for public speakers who want to connect with diverse audiences around the world. Translation services can be a valuable resource in overcoming language barriers, allowing you to bridge the gap and ensure that your message is understood by everyone.

By addressing language barriers head-on, you can enhance the quality and safety of communication during public speaking engagements while promoting collaboration and understanding among individuals from different cultural backgrounds.

Cultural norms and taboos

Understanding cultural norms and taboos is vital for public speakers when navigating different cultural contexts. Different cultures have their own set of expectations regarding appropriate behavior, language usage, and topics that are considered taboo.

It is important to be aware of these cultural nuances to avoid unintentionally offending or alienating your audience.

For example, what may be acceptable humor in one culture could be seen as disrespectful or offensive in another. Similarly, certain gestures or body language that convey a positive message in one culture might have negative connotations in another.

Being mindful of these differences allows you to adapt your communication style accordingly and ensure effective cross-cultural interaction.

In addition, understanding the cultural norms and taboos associated with public speaking can also help you tailor your content appropriately. By recognizing which topics are sensitive within a particular culture, you can avoid potential misunderstandings or controversies during your speech.

Research and Preparation for Public Speaking in a Foreign Country

Researching and preparing for public speaking in a foreign country involves understanding the cultural context, adapting to local customs and traditions, and ensuring language proficiency.

Understanding the cultural context

In today’s interconnected world, public speakers often find themselves addressing diverse audiences from various cultural backgrounds. To effectively connect with these audiences, it is crucial to understand the cultural context in which they operate.

This means recognizing and appreciating the beliefs, customs, values, and behaviors that shape their communication styles.

By understanding the cultural context, public speakers can adapt their messages to resonate with different cultures. For example, knowing that some cultures value indirect communication while others prefer directness can help speakers tailor their language and tone accordingly.

Additionally, being aware of nonverbal cues such as gestures or personal space preferences can ensure effective communication across cultures.

Researching and preparing for public speaking engagements in foreign countries also requires an understanding of the cultural context. Learning about local customs and traditions helps speakers navigate potential pitfalls or avoid unintentionally offending their audience.

Moreover, having a basic knowledge of the local language shows respect and enhances rapport building.

Adapting to local customs and traditions

Understanding and adapting to local customs and traditions is crucial for public speakers when delivering presentations in foreign countries. Every culture has its own set of norms, values, and practices that shape communication styles and expectations.

By familiarizing themselves with these cultural nuances, speakers can ensure that their message resonates with the audience and avoids any unintended misunderstandings or offense.

Researching the customs and traditions of a specific culture allows speakers to tailor their approach accordingly. For example, knowing whether it is appropriate to address elders first or observe certain gestures of respect can significantly impact how they are perceived by the audience.

Moreover, understanding local customs helps avoid taboos or sensitive topics that may inadvertently offend attendees.

Adapting to local customs also demonstrates respect for the host country’s culture, fostering a positive connection with the audience. It shows an appreciation for diversity and creates an inclusive environment where everyone feels valued and understood.

Language proficiency

Having strong language proficiency is essential when it comes to public speaking, especially in a foreign country. Being able to communicate effectively and confidently in the local language can greatly enhance your ability to connect with the audience and convey your message.

Not only does it show respect for the culture and its people, but it also demonstrates your dedication to understanding and embracing diversity. Moreover, having proficiency in different languages improves attitudes towards those who are different from us and allows for greater empathy towards cultural values.

So, whether you’re striving for distinguished English speaking skills or working on mastering another language altogether, investing time in developing your language proficiency will undoubtedly benefit you as a public speaker navigating cultural differences.

In conclusion, understanding and adapting to cultural differences in public speaking is essential for effective communication. By being culturally sensitive and aware, speakers can connect with their diverse audience on a deeper level, avoid misunderstandings, and deliver impactful speeches.

So embrace cultural diversity and enhance your public speaking skills to engage with people from different backgrounds successfully!

