The one or two areas regarding understanding or managing diversity in which I am most strong are:
I understand and accept that diversity exists, and I respect the differences that are brought about by diversity. I especially enjoy forming relationships with diverse others. I like the challenge of working a little bit harder before we can be on the same page regarding communication. I watch my words when I'm addressing someone of different demographics than mine, and I occasionally apologize when I find out what I did wrong. Sometimes I even explain why I acted the way I did so the other person can understand my perspective. I've also learned to limit my jokes to neutral topics that are applicable across all cultures. This is an application of Bicultural Identity Integration.
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The one or two areas of understanding or managing diversity in which I need more improvement are:
When I meet someone for the first time, I still categorize them in my mind based on the way they speak. This is an aspect of cognitive functions in Bandura's cognitive development theory. I often have some difficulty in concentrating on what a person is saying if they have a distinct accent. I also take longer to open up about myself to a person whose first language is different from mine. I avoid deeper and closer interaction with such people. I am indigent at learning new languages, and I dread the thought of working far from home. I avoid confrontation so if a witness an act of open discrimination, I will keep quiet and let it slide. This is called conformity caused by in group dynamics.
If I did only one thing to improve in this area, it would be:
I should learn to concentrate on what a person is saying and not how they speak. I think part of the reason that I struggle is that I miss some information while I observe the things that fascinate me. I could also find out more about other cultures, religions, and genders so that I do not waste time on details that are not important in that situation. I could try to talk more with people of different accents so that I can accustom my hearing to them. Imagined and extended contact are the hypothesis that supports this action (Renzetti & Kennedy-Bergen, 2014).
Making this change would probably result in:
This change would improve the quality of my interactions with other people. It would also save me time and energy. I would obtain the information I need without additional effort and the involvement of other people. I would also stop seeing the differences between us and discover the things we have in common. This would make our future interactions more pleasant and comfortable ( Cuyjet et al., 2016).
If I did not change or improve in this area, it would probably affect my personal and professional life in the following ways:
I will lose opportunities that are important because I want to remain in my comfort zone. I may also offend some people who may interpret my inattention as arrogance or discrimination. I may lose the opportunity to form meaningful personal relationships and friendships. Avoiding interactions with individuals who are different from me will also stop me from learning new things about others and improving myself in the process (Mor-Barak, 2017).
Were any questions more difficult to complete than others? Which ones and why?
It was a bit difficult to answer the first two questions that required choosing what areas on managing diversity that I am strong or weak at. It is not easy to evaluate yourself objectively. It is always simpler to try and protect yourself by making yourself look better than you are . It is also easier to favor myself and blame other people for my unpleasant behavior. This is explained by self-preservation and affirmation which is an aspect of self-concept (Harvey & Allard, 2015).
What did you learn about yourself in this exercise?
I learned that I am not as accepting of diversity as I thought. I need to work on myself so that I can improve the way I relate to people who are different from me. I also need to overcome my fear of working in a diverse environment so that I can embrace better opportunities.
References
Cuyjet, M. J., In Linder, C., Howard-Hamilton, M. F., & In Cooper, D. L. (2016). Multiculturalism on campus: Theory, models, and practices for understanding diversity and creating inclusion . Sterling, Virginia : Stylus Publishing.
Harvey, C. P., & Allard, M. J. (2015). Understanding and managing diversity: Readings, cases and exercises . Upper saddle: Pearson.
Mor-Barak, M. E. (2017). Managing diversity: Toward a globally inclusive workplace . Los Angeles : SAGE Publications, Inc.
Renzetti, C. M., & Kennedy-Bergen, R. M. (2014). Understanding diversity .Upper saddle: Pearson.
