Swagata Chakraborty

Assistant Professor, MAKAUT, WB

MJBPY2102: Introduction to Evolutionary and Contemporary Psychology

Module 4: Cultural and Diversity Issues in Psychology

Cultural Competency in Psychological Practice:

Culture

In 1951, Kluckhohn explained culture as sharing a pattern of thinking, feeling, reacting, and

problem-solving. Culture is a dynamic relational process of shared meanings that originate in

the interactions between individuals (Carpenter-Song, Schwallie, & Longhofer, 2007).

In 2010, Gregory and colleagues emphasized that culture must be considered in historical,

social, political, and economic contexts.

Betancourt (2004) defined culture as a pattern of learned beliefs, values, and Behaviour that

are shared within a group; it includes language, styles of communication, practices, customs,

and views on roles and relationships.

Edgar Schein (2010) described culture as "shared beliefs, values, and assumptions of a group

of people who learn from one another and teach to others that their behaviors, attitudes, and

perspectives are the correct ways to think, act, and feel." Psychologists argue that unfamiliar

culture negatively affects an individual's sensemaking mechanisms and determines their

behavioural responses. As a result, individuals cannot accurately perceive, interpret, explain,

and predict the Behaviour of people with different cultural backgrounds (s) (Muzychenko,

2008).

Cultural intelligence
Cultural intelligence is the ability to interpret the stranger's Behaviour the way the stranger's

compatriots would (Muzychenko 2008). For example, if employees don't feel as if their

manager understands or respects their culture, employees may find it hard to trust the leader

or work as a team.

Cultural Competence

Current research on cultural competence focuses on sensitivity to cross-cultural differences

and the ability to adapt to other cultural environments, or reflective awareness of cultural

influences on one's thoughts and behaviours. Muzychenko (2008) defined cultural

competence as the appropriateness and effectiveness of one's Behaviour in an alien cultural

environment. Wilson, Ward, and Fischer (2013) defined cultural competence as "the

acquisition and maintenance of culture-specific skills" for very practical reasons:

• function effectively within a new cultural context.

• interact effectively with people from different cultural backgrounds.

Williams (2001) defined cultural competence as "the ability of individuals and systems to

work or respond effectively across cultures in a way that acknowledges and respects the

culture of the person or organization being served"

Cultural competence is defined as the ability to work effectively with people from different

cultural backgrounds. Cultural competence is comprised of four components or aspects:

• a diplomatic mindset,

• agile cultural learning,

• reasoning about other cultures, and

• a disciplined approach to intercultural interactions.

competence is a set of skills and knowledge that can help you learn, reason, solve problems,

and interact comfortably when you’re working with people from different cultures. Cultural

competence can be improved through training, education, and experience.

In our increasingly connected world, it’s not surprising that we are encountering people from

all manner of backgrounds in our workplaces. Whether you are leading a diverse team to

develop a new product, treating patients from different walks of life, promoting stability in a

conflict zone, or teaching in a multicultural classroom, cultural competence is critical to your

success in the professional realm.

Need to develop Cultural Competence

Developing cultural competence helps us understand, communicate with, and effectively

interact with people across cultures. It gives us the ability to compare different cultures with

our own and better understand the differences. Unconsciously, we bring our own cultural

frame of interpretation to any situation. This is not to say that culture alone determines how

one interprets a situation. One's own unique history and personality also play an important

role.

Components of cultural competence:

Developing cross-cultural attitudes allows one to develop skills for better engaging with

people from all kinds of cultures. Cross-cultural skills are demonstrated through the ability to

communicate with respect; recognize others' values, accept knowledge, skills, and talents;

and tolerate, engage, and celebrate the success of others. Deardorff defined competence as

"the ability to communicate effectively and appropriately in intercultural situations based on

one's intercultural knowledge, skills, and attitudes". Deardorff's (2006) cross-cultural attitude
strategies have been adopted to help develop and enhance one's ability to practice effective

communication in intercultural situations:

• Practice openness by demonstrating acceptance of difference.

• Be flexible by demonstrating acceptance of ambiguity.

• Demonstrate humility through suspension of judgment and the ability to learn.

• Be sensitive to others by appreciating cultural differences.

• Show a spirit of adventure by showing curiosity and seeing opportunities in

different situations.

• Use a sense of humour through the ability to laugh at ourselves.

• Practice positive change or action by demonstrating a successful interaction with

the identified culture.

Domains of Cultural Competence:

The researchers identified four broad cultural competency domains that the experts used to

create successful cross-cultural relationships.