1. How do cultural differences impact public speaking?

Cultural differences can impact public speaking in various ways, including communication style, body language, and audience expectations. Different cultures may have different norms for eye contact, gestures, and vocal tone, which can influence how a speaker is perceived and understood.

2. What are some common challenges when speaking to an international audience?

When speaking to an international audience, common challenges may include language barriers, varying levels of English proficiency among listeners, differing cultural beliefs and values that shape understanding and interpretation of messages, as well as potential miscommunications or misunderstandings due to unfamiliarity with certain sayings or idioms.

3. How can speakers adapt their presentations for different cultures?

Speakers can adapt their presentations for different cultures by researching the target culture’s communication styles and preferences beforehand. This includes understanding appropriate use of nonverbal cues, using relatable examples that resonate with the specific cultural context while avoiding potentially sensitive topics or offensive content.

4. What strategies can help improve cross-cultural communication during public speaking?

To improve cross-cultural communication during public speaking engagements, it is important to be mindful of cultural diversity within the audience. Speakers should strive for clarity in speech delivery by enunciating words clearly and avoid using jargon or technical terms that might not be easily understood outside of one’s own culture. Additionally addressing questions from the audience respectfully helps create a more inclusive environment where all participants feel valued regardless of their background knowledge on given topic being discussed

• Bipolar Disorder
• Therapy Center
• When To See a Therapist
• Types of Therapy
• Best Online Therapy
• Best Couples Therapy
• Best Family Therapy
• Managing Stress
• Sleep and Dreaming
• Understanding Emotions
• Self-Improvement
• Healthy Relationships
• Student Resources
• Personality Types
• Verywell Mind Insights
• 2023 Verywell Mind 25
• Mental Health in the Classroom
• Editorial Process
• Meet Our Review Board
• Crisis Support

Understanding Cultural Relativism and Its Importance

Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Akeem Marsh, MD, is a board-certified child, adolescent, and adult psychiatrist who has dedicated his career to working with medically underserved communities.

Bartosz Hadyniak/E+/Getty

Beliefs of Cultural Relativism

• Limitations
• In Mental Health

Cultural Relativism vs. Ethnocentrism

• How to Promote

Cultural relativism suggests that ethics, morals, values, norms, beliefs, and behaviors must be understood within the context of the culture from which they arise. It means that all cultures have their own beliefs and that there is no universal or absolute standard to judge those cultural norms. 

"Cultural relativism leads us to accept that cultures are foundationally different, with differing social and ethical norms. This includes understanding that a person’s place of birth, including where or how a patient was raised during their formative years, is the basis of a person’s approach to the world and emotional self," says Anu Raj, PsyD , a clinical psychologist at New York Institute of Technology.

Advocates of cultural relativism suggest that one culture's values, beliefs, and norms should not be judged through the lens of another culture.

It is the opposite of ethnocentrism, which involves judging or understanding cultural beliefs from the perspective of your own. Instead, cultural relativism suggests that observers and researchers should focus on describing those practices without attempting to impose their own biases and judgments upon them.

History of Cultural Relativism

The concept of cultural relativism was introduced by anthropologist Franz Boas in 1887. While he did not coin the term, it later became widely used by his students to describe his anthropological perspective and theories.

Cultural relativism suggests that:

• Different societies have their own moral codes and practices.
• Norms, beliefs, and values must be judged and understood from the context of the culture where they originate.
• No culture is objectively better than others; cultures and their customs and beliefs are not objectively superior or inferior to any other culture.
• Practices and behaviors considered acceptable or unacceptable vary from one culture to the next.
• Cultural relativism aims to help promote acceptance, tolerance, and an appreciation for diverse cultural beliefs and practices.
• No universal ethical or moral truths apply to all people in all situations.
• What is considered right and wrong is determined by society’s moral codes.
• Researchers and observers should strive to observe behavior rather than pass judgments on it based on their own cultural perspective.

Different Types of Cultural Relativism

There are two distinct types of cultural relativism: absolute cultural relativism and critical cultural relativism.

