How to Make Your Business a Multicultural Success

http://www.entrepreneur.com/blog/219707

Cultural Competence: A Journey or a Destination?

What is cultural competence?  Is it something that you have or can obtain (a destination) or is it a life time journey of learning and change at the personal, interpersonal, institutional and cultural levels?  Does cultural competence only apply to race or does it encompass other differences such as gender, class, disabilities, sexual orientation and religion?  Are there certain individuals or professionals who are more apt to have cultural competence based on their group identities, disciplines or other factors or is cultural competence something that is accessible to all?  These are only a few of the questions that arise when one begins to investigate the notion of cultural competence and the varying perspectives related to this idea. 

In my work on myself and with individuals, organizations and communities, I have begun to understand cultural competence as a process which:

·         Is as much about learning about myself as it is about learning about “the other”

·         Is centered on relationship building across differences

·         Is about building trust across differences

·         Is as much about process (what I do and how I do it) as it is about content (knowledge)

·         Contains a power and privilege analysis

·         Acknowledges the complexities of the interconnectedness of people’s identities

·         Looks at issues of oppression and change at the personal, interpersonal, institutional and cultural levels

·         Incorporates a social justice framework to intentionally look at inequities and inequalities and how systems continue to advantage some groups at the expense of others

·         Has individuals, communities and organizations reframing questions and seeking new, inclusive and equitable outcomes

As I reflect more on cultural competence, I realize that it begins with me.  It occurs to me that it is a mixture of a lifelong process of change, skill development, risk taking, curiosity, and questioning.  At times this process can be independent because of the work I need to do on myself.  It can also be dependent and life giving because of the work that I need to do with people who are like me and those who are different from me to build a community of support, challenge and accountability.  As a person of color, I am also aware that I can be further ahead on my journey toward cultural competence in some identity areas such as race and still have an enormous amount of work to do in areas related to gender/patriarchy, sexual orientation and other identity areas where I have more privilege and power.  And there are times when I am not sure if cultural competence is the appropriate term to describe this transformative journey toward equity, inclusiveness and social justice. 

Social justice educator and author Paul Kivel (www.paulkivel.com) provides us with this definition of cultural competence which I have found helpful, “Cultural competency is not something we have or don’t have. It is a process of learning about and becoming allies with people from other cultures, thereby broadening our own understanding and ability to participate in a multicultural process. The key element to becoming more culturally competent is respect for the ways that others live in and organize the world and an openness to learn from them.”

What are your thoughts about cultural competence?  What have you, your organization or your community done related to issues of cultural competence?  What is missing from my thoughts presented about cultural competence? What have been your success stories as they relate to cultural competence?  What is your biggest challenge as you work toward cultural competence? 

Dionardo Pizaña

Diversity and Personnel Specialist

Michigan State University Extension

PMS

Networks and relationships are extremely important in my work as a business development specialist in small communities.  To promote my program, workshops, and business coaching, I speak to Rotary Clubs and other civic and social groups to increase awareness and build a referral network.   I am a member of many such groups

Recently, at a local Rotary luncheon, a group of men were discussing an active social club to which they belong in my community.   Since the membership included bankers, city officials and other community leaders, I asked whether there were any women members of the club.  There was a lengthy silence, and the friendly, self-deprecating reply, “women have more sense than to join this club.” 

My well-intentioned question did not give offense, but did result in some rapid reflection from the men.  I did understand the answer to mean that my desired outcome of a deeper professional relationship would not result from pursuing this course.  Now, I have no reason to believe that my participation in the group would increase the success of business development in the community, but I do think discussions occur, initiatives are developed, and business relationships are formed and strengthened through the club.

A colleague of mine, John, has a mnemonic he uses when entering a group or gathering.  He looks to see whether the representation is “PMS,” Pale, Male, and Stale.  In other words, he stays aware that decision making groups may be over-representative of middle-aged Caucasian men.