• Diplomatic Mindset: Diplomacy is the art of dealing with people thoughtfully and

effectively. Though it’s often talked about in connection with international

relationships, diplomacy, and tact can be applied to every interaction we have with

people from other cultures or social backgrounds. A diplomatic mindset starts with a

focus on what someone is trying to accomplish. And recognizing that someone needs

to work with diverse others to meet their goals. It means being aware of worldview

and realizing that the background shapes how things are seen. It helps to understand

how you are viewed by the person you are interacting with. It also helps you manage
 your attitudes toward the other person’s culture. Making it easier to find ways to get

the job done despite your differences.

• Cultural Learning: Professionals who successfully navigate cross-cultural

relationships actively learn cultural norms, language, and customs in an ongoing

fashion. There’s far too much to know about people and cultures to think that you can

read a book or take a class and be done with it. Rasmussen and Sieck found that cross-

cultural experts deliberately seek out the experiences and relationships that will

advance their cultural understanding rather than remaining fixed in their own narrow

experience. They were also sensitive to the limits and biases of their guides. Hence,

they’d consult and check a variety of sources such as web sites, books (even fiction),

local informants, and colleagues to get a full understanding of the range of views

within a culture. Cultural learning does not only take place in preparation for an

interaction, it continues afterward as well. The professionals would often seek

feedback from natives of their host country after an experience to find out what they

got wrong and what they could do better in the future.

• Cultural Reasoning: Cultural reasoning helps you make sense of cultural behaviours

that initially seem odd. Like a scientist with an unexpected result, treat puzzling

behaviours as opportunities to deepen your understanding of the culture. Dig in and

figure out why they do what they do. If you’re walking into a situation completely

fresh, with no context to draw from, all is not lost. Taking a moment to reflect on the

‘why’ likely leads you to discover a few possible alternatives. Maybe she was trying

to get a read on your values to gauge how well you’ll work together. Or, maybe he

was trying to get a rise out of you, to get a sense of how well you manage conflict. It
 may not be possible to figure out a person’s real motivation at the moment. But, with

practice, you’ll find that you can regularly take the point of view of diverse people

you’re working with. You can more readily consider their beliefs and desires at the

moment and use that perspective to work together more effectively. Once you

discover people’s beliefs and motives, you’re in a better position to spot the

differences that cause misunderstandings and conflict. And, you have your hands on

the levers to influence their perceptions and decisions if you need to.

• Intercultural Interaction: Showing you’ve taken the time to learn a custom or bit of

language goes a long way to build rapport with someone from a different culture. Yet,

it’s natural to feel awkward and uncertain, or even silly, and so avoid giving it a try.

Fortunately, there is a natural tendency for people to positively respond to someone’s

attempts to address language and cultural norms, regardless of their performance

level. For example, using a customary greeting in a person’s native tongue will be

seen positively even if it hits the limit of your language skills. The connection begins

in the attempt. Mastery happens over time. One trick the seasoned professionals use is

to plan their critical intercultural communications. This goes beyond rehearsing that

greeting to getting your nuanced talking points down before a difficult negotiation.

No matter how much you’ve planned, sometimes interactions go poorly. People from

other cultures sometimes want fundamentally different things than you. And, as is the

case within any group of people, sometimes they are just rude. Cross-cultural experts

draw on deep reserves of discipline to face these situations. They manage their

reactions and the impression they make, which often earns them greater respect in the

process.
Addressing Bias in Psychology

Prejudice is a complex and pervasive issue in our society that encompasses various forms of

bias and discriminatory beliefs. Stereotypes, often based on limited or distorted information,

are deeply ingrained societal beliefs about certain groups or individuals. They can shape our

perceptions, judgments, and behaviours, leading to biased attitudes and discriminatory

actions. Stereotypes fuel prejudice by reinforcing preconceived notions and perpetuating

social biases. Implicit bias, also known as unconscious bias, refers to the unconscious

preferences or prejudices we hold towards certain groups or individuals. These biases can

influence our decisions and actions, even though we may not consciously be aware of them.

Understanding implicit bias is crucial in addressing prejudice, as it helps us identify and

challenge our own ingrained biases. Social bias encompasses the systemic biases and

structural inequalities that exist in society. These biases are deeply rooted and affect various

domains, including education, employment, and criminal justice. Recognizing and addressing

social bias is essential in dismantling institutional barriers and promoting a more inclusive

society. To combat prejudice, it is crucial to recognize and challenge biased beliefs. By

critically examining our assumptions and stereotypes, we can cultivate empathy, promote

tolerance, and embrace diversity. It requires an ongoing effort to unlearn ingrained biases and

actively engage in conversations that challenge prejudiced attitudes.

