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Hints and Tips for Culturally Intelligent
Interaction
Lissa Schwander & Elisha Marr
Department of Sociology & Social Work
Breakout Groups•Why are you here?
•Have you found yourself in (or witnessed) situations with students or co-workers where you feel that you have said something culturally insensitive OR have been the recipient of a culturally insensitive comment?
Make a list
Microaggressions
Subtle, stunning, and often automatic exchanges in which the receiver is overlooked, under-respected, or devalued because of one’s group membership (e.g. race, gender, sexuality).
Paraphrased from Derald Wing Sue, Ph.D.
Teachers College, Columbia University
Microaggressions
•We have been socialized into dominant cultural beliefs.
•Consequently we ALL have biases.
•Often invisible and unintentional.
• Implicit is as harmful as explicit.
Microaggression ExamplesStereotypes: over-simplified generalizations made without acknowledgement of individual differences
Microaggression ExamplesAlien in Own Land: Assumption that Asian and Latino Americans are foreign born.
Microaggression ExamplesColorblindness: Minimization or avoidance of acknowledging racial differences.
Microaggression ExamplesPathologizing Cultural Values/Communication Styles: The notion that values and communication styles of the dominant culture are the ideal.
Microaggression ExamplesAscription of Intelligence or Talent: Assumption that a person has a certain level of intelligence or talent based on their perceived race.
Tips
Speaker•Be open to being wrong.
•Know yourself
•Know others
Receiver• Speak up
• Pick your battles
•Assume the best in people
Return to Breakout Groups &Apply Tips
Speaker•Be open to being wrong.
•Know yourself
•Know others
Receiver•Speak up
•Pick your battles
•Assume the best in people
Applications
Possible Microaggressions• Are you an
international student?
• Do your people live in teepees?
• I just love how your people do your hair.
Alternatives• What city do you
call home?
• Tell me about yourself.
• Your hair is beautiful.
Applications/Advice
• Leave assumptions and broad generalizations out of questions/statements.
• If you are unsure if it is a microagression, question whether this is something you would say to a person in the dominant group. If not, it might be a microagression.
• If accused of a microagression, avoid being defensive but use it as a teachable moment. Even if we did not intend to offend someone, the interpretation is more important than the intention.
Resources
• D. Livermore. Cultural Intelligence: Improving Your CQ to Engage Our Multicultural World.
• L. Delpit. Other People's Children: Cultural Conflict in the Classroom.
• Multicultural Affairs Office & Multicultural Student Development Office
Works Referenced
• SooJin Pate, Ph.D., Visiting Assistant Professor Macalester College, “More than Words: Microagressions”. Macalester Department of Student Life. • Derald Wing Sue, Ph.D., Teachers
College, Columbia University. “Racial Aggessions and Pychological Dilemmas”. Presented March 8, 2010 at the AACDR Speaker Series.• We are Calvin [Too].
http://wearecalvintoo.tumblr.com/