Absolute Cultural Relativism

According to this perspective, outsiders should not question or judge cultural events. Essentially, this point of view proposes that outsiders should not criticize or question the cultural practices of other societies, no matter what they might involve.

Critical Cultural Relativism

Critical cultural relativism suggests that practices should be evaluated in terms of how and why they are adopted. This perspective suggests that cultural practices can be evaluated and understood by looking at factors such as the historical context and social influences.

It also recognizes that all societies experience inequalities and power dynamics that influence how and why certain beliefs are adopted and who adopts them.

Strengths of Cultural Relativism

Cultural relativism has a number of benefits that can help people gain greater insight into different cultures. This perspective can help:

• Promote cultural understanding : Because cultural relativism encourages seeing cultures with an open mind, it can foster greater empathy , understanding, and respect for cultures different from ours. 
• Protect cultural respect and autonomy : Cultural relativism recognizes that no culture is superior to any other. Rather than attempting to change other cultures, this perspective encourages people to respect the autonomy and self-determinism of other cultures, which can play an important role in preserving the heritage and traditions of other cultures.
• Foster learning : By embracing cultural relativism, people from different backgrounds are able to communicate effectively and create an open dialogue to foster greater learning for other cultures of the world.

Cultural relativism can also be important in helping mental health professionals deliver culturally competent care to clients of different backgrounds.

"What’s considered “typical and normal versus pathological” depends on cultural norms. It varies between providers and patients; it impacts diagnosis, treatment, and prognosis," Raj explains.

When mental health professionals account for the differences in values, and attitudes towards and of marginalized people (including communities of color and LGBTQ+ communities), providers develop respect for individual patients. Consequently, patients are less likely to be misdiagnosed and more likely to continue treatment.

Limitations of Cultural Relativism

While cultural relativism has strengths, that does not mean it is without limitations.

Failure to Address Human Rights

This perspective has been criticized for failing to address universal rights. Some suggest that this approach may appear to condone cultural practices that constitute human rights violations. It can be challenging to practice non-judgment of other cultures while still protecting people’s right to live free from discrimination and oppression.

Cultural relativism may sometimes hamper progress by inhibiting the examination of practices, norms, and traditions that limit a society’s growth and progress.

Reducing Cultures to Stereotypes

Cultural relativism sometimes falls victim to the tendency to stereotype and simplify cultures. Rather than fully appreciating the full complexity and diversity that may exist within a culture, people may reduce it to a homogenous stereotype. This often prevents outsiders from seeing the many variations that may exist within a society and fully appreciating the way cultures evolve over time.

Individual Rights vs. Cultural Values

This perspective may sometimes lead observers to place a higher priority on a culture’s collective values while dismissing individual variations. This might involve, for example, avoiding criticism of cultures that punish political dissidents who voice opposition to cultural norms, and practices.

Examples of Cultural Relativism

In reality, people make cultural judgments all the time. If you've ever eaten food from another culture and described it as 'gross' or learned about a specific cultural practice and called it 'weird,' you've made a judgment about that culture based on the norms of your own. Because you don't eat those foods or engage in those practices in your culture, you are making culture-biased value judgments.

Cultural differences can affect a wide range of behaviors, including healthcare decisions. For example, research has found that while people from Western cultures prefer to be fully informed in order to make autonomous healthcare conditions, individuals from other cultures prefer varying degrees of truth-telling from medical providers.

An example of using cultural relativism in these cases would be describing the food practices of a different culture and learning more about why certain foods and dishes are important in those societies. Another example would be learning more about different cultural practices and exploring how they originated and the purpose they serve rather than evaluating them from your own cultural background. 

In medical settings, healthcare practitioners must balance the interests and autonomy of their patients with respect and tolerance for multicultural values.

Cultural Relativism in Mental Health

Cultural relativism can also play an important role in the practice and application of mental health. "An individual’s perception of mental health, including stigma, is often influenced by their cultural identity and social values," explains Raj.