Challenging Biased Beliefs and Attitudes

By actively engaging in difficult conversations, promoting empathy, and fostering

understanding, we can contribute to dismantling the barriers created by prejudice and creating

a more inclusive society.

1. Engaging in Difficult Conversations

difficult conversations, we can challenge biased beliefs and educate others about the harmful

consequences of prejudice. It’s important to approach these conversations with empathy,

listening actively to the perspectives of others while expressing our own experiences and

insights.

2. Promoting Empathy and Understanding

Empathy plays a crucial role in confronting prejudice. By putting ourselves in the shoes of

those who have experienced discrimination, we can better understand the impact of biased

beliefs. It’s essential to recognize our biases and develop a more empathetic mindset that

embraces diversity and fosters inclusivity.

3. Educating and Raising Awareness

Education is a powerful tool in combating prejudice. By actively seeking knowledge about

different cultures, histories, and experiences, we can challenge our own biased beliefs and

broaden our perspectives. Raising awareness about the detrimental effects of prejudice can

also contribute to changing societal attitudes and fostering a more inclusive environment.

4. Supporting Inclusive Policies and Practices

Confronting prejudice goes beyond individual actions – it requires advocating for inclusive

policies and practices in all aspects of life. Encouraging diversity in workplaces, educational

institutions, and beyond can help dismantle biased systems and create equal opportunities for

everyone.

5. Promoting Positive Role Models and Representation

beliefs by promoting and amplifying the voices of individuals from diverse backgrounds. It’s

important to celebrate and uplift positive role models who serve as inspiring examples of

inclusivity and equality.

By implementing these strategies, we can actively confront prejudice and work toward a

society that embraces diversity, rejects discrimination, and fosters understanding.

Building an Inclusive Environment: Embracing Diversity

Building an inclusive environment is crucial for fostering a sense of belonging and harmony

in today’s diverse and interconnected world. By embracing diversity, we can challenge

prejudice, stereotypes, discrimination, and intolerance and create a more equitable and

accepting society. Recognizing and valuing diverse perspectives and experiences is a

fundamental step toward inclusion. It allows us to appreciate the richness that different

cultures, identities, and backgrounds bring to the table. By embracing diversity, we create

opportunities for collaboration, innovation, and personal growth.

Strategies for Promoting Inclusivity

To promote inclusivity in various settings, such as workplaces, educational institutions, and

communities, we can implement the following strategies:

• Develop comprehensive diversity and inclusion policies that address biases

and prejudices head-on.

• Educate individuals about the importance of diversity and the harmful impacts

of prejudice and stereotypes.

organization.

• Create safe and inclusive spaces by implementing anti-discrimination policies

and providing training on cultural competency.

• Foster open dialogue and encourage constructive conversations about diversity

and inclusion.

• Implement diversity training programs that help individuals recognize and

challenge their own biases.

• Engage in community outreach and collaborations that celebrate diversity and

promote social cohesion.

By adopting these strategies, we can actively work towards an inclusive environment that

values and respects every individual, regardless of their race, ethnicity, gender, sexual

orientation, disability, or any other aspect of their identity.

Education and Awareness: Combating Prejudice

Education and awareness play crucial roles in dismantling prejudice and creating a more

inclusive society. By addressing prejudice from an early age and promoting inclusive

curricula, we can foster understanding, empathy, and respect among individuals of diverse

backgrounds. One effective approach to combatting prejudice is through education initiatives

that highlight the harmful effects of racial bias, discrimination, and stereotypes. Providing

students with accurate information and teaching them to critically analyze societal biases

empowers them to challenge prejudice and make informed judgments.

Initiatives and Programs

example, the “Race and Ethnicity” curriculum developed by the Anti-Defamation League

provides educators with resources to facilitate discussions on racial bias and discrimination.

This program aims to cultivate tolerance, empathy, and respect among students. Furthermore,

organizations like UNESCO and the Southern Poverty Law Centre have developed

educational materials and workshops that address prejudice and promote inclusivity. These

resources equip educators with the tools to teach students about the consequences of explicit,

implicit, and social biases. By exploring real-life case studies, students gain a deeper

understanding of the impact of prejudice and learn strategies to challenge stereotypes and

biased beliefs.

Creating Inclusive Learning Environments

In addition to dedicated initiatives and programs, fostering inclusive learning environments in

schools plays a crucial role in combating prejudice. Educators can incorporate diverse

perspectives and narratives into their teaching materials, ensuring that all students feel

represented and valued. Moreover, schools can implement anti-bias policies and encourage

open discussions about prejudice and discrimination. By cultivating an atmosphere of respect

and acceptance, students can challenge their biases, learn from each other’s experiences, and

forge meaningful connections.