Part 1: Cultural Competency How is Old School Diversity (something good to do and nice to have) shifting to 21st Century Cultural Competency (something critical for success in a global world)? Part 2: Cross Cultural Communication This section presents major cross-cultural communication theories and ways differences affect the way we communicate, tools for questioning assumptions, and ways we might improve cross cultural communication Part 3: Implicit Bias Implicit biases can get in the way of our acting in congruence with our beliefs and values. Learn the science of cognitive biases we all have and what we can do to mitigate them. Part 4: Navigating Microaggressions How do you navigate microaggressions - those words and actions that offend or hurt, even though they may be unintended? Learn some strategies for what to do or say when you are the target of, witness to, and agents of microaggressions.

1. Seattle University
College of Science and Engineering
Rosetta Eun Ryong Lee
Seattle Girls’ School
Culturally Competent Teamwork
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

2. Agenda
 Cultural Competency
 Communication
 Implicit Bias
 Microaggressions
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

3. Culture [consists] primarily of the
symbolic, ideational, and intangible
aspects of human societies… It is the
values, symbols, interpretations, and
perspectives that distinguish one
people from another.
James A. Banks
What is Culture?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

4. Dimensions of Identity and Culture
This model of identifiers and culture was created by Karen Bradberry and Johnnie Foreman for NAIS Summer Diversity Institute,
adapted from Loden and Rosener’s Workforce America! (1991) and from Diverse Teams at Work, Gardenswartz & Rowe (SHRM 2003).
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

5. Cultural Competency:
Many Models
Cultural competence is a set of
congruent behaviors, attitudes and
policies that come together in a
system, institution or individual and
enable that system, institution or
individual to work effectively in cross-
cultural situations.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Terry Cross

6. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
The Jones Model of Cultural Competence
Cultural Self-
Awareness
Cultural
Intelligence
Cross-Cultural
Effectiveness
Skills
Countering
Oppression
through
Inclusion

7.  What is it?
 How is it Different from Intercultural
Communication?
 CCC Theories
– Face-Negotiation Theory
– Conversational Constraints Theory
– Expectancy Violation Theory
– Anxiety/Uncertainty Management Theory
– Communication Accommodation Theory
Cross Cultural Communication
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

8. Individual - Collectivistic
Low Context - High Context
Task - Relationship
Low Uncertainty - High Uncertainty
Vertical - Horizontal
Dimensions of Variability
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
tiny.cc/CCChotsheet

9.  Personality Orientation
 Individual Values
- Allocentric
- Idiocentric
 Self Construal
- Independent
- Interdependent
 Individual Socialization
 Cultural Norms and Rules
Factors that Influence
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

10. CulturalValueDifferences
RELATIONAL
Individualism
self-reliance, independence
(selfish)
Collectivism
group interdependence
(mindless follower)
Informality
directness, give and take discussion
(rude and abrupt)
Formality
indirectness, protect "face"
(stiff and impersonal)
Competition
individual achievement
(egotistical, show-off)
Cooperation
group achievement
(avoiding doing work or taking responsibility)
AUTHORITY
Egalitarianism
fairness, belief in equal opportunity
(being picky, on a soapbox)
Hierarchy
privilege of status or rank
(power hungry or avoiding accountability)
TEMPORAL
Use of Time
"Time is money"
(doesn’t get the important things in life)
Passage of Time
"Time is for life"
(lazy and irresponsible)
Change/Future
Adaptability ensures survival
(muckraker, stirs up trouble)
Tradition/Past
Stability ensures survival
(old-school, afraid of change)
ACTIVITY
Action orientation
"Make things happen"
(rushes without thinking)
"Being" orientation
"Let things happen"
(indecisive and slow)
Practicality
Efficiency is always best
(impersonal and unscrupulous)
Idealism
Always maintain principles
(naïve and impractical)
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

11. Discussion: My Style
In hearing about
communication
differences, what would
you describe as your
cultural communication
style? Have you noticed
stark differences
compared to others?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

12. About Seattle Girls’ School
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
“…the human mind takes in 11 million
bits of information every minute. But is
consciously aware of only 40.”
Timothy Wilson, University of Virginia
And since your brain cannot process 11
million bits of information a minute, it
takes mental shortcuts
The Human Brain

13. Implicit Bias
 An Implicit Bias is a preference for OR against a
person or group of people that operate at the
subconscious level. We are NOT aware that we
have them.
 Triggered automatically through rapid
association of people/groups/objects and our
attitudes AND stereotypes about them.
 Run contrary to our stated beliefs and attitudes.
We can say that we believe in equity (and truly
believe it). But then behave in ways that are
biased and discriminatory.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

14. Implicit Association Test
https://implicit.harvard.edu/implicit/selectatest.html
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

15. Implicit Bias in Daily Life
 Black Facial Features Prison Sentences
 Asians in Leadership
 Women in Leadership
 Black Boys as Older and Less Innocent
 Resume Studies
 Weight and Laziness
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

16. Implicit Bias in STEM Teams
 Undermining of Women in Leadership
 Questioning Qualifications of People of Color
 Black Assertion as Aggression or Defiance
 Talkativeness as Academic Excellence
 Linguistic Diversity as Intellectual Deficit
 Stereotype Threat and Lift
 “Not Hearing” URMs
 Assumptions About Gender and Skillset
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

17. What Can We Do About It?
 Perspective Taking
 Increased, Meaningful, Inter-Group
Contact
 Stereotype Replacement
 Improvement of Decision Making
 Counting and Systematizing
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