People who experience cultural discrimination are also more likely to experience higher stress levels, which can seriously affect mental health. Research has shown that perceived discrimination increases psychological distress and predicts symptoms of anxiety and depression. It also contributes to worse physical health, including a higher risk for heart disease, diabetes, cancer, and stroke.

Therapists must strive to understand people from different backgrounds to provide culturally competent care. "Through the lens of cultural competency, providers can educate themselves and elevate the plethora of coping mechanisms that a patient already might possess," says Raj. 

Cultural relativism and ethnocentrism are two contrasting perspectives that can be used to evaluate and understand other cultures.

Ethnocentrism involves judging other cultures based on the standards and values of one's own culture, often leading to a biased or prejudiced perspective .

Where cultural relativism suggests that all cultures are equally valid, ethnocentrism involves seeing your own culture as superior or more correct than others.

Cultural relativism emphasizes the importance of diversity and recognizes that values, beliefs, and behaviors can vary across societies. This can be contrasted with ethnocentrism, which promotes the idea that your own culture is the norm or benchmark against which others should be evaluated. This can limit understanding and decrease tolerance for people of different backgrounds. 

How Do You Promote Cultural Relativism?

There are a number of strategies that can help promote cultural relativism. This can be particularly important for mental health professionals and other healthcare practitioners. 

"Therapists must be able to view the world through the eyes of their patients. Most importantly, culturally competent therapists understand their patient’s behavior through the cultural framework in which they live," Raj says.

Promoting cultural relativism involves adopting an open-minded and respectful approach toward other cultures. Some things you can do to foster greater cultural relativism:

• Embrace cultural diversity : Strive to appreciate other cultures, including their unique values, traditions, and perspectives. Remember that diversity enriches our lives, experiences, and world knowledge.
• Learn more about other cultures : Take the time to explore cultures other than your own, including histories, traditions, and beliefs. Resources that can help include books, documentaries, and online resources.
• Practice empathy : Seek to understand others by imagining things from their perspective. Try to understand their experiences, challenges, and aspirations. Cultivate empathy and respect for the differences between people and cultures.
• Seek diversity : Make an active effort to spend more time with people from different walks of life. Talk to people from diverse backgrounds and approach these discussions with an open mind and a desire to learn. Be willing to share your own perspectives and experiences without trying to change others or impose your beliefs on them.
• Challenge biases : Try to become more aware of how your unconscious biases might shape your perceptions and interactions with others. Practicing cultural relativism is an ongoing process. It takes time, open-mindedness , and a willingness to reflect on your biases.

Promoting Cultural Relativism Among Mental Health Professionals

How can therapists apply cultural relativism to ensure they understand other cultural perspectives and avoid unintentional biases in therapy?   

A 2019 study found that the ideal training for therapists included graduate coursework in diversity, supervised clinical experiences working with diverse populations, experiential activities, didactic training, and cultural immersion when possible.

Avoiding Bias in Therapy

Raj suggests that there are important questions that professionals should ask themselves, including:

• How do I identify?
• How does my patient identify? 
• What prejudices or biases am I holding? 
•  Are there biases or stereotypes I hold based on my own upbringing and culture? 

She also suggests that therapists should always be willing to ask about client involvement in treatment planning. She recommends asking questions such as: 

• What approaches have been successful or failed in the past? 
• How does the patient perceive their ailment? 
• What were the results of the patient’s previous coping mechanisms? 
• How does the patient’s culture drive their behavior, coping skills, and outcomes?

By making clients an active part of their treatment and taking steps to understand their background better, therapists can utilize cultural relativism to deliver more sensitive, informed care.

The New Republic. Pioneers of cultural relativism )

Kanarek J. Critiquing cultural relativism . The Intellectual Standard. 2013;2(2):1.