We are most comfortable around those who are like us, however need to stay focused on striving to make sure that those affected by decisions are represented, and that we seek out diverse viewpoints.

Do you have a story to share about feeling excluded based on gender or other characteristic?   Please share your strategies for maintaining social ties while continuing to promote diversity, equity, and inclusion.

KEM

Major League Baseball's Strategic Approach to Diversity

http://blogs.hbr.org/cs/2010/10/major_league_baseballs_strateg.html

Welcome!

Welcome!  The Diversity, Equity and Inclusion Community of Practice is made up of higher education professionals with an interest  in working together to increase knowledge and resources in this topic area of eXtension.  Our site provides resources to help individuals and organizations cope with issues and find effective working methods.

In this blog we'll address specific situations and provide a window into our work.  We intend to address topics like:  the challenges we face, engaging underserved populations, and effective methods for respecting and encouraging diversity, equity and inclusion in all our communities and workplaces.

We encourage comments and your posts.  We envision this as being a place to describe your work and discuss situations and issues we all face.  Feel free to join the discussion and throw out questions for group discussion.

This first post discusses some work I have done with Amish produce growers in one Missouri town  .  Picture a Farmers' Market in a covered pavilion in a small city in Southwest Missouri.  You see tables piled with colorful displays of vegetables and fruits in bushel baskets. honey and jams, fresh meats, eggs, and baked goods.  In addition to pickup trucks, you see horses and buggies parked near the pavilion.  Crowds of non-Amish customers cluster around each table.

A year ago, this picture became a reality for a small southwest Missouri city.  Along with interested and engaged citizens, and with the support of city and county administrators, we formed a committee to start a Farmers' Market.  Our first steps was to organize and educate local produce growers to become our vendors.

My work is with small businesses, to provide assistance with management, finance, and marketing education and counseling.  My challenge was in providing this education to all our vendors in ways that were culturally acceptable and useful to them.

The Amish are a Christian religious denomination known for simple living, plain clothing, and typically, reluctance to adopt “modern” ways.  While the Amish in our area do not use electricity or drive cars, they do tolerate the use by others. 

One of the education programs I conducted was on effective marketing and display of products.  It was a PowerPoint presentation which included some video.  The use of this technology in the program was not a source of resistance.  The Amish participants were eager to learn the information.  The presentation addressed the use of brightly colored table coverings, baskets and containers to present the produce attractively for buyers.  I explained the rationale and while the information was understood, subsequent Amish displays were plain, like their clothing, and  the produce was displayed  in attractive groupings.

In addition to general information on displaying items within easy reach, I added examples of display methods that would appeal to non-Amish buyers, who would make up the bulk of Farmers' Market customers.  We discussed the customers desire to interact with vendors, to begin to get to know who grew the food they were about to buy.  Since Amish try to maintain some separation from the non-Amish world, this concept was explained in terms of the increased sales and profits that could be expected from exchanging small talk with customers.

To publicize the Market, we wrote weekly “Vendor Spotlight” articles, introducing a vendor and providing information on the history, products, and interesting stories about the vendors and their operations.  I typically included one or two photos of the vendors.  Those featured in the articles noticed a significant increase in sales following the articles.

However, the Amish in our area do not allow themselves to be photographed.  For their articles, I could photograph the products, displays, and buggies, but not the people.  The interviews were more challenging since providing personal information seemed uncomfortable.

One other challenge came during some of our events like “Opening Day”, “Independence Day”, and “Fall Festival”.  The events included children's activities and live music.  In discussing the plans with our Amish vendors, they indicated a preference for no music, however if it would draw additional customers and revenue, they would agree.

We are managing this relationship and market successfully.  At the end of the first year, we ended our season with a communal meal for all the vendors which made a cordial end to the season.

Do you have any comments on this post?  Any suggestions?  Please share a story or two involving diversity, equity or inclusion with us.

KEM