18. Process Break
What are strategies you
can employ to lessen
occasions of assumptions
and differing treatment?
What are strategies you
can employ the when you
feel yourself falling into
these traps?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

19. Navigating Microaggressions
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

20. What Are Microaggressions?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Accumulated Impact
Regular, Frequent, and Pervasive
Based on Stereotype
Often Unintended

21. Speaking From the Heart
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22. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Can you lean on the
relationship?
Can you make it personal?
* Is your relationship
hierarchical? *

23. Being A DEAR
 Affirm the person or relationship
 Describe the behavior without judgment
 Explain the emotion/impact and your filters
 Assume positive intent
 Request or suggest different behavior
*** Key Points: timing, I statements, actions not
adjectives, inside feelings not outside feelings***
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

24. Being A DEAR: An Example
I think you and I both agree we all have a
right to be respected and heard in this
community. When we were disagreeing
about budgets, you said “You’re being
overdramatic,” and later, you called me a
“drama queen.” Statements like this make it
sound like I am being too emotional and
that my concerns are drama rather than real
issues. I am assuming you don’t intend to
police my tone or dismiss my concerns. I
would appreciate your not saying things
like this anymore. Thank you.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

25. Being A Witness
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

26. Are you speaking to the agent or
the audience?
Do you want to minimize harm to
the target group?
Do you want to educate?
Do you want to challenge social
norms?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

27. NCBI Effective
Interventions Model
 Reduce Defensiveness
– Tone
– Body Language
– Respect
 Keep the Conversation Going
– Hear Them Out
– Ask Open-Ended Questions
– Set Aside Your Feeling for the Moment
– Dialogue
 Build the Relationship
 Stop the Behavior
 Win an Ally
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

28. Active Witnessing: Examples
 Ask open ended questions
– “He looked suspicious”
– “How did he look? How was he acting? Why was that suspicious?”
 Find out the experience motivating the comment
– “Why can’t they just speak English around here?”
– “It must be hard not to understand what people are saying around you.”
– “I’m sick of my taxes paying for freeloaders”
– “Tell me more about about that.”
 Use exaggerated humor to highlight what’s going on
(use sparingly)
– “What do gay people think about this issue?”
– “I’m not sure – I’ll go ask. It may take me a while, since there are so many gay people.”
 Join the person and do not make yourself superior
– “She got that award because she’s Black and female.”
– “You know, I hear that a lot. I’ve been trying to figure out why we seem to think when a
Black woman gets recognized it must be because of ‘diversity’ or ‘affirmative action’
reasons rather than that she earned it.”
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

29. Listening to the Real Message
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30. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Is this about what you did or
who you are (guilt or shame)?
What is your mindset voice
telling you?
Might this be an opportunity to
learn and grow?

31. Growing from Mistakes
 Listen with full attention
 Don’t try to defend or respond right away
– Take deep breaths
– Acknowledge your feelings
 Your mistakes don’t define you
– Be worthy of their trust and gift
 Prioritize the Impact over Intent
– Apologize for real
*** Moving through these moments with grace is
called shame resilience. It’s a vital skill***
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

32. Growing from Mistakes: Examples
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
 “I really appreciate your telling me this.”
 “I’m so embarrassed that I did that.”
 “I’m very sorry my words and actions made you
feel that way.”
 “I’m pretty overwhelmed right now, and I don’t
want to respond in a way I’d regret. Do you think
you can help me come up with a better way to
handle that situation after I take a few minutes?”
 “I wanted to go back to a moment I don’t think I
handled very well… Can we talk?”

33. Process Break
What is interesting,
surprising, or thought
provoking about what you
have learned so far?
How might you use this
learning in your everyday
interactions?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
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34. Final Words of Advice:
Recognize Your Triggers
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35. Find Your Bucket People
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

36. Practice Makes
Less Freeze-Ups
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

37. If You Messed Up and You Know It,
Don’t Wait for the Intervention –
Just Apologize
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

38. If You’re Really Sorry,
Work to Improve
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

39. Build Authentic Relationships
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

40. Inclusive Communities
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41. Presenter Information
Rosetta Eun Ryong Lee
6th Faculty and
Professional Outreach
Seattle Girls’ School
2706 S Jackson Street
Seattle WA 98144
(206) 805-6562
rlee@seattlegirlsschool.org
http://tiny.cc/rosettalee
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

42. Communication Resources
• “Stereotype Threat” by Joshua Aronson
• Brenda J. Allen, Difference Matters: Communicating
Social Identity
• William Gudykunst, Cross-Cultural and Intercultural
Comunication
• Milton Bennett, PhD, Intercultural Communication
Institute www.intercultural.org
• “Non-Verbal Communication Across Cultures” by Erica
Hagen, Intercultural Communication Resources
• Thiagi.com
• Thrive! Team Dynamics
• http://www.analytictech.com/mb021/action_science_
history.htm
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)

43. Miscellaneous Resources
• Karen Bradberry and Johnnie Foreman, “Privilege and
Power,” Summer Diversity Institute, National Association
of Independent Schools, 2009
• Po Bronson and Ashley Merryman, Nurture Shock
• Kevin Jennings, GLSEN (Gay Lesbian and Straight Education
Network) www.glsen.org
• Allan G. Johnson, Privilege, Power, and Difference
• Johnnie McKinley, “Leveling the Playing Field and Raising
African American Students’ Achievement in Twenty-nine
Urban Classrooms,” New Horizons for Learning,
http://www.newhorizons.org/strategies/differentiated/
mckinley.htm
Michael J Nakkula and Eric Toshalis, Understanding Youth.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)