Rosenberg AR, Starks H, Unguru Y, Feudtner C, Diekema D. Truth telling in the setting of cultural differences and incurable pediatric illness: A review . JAMA Pediatr . 2017;171(11):1113-1119. doi:10.1001/jamapediatrics.2017.2568

Williams DR, Lawrence JA, Davis BA, Vu C. Understanding how discrimination can affect health . Health Serv Res . 2019;54 Suppl 2(Suppl 2):1374-1388. doi:10.1111/1475-6773.13222

Benuto LT, Singer J, Newlands RT, Casas JB. Training culturally competent psychologists: Where are we and where do we need to go ? Training and Education in Professional Psychology . 2019;13(1):56-63. doi:10.1037/tep0000214

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Greater Good Science Center • Magazine • In Action • In Education

Education Articles & More

Five ways to celebrate your students’ cultures, developing cultural competence can help teachers create more trusting relationships with students and a more positive learning environment..

Effective teachers cultivate positive relationships with students every day, no matter if the classroom is physical or virtual. They foster emotional connections among students, and help them to feel a sense of belonging and purpose. 

This is not a small task. In fact, it is possibly one of the most difficult but important things an educator can do. According to the latest research in developmental science , relationships between and among children and adults are “a primary process through which biological and contextual factors influence and mutually reinforce each other.”

This means that when children experience positive relationships, they are not only creating the pathways for lifelong learning, adaptation, and integration of social, emotional, and cognitive skills, but also making qualitative changes to their genetic makeup. In other words, children’s brains change in response to their life experiences, relationships, and the environments they encounter from birth into adulthood. 

Positive relationships also foster resilience, and reduce the impact that negative factors—such as adverse childhood experiences (ACE)—may have on children’s healthy development. Researchers from the Center on the Developing Child at Harvard University suggest that these positive experiences, along with support from adults and the development of adaptive skills, can counterbalance the lifelong consequences of adversity. 

Unfortunately, differences in social and cultural backgrounds can make it harder for students to trust teachers. For instance, Black, Indigenous, and People of Color (BIPOC) students and their families may have a hard time trusting their white teachers, given America’s history and current reality of institutionalized racism. At the same time, white teachers may not be inclined to trust their BIPOC students due to their own bias and learned beliefs. This trust gap may hinder their ability to establish meaningful relationships, and can affect students’ academic success.

While an increasing number of schools are adopting social-emotional learning (SEL) programs and practices to create positive learning environments, many fail to incorporate cultural competence as an essential building block to foster these trusting relationships. However, educators still need to gain awareness of their own cultural identity, consider their biases, and how they use their power and privilege with students. Cultural competence also means that educators develop their ability to learn about and build on the varying cultural and community assets of students and their families.   In my new book, Teaching with the HEART in Mind: A Complete Educator’s Guide to Social Emotional Learning , I discuss why educators need to build their cultural competence in order to nurture positive relationships—and how they can ensure that students feel respected, seen, and affirmed. At the root of developing a culturally responsive classroom lies the belief that students’ diverse cultural practices and ethnic backgrounds are assets in the learning process, that should be celebrated and incorporated into academic content and pedagogy. “Culture is central to student learning,” writes education consultant Zaretta Hammond. “Cultural practices shape students’ thinking processes, which serve as tools for learning in and outside of school.” Therefore, students’ languages, cultures, and life experiences should be acknowledged as meaningful sources for learning and understanding.

Considering that almost 80% of teachers in public schools are white, while almost half of public elementary and secondary school students are people of color, it is essential that educators create a space where students can bring the pride they feel for their race and ethnicity, and develop an appreciation for diverse racial and ethnic identities. This will support BIPOC students to succeed in school as individuals—and it can help plant the seeds for a more equitable and just world. Here are five strategies for developing cultural competence in the classroom, adapted from my book.

1. Develop an awareness of your own racial and cultural identity

This entails identifying the historical roots of your identity, as well as beliefs, values, the way culture has influenced your life, and the things that motivate and matter to you. It also involves considering implicit biases, and the privileges and disadvantages afforded to you based on your race or ethnicity. This process is especially important for white educators, since research suggests people of color will commonly begin developing their racial identity before white people. According to author and University of Georgia professor Dr. Anneliese Singh, developing a positive racial identity entails cultivating nonjudgmental curiosity—questioning old ideas and remaining open to new ones. 

