Review the resources listed below to prepare for this week’s assignment. Before reviewing these resources, read through the assignment instructions so you know what you will be expected to do with this material.
Storti, C. (2017). Cross-cultural dialogues (2nd ed.). Yarmouth, Me: Nicholas Brealey Publishing.
We all learn from experience. As we learn more, we can change and evolve as human beings. In this reading, you’ll receive five tips on how to develop your diversity competency, while being mindful of stereotyping, harming, or hurting others.
Vescio, T. K., Gervais, S. J., Heiphetz, L., & Bloodhart, B. (n.d.). The stereotypic behaviors of the powerful and their effect on the relatively powerless.
This article reviews power dynamics and how it impacts and relates to stereotyping and discrimination. The authors of this study find that stereotyping is an expected result of diversity; when people interact across differences, you will inevitably find stereotyping. Many of these are based on varying values and goals among groups connected to the power that they may hold.
Hyun, J., & Conant, D. (2019, April 25). 3 ways to improve your cultural fluency. Retrieved from https://hbr.org/2019/04/3-ways-to-improve-your-cultural-fluency
Cultural competency is critical for leadership. Studies show being culturally competent helps to build trust (across differences); it is linked to the financial success of organizations and helps to promote creativity. In this Harvard Business Review article, you will learn why cultural competency is essential, and you'll review ways to improve your cultural fluency.
Smith, C., & Turner, S. (2015). The radical transformation of diversity and inclusion: The millennial influence. Retrieved from https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-inclus-millennial-influence-120215.pdf
This study conducted by Deloitte University examines generational views on diversity and inclusion and its impact on the future of team/group dynamics. Millennials are the most diverse, digitally engaged, and socially minded group of professionals yet, and they are leading the way and affecting change in the workplace in meaningful ways.
Wang, H. (2018). Generation z is the most racially and ethnically diverse yet [Podcast]. Retrieved from https://www.npr.org/2018/11/15/668106376/generation-z-is-the-most-racially-and-ethnically-diverse-yet
It’s less about who is physically represented in the room, and it’s more about diversity of thought, experience, and working style. This is how diversity is shifting in the future. While millennials are diverse, nearly half of those in Generation Z (born after 1996) are from communities of color and pursuing college, and they have the broadest set of interests and experiences yet.
Wentling, R. M., & Palma-Rivas, N. (1997). Current status and future trends of diversity initiatives in the workplace: Diversity experts’ perspective. Retrieved from http://proxy1.ncu.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=11495281&site=eds-live
Understanding demographic diversity is only the beginning of the diversity conversation. Bringing different people to the table with different cultures, beliefs, and backgrounds is the start. This leads us to where, ultimately, we would like the diversity conversation to go: diversity of thought, ideas, and perspective. This study from the U.S. Department of Education highlights where we currently are with diversity in the workplace and where we would like to go in the future. The paper closes with recommendations for leaders and hiring managers. Pay close attention to pages 24-31 as they highlight some of the barriers for success and implications for the future.
Eliasson, O. (2016, Jan 18). Why art has the power to change the world. Retrieved from https://www.weforum.org/agenda/2016/01/why-art-has-the-power-to-change-the-world/
In this article, artist Olafur Eliasson talks about his experiences travelling across the globe, seeing the vast range of human diversity (e.g., differing perceptions, ideas, knowledge, and culture), and being moved by various forms of creative expression and how it led to a transformative experience.
Sambamurty, N. (2015, November 4). The incredible power of art to change the world. Retrieved from https://www.one.org/us/blog/the-incredible-power-of-art-to-change-the-world/
This blog discusses some forms of art that you've analyzed throughout this course (i.e., music, photography, film, etc.) and how these forms of creative expression have addressed and exposed some of the world's issues.
Tool: Interrupting microaggressions. (n.d.). Retrieved from https://academicaffairs.ucsc.edu/events/documents/Microaggressions_InterruptHO_2014_11_182v5.pdf
This resource guide is an excellent tool to print and keep with you for class, work, and personal use. It provides scenarios and language on how to navigate those scenarios as a culturally competent person.
Khan Academy. (2018, October 20). How to write a SMART goal [Video file]. Retrieved from https://www.khanacademy.org/partner-content/learnstorm-growth-mindset-activities-us/elementary-and-middle-school-activities/setting-goals/v/learnstorm-growth-mindset-how-to-write-a-smart-goal
Watch this short 3-minute video on how to write SMART goals and complete the two activities that follow: (1) Write your own smart goal, and (2) How can we supercharge our goals?
Nelson, J., & Harris, G. (2008). Report 2008: Looking back, moving forward. Retrieved from https://www.racialequitytools.org/resourcefiles/seattle.pdf
Review this report from Seattle which includes an overview of the plan, an assessment of its progress and plans for the future. This report is a great example of an action plan that includes goals and benchmarks.
Walsh, M. (2016). Economic inclusion + equity agenda. Retrieved from https://www.cityofboston.gov/pdfs/economicequityinclusionagenda.pdf
The city of Boston undertook a Social Justice Action Plan in order to close economic and opportunity gaps. In this report they state how their plan is a blueprint not just for social justice in Boston, but America as well.