Once educators engage in this process of developing their racial and cultural identity, they can consider their internalized perceptions toward other racial and ethnic groups and decide to challenge or maintain these perceptions. As educators intentionally engage in developing their own racial identity, they will be better equipped to support students in doing the same.

2. Learn about each student and incorporate this knowledge into classroom instruction

The quality of teacher-student relationships has been repeatedly linked with students’ academic, social, and emotional outcomes. These relationships can be established when educators take the time to know their students individually; learning about students’ historical roots, ethnic group, home language, religion, or immigration story can provide teachers with valuable information. Even if students identify with a single racial or ethnic group, educators shouldn’t make assumptions about their values or beliefs, since there is great variability within communities. Getting to know students individually, while learning about the history and culture of their identities, sets up the foundation to establish meaningful relationships with students. 

Once educators have learned about the varying racial and cultural assets of students, they can try to connect academic instruction with students’ prior knowledge and experiences. Teachers can spark students’ motivation for learning by contextualizing the content and making it relevant to students’ lives. When students are able to bring what they already know into their classrooms, deeper connections can be made with new academic content. 

3. Promote an inclusive and equitable classroom that proactively works to counter bias

In order for classrooms to be inclusive and equitable, educators need to understand the larger sociopolitical context that shapes individual experiences. Many BIPOC, LGTBQ+, or neurodiverse students, and those coming from low-income backgrounds, experience insults and denigrating messages in and outside of school on a regular basis. When students have to face hostile environments, they use most of their cognitive and emotional skills for dealing with these challenges rather than for learning.

When safe and supportive environments are created, and students’ unique traits and life experiences are acknowledged, celebrated, and used to enrich the learning environment, students are more likely to feel a sense of belonging and be able to engage with the classroom content in meaningful ways.

This takes work. It requires a commitment to proactively dismantle racism and discrimination, and intentionally work to counteract and reverse implicit bias. 

4. Get to know students’ families and invite them to the classroom

Parents also experience emotions about their children’s school and teachers. They may fear their child is being mistreated or bullied, or they may distrust a teacher whose culture is not the same as theirs. They may question a teacher’s suitability because the classroom doesn’t look like the classroom they attended when they were kids. Whatever their feelings toward teachers or the school, educators should remember that parents’ emotions are real and valid. They may not agree with them, but understanding these feelings will help educators to connect with these families.

Educators can invite parents to participate in virtual or physical classrooms. This can take the shape of a family potluck, a getting-to-know-you back-to-school night, home visits, or phone calls to celebrate students’ accomplishments. The goal of these interactions is for educators to develop important connections with families: to learn about their beliefs, hopes, and dreams and to learn how they perceive their role in supporting their children’s education.

Elena Aguilar, author and founder of Bright Morning Consulting, encourages teachers to let families know that they want to learn about their individual cultures, acknowledging the differences that exist. Many immigrant parents worry that their home culture will be forgotten when kids go to school. For parents, it can be a big relief knowing that their child’s teacher wants to learn about their culture. Inviting parents into the classroom is also a great way to celebrate and share students’ cultures. 

5. Learn about the community

This is an extension of knowing students and their families. Walking around a neighborhood and understanding the community’s assets—the food, music, traditions, or history of the neighborhood—as well as some of the issues they face can provide educators with important data to connect with students and inform teaching practices.

• How does the community celebrate special holidays?
• How has the neighborhood changed in the last decade?
• Are some of the parents facing unemployment or housing challenges?
• How is that affecting the student population that the school serves?

Educators can approach this process with curiosity and without judgment, searching for insights that can help them better serve students. As educators engage in this process, their immediate reactions to the neighborhood can provide valuable data to examine and counter their own biases. If educators notice they only see the deficits in the community, while having a difficult time seeing the assets, that can be an indicator that additional exploration and reflection is needed. As Hammond says, “You need to put yourself in a place where you are not the majority.”   Teachers can shape children’s growth and development in constructive ways through the power of relationships. They can make a positive impact in a child’s life by first developing their cultural competence and considering their learned beliefs and implicit biases, and then by recognizing the assets and greatness in their students and families, with the ultimate goal of creating emotional bonds, celebrating a sense of shared humanity, and nurturing trusting and meaningful relationships.

About the Author

Lorea Martínez

Lorea Martínez, Ph.D. , is the award-winning founder of HEART in Mind Consulting, a company dedicated to helping schools and organizations integrate social-emotional learning (SEL) in their practices, products, and learning communities. An educator who has worked with children and adults internationally, Dr. Martínez is a faculty member at Columbia University Teachers College, educating aspiring principals in Emotional Intelligence.

You May Also Enjoy

This article — and everything on this site — is funded by readers like you.

Become a subscribing member today. Help us continue to bring “the science of a meaningful life” to you and to millions around the globe.

• Social Sciences

Culture Diversity: How To Respect & Celebrate Differences

12 Sep 2022

Format: APA

Academic level: High School

Paper type: Essay (Any Type)

Words: 1135

Downloads: 0

The Navajo nation has preserved its traditional cultural practices over the ages. The nation has as such remained not fully assimilated into the modern culture which is characterized by modern education, teachings, and way of life. Those who are educated in the community find it a challenge to blend Navajo and modern philosophies in doing their work. The Navajo maintain their traditions through oral stories and traditional religion, aspects which describe their culture (Eagleton, 2013) . They still observe traditional rites of passage and believe in traditional medicine and witchcraft. Elite members of the community are encouraged to go back after their education and live in the community so as to preserve cohesiveness and the traditionally conservative nature of the nation. Their professions and careers represent the blending of the contemporary world and traditional Navajo life. They also influence Navajo life, a practice which occurs via the doorway of the Navajo nation. The Navajo medicine men and women are the custodians of the traditional faith, the wisdom and the philosophy of life in the nation (Eagleton, 2013) . Educators encourage children to go after modern education and knowledge. 

The Navajo have been through years of struggle, years of turmoil and years of change, from the traditional to the modern ways of living and knowledge. As the time passes through, compelling challenges, both old and new, keep arising on the Navajo reservation and the communities in it. Issues that constantly bog the mind of Navajo leaders include obesity, the crime rate, environmental exploitation, alcoholism and the mining of uranium, among others. One of the issues these leaders overlook is the education in schools on the reservation. Many Navajo people are aware of the modern ways of life yet still hold on to their traditional practices. Unlike the modern growth stages of adolescence and adulthood among others, the Navajo hold their rites of passage which qualify one into adulthood or some other stage, with the responsibilities thereof. The Navajo faith rides on the language as well (Tara, 2015) . Each of their different deities has a name and the people pray together to these gods. The medicine men and women place responsibilities on the young.The Navajo philosophy and religion survives on the parents’ teaching of the rituals, the language, the philosophy, and the stories. The Navajo have many traditional practitioners on the reservation. The place of gender is well specified among the people. Certain roles are ascribed to each gender and women especially are not traditionally allowed to hold leadership positions. The traditional faith drives all aspects of life and is firmly embeddedin the peoples’ minds, hearts, and souls (Eagleton, 2013) . Life is taken as full of evil and bad, and the people are encouraged to ward off the bad and think positively. This faith is very unlike modern faith which is diverse. 

Delegate your assignment to our experts and they will do the rest.

It has been argued that the object of education is to horn the young with skills and knowledge to educate themselves further throughout their lives. The truth of this is, however,relative to the schools on the Navajo reservation. Students attending schools in the reservation are not receiving the kind of education that they should receive. This is because the schools have limited resources and a lack of qualified and certified teachers (Pack, 2011) . There is also alack of parental awareness and student desire to attend school. This situation may be attributed in part to the Navajo culture which recognizes traditional rather than contemporary education. All involved parties and stakeholders should work hard to resolve this issue. 

In laying the foundation and the backbone of the Navajo Nation, 242 schools had been constructed on the Navajo reservation, which covers an area of about 25000 square miles, which is a vast geographical expanse. This was a significant improvement, given the high population of school age children. The real problem, however, lies in what occurs in the schools themselves. The schools have no clubs for the students to join, have an inadequacy of textbooks and other reading materials, and offer no college classes. The schools are not able to give as much to the available students. They are isolated, low income, run down and unknown, and as such open the eyes of any observer to the reality of education on the reservation. Navajo culture does not prioritize contemporary education and this is the partial cause of underdevelopment in the schools (Pack, 2011) . Finances to replace dusty chalkboards, damaged and old books and old buses are not provided. It is hard to get to school in Navajo especially when gas prices are raised or when it snows or rains. Schools are not a priority and, therefore, it is hard to get to school at that time. Children go to school without books because they do not have them, attend classes irregularly, skip practice and miss school because of one reason or the other. Modern education is not developed, and the people value their traditions more. 

Getting up early to go to school is one thing, but receiving parental confidence and support is another. The parents who should be the ones that children look up to are not available to play that role which is important in modern education. Most parents are not educated themselves and fight for the Navajo culture. The behavior of children reflects cultural and parental influences as well as the child’s developing values and beliefs. Children grow up and adopt the same mannerisms they observed with others in their growth, acting as they had been raised to act culturally, socially and in all aspects of life. Many parents on the Navajo reservation only have the basic education (Eagleton, 2013) . A higher education is not a priority and therefore only kindergarten through high school education is emphasized. A young child who is easily manipulated therefore believes that it is okay not to acquire a higher education because their parents as well did not obtain it. Parents do not emphasize the importance of higher education and expect less than what is neededfrom their children. A study of parental expectationon their school going children, done at Montezuma Creek all parents said that they expected ‘a good job’ from their children. This research revealed that the reason for the schooling of children was to acquire a secure survival or to receive a good job. An educator at Red Mesa Elementary stated that the parents have a low self-esteem, with the situation being worse among parents who did not go school. They are not involved in the education of their children andtherefore, there are many cases of early pregnancies, school dropouts and drug abuse (Tara, 2015) . This is unlike the modern approved practice of unlimited parental support in children’s life and education, which is helpful in assisting these children pursue their career and dreams for a stable life. 

It has therefore become a question of whether or not to attend school, a situation which has caused many dropouts and low graduation rates. Of the overall population of American Indians living on reservations, only a quarter of them has graduated from high school. This is to say that the number is even less when you consider the Navajo reservation on itself. Students in Navajo have no regard for modern education but instead, value the traditional values and teachings of their community. Students have no desire to be in school to learn becausethe school environment is not one for learning, but one for wasting time. They prefer their traditional education over modern practices in education (Pack, 2011) . 

Eagleton, T. (2013). The Idea of Culture. Malden: Blackwell Publishing. 

Pack, S. (2011). From Either/Or to Both/And: Between The Traditional and The Modern. Journal of Indigenous Research, 1 (2). 

Tara. (2015, November 17). Navajo Indian Culture and Traditions . Retrieved March 23, 2016, from Navajo Indian: http://www.navajoindian.net/navajo-culture-and-traditions/ 

• Social Work: Definition, History, and Importance
• Malcolm X by Spike Lee - The Best Movies of 2021

Select style:

StudyBounty. (2023, September 17). Culture Diversity: How To Respect & Celebrate Differences . https://studybounty.com/culture-diversity-how-to-respect-and-celebrate-differences-essay

Hire an expert to write you a 100% unique paper aligned to your needs.

Related essays

We post free essay examples for college on a regular basis. Stay in the know!

Group Facilitation: Engagement and Authority

Micro client system, food policy and habits, culture, ethnocentrism, and cultural relativism.

Words: 1321

Client Population and Problem Addressed by the Program

Words: 1367

Community Observation: How to Get Started

Words: 1513

Running out of time ?

Entrust your assignment to proficient writers and receive TOP-quality paper before the deadline is over.