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Note: Reproduction of any kind, including copying and pasting, is strictly prohibited. 

S Y M B O L S

DIVERSITY & CULTURAL AWARENESS

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------------------------------   O  P  T  I  O  N  S   -------------------------------
1. All-Day "Diversity Seminar" Program -- Click Here
2. "Diversity Day" Presentation or Keynote Address -- Click Here
3. "Black History" Presentation -- Click Here
4. Dr. Freeman's African American History Collection -- Click Here
5. Preview Online Diversity Course -- Click Here

Flash Player needed to Preview Courses -- Download Flash

6. Critical Incident Debriefing -- Click Here
7. Symbols that Address Cultural Awareness -- Click Here
8. Employee Assistant Seminars in DC Region -- Click Here
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An Open Invitation to Participate in -- "THE MOMENT" -- Dr. Freeman's Latest Book Project

The Freeman Institute's™ philosophy in presenting the subject of diversity is best understood when considering an onion with its many layers. Each layer presents another opportunity to discuss the best ways to work together with greater harmony, understanding and mutual respect. Here are just some of the layers we address:

  • Fear of Loss

  • Professional Status 

  • Religious Affiliation 

  • Generational Influences

  • Disability Awareness

  • Gender Differences

  • Personality Style

Cultural Awareness brings in some other elements. Symbols bring another dimension to this. Symbols are arbitrary & have different meanings attached to them in each culture.

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SYMBOLS

Verbal: linguistics, we pay the most attention to this system, 5000 languages, dialects...

Written: there are different systems, the Roman system, Arabic & Chinese writing, pictographs, “sin” in English versus sin in Spanish means without

Numeric: numbers and systems of numbers, they express relationships, Morse Code
Pictorial: they have different meanings in each culture, the mind must complete the meaning of missing information, Chinese use a bridge to illustrate death, for Europeans it illustrates relationships, Europeans in Zambia eating canned food with label of contents, after baby born, can showed picture of a baby, tribal people thought they were cannibals.

Artifactual: three dimensional objects like sculpture & art, items that we use in daily life like clothing, jewelry, furniture, transportation, equipment.

Audio: music, tone of voice, groans, sighs, bells, whistles:

Check Out the 140-Minute Video
and Seminar Presentation

"A White Man's Journey Into Black History"

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Kinesics: body movements, we use them unconsciously, hand or head signals, gestures, facial expressions, use of left hand insulting or toilet hand, waving in Kenya, hand motions in Texas, shaking hand in Africa, how do you show the height of a child?

Optical: light and colors, red, white, black, blue, green

Tactile: touch the sense of touch, embracing someone, kissing or greeting with kisses, shaking hands.

Temporal: use of time, there are different uses of time, some societies are focused on the past, others on the present, others on the future, difference of use of time between Mexicans & US (US may arrive at exact time to show respect, Mexican may arrive ½ later to show respect)

Spatial: use of space, personal space and work space is different for each culture, how far one stands from someone when talking informally varies from culture to culture & can cause great discomfort if personal space is violated, work space can show importance, distance between houses can be cultural

Olfactory: taste, smells, odors, tastes and odors have different connotations, incense, spices, perfumes, aftershave, Communion, special foods have significance, water, Ethiopian tribe uses rancid butter as hair & skin cream, to us it smells bad, to them it is positive, they greet one another by saying “You smell good” instead of “How are you?”

Three Key principles:

1. We rarely use one system by itself: We use two or more at once. When audio and visual is used together retention of the subject is 65% after three days instead of only 10 or 20% after three days when only audio or visual is used.

2. It is possible for one system to contradict the other systems. This is the reason for much misunderstanding. When the systems are in agreement we believe that the message is sincere, if the contradict one another we believe that the person is insincere. We have the tendency to believe the less conscious systems. If there is a disagreement between the verbal and the audio and kinesics systems we will believe the less conscious systems, that is the audio and the kinesics. This happens often in intercultural communication. It is this which leads to lack of confidence and cross cultural mistrust.

3. In each system there are two levels of information: rational and emotional. Some are more emotional than the others. In most cultures these are the Spatial, Olfactory and Temporal systems. The miss use of space can cause the person to become angry without knowing why. Strong emotional reactions can erupt without any understanding of what is happening.

Return on Investment (R.O.I.): Some futurists predict that by the year 2050 there will be no clearly defined racial/cultural majority in the USA. Demographic changes and shifting attitudes in the nation result in a different face of the workforce. In work environments where differences in gender, race, religion, or other cultural aspects are not addressed, undue tension results. Our diversity training approach moves beyond a basic awareness of differences; we help people learn skills to cope more effectively with the challenges of facing diversity in a responsible and reflective manner. The proactive implementation of the contents of this diversity program can't help but usher in greater productivity and creativity in any organization.

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Would you like to see a stunning
"Night At Earth" image? Click Here

Different groups have different needs. The "Diversity: The Value of Mutual Respect" seminar experience (see program overview below) is meant to be an interactive experience in a fun, non-threatening atmosphere.  The following interactive game is a proven option available to interested organizations:

During the afternoon, participants can experientially understand more about diversity by playing the KnowMe™ game with any number of groups of six -- with a debrief exercise after everyone is finished. This highly-interactive game is based on the Disclosure/Feedback model of awareness known as the Johari Window (click to view more about the game), named after Joseph Luft and Harry Ingham. This award-winning game has been used in over 20 countries by a wide range of organizations and is specifically designed for establishing trust and building relationships in the workplace. The larger the group, that harder it is to facilitate this game. It can work with larger groups, but it works best with groups consisting of between 6 to 18  participants.

Diversity Game -- This game enables participants from different groups (whether defined by culture, race, gender, status,  or any other criteria) to explore issues of diversity together.  
SAMPLE CARDS:
 

     TELL:
  Light-hearted: Tell the group how your life has been affected by people with physical disabilities."
     ASK:
  Light-hearted: Ask the group how they think the
children in your family are being educated and how you feel about this."
 Serious: Tell the group about a tradition or cultural value that is particularly important to you. Why?  Serious: Ask the group what special days or public
holidays they think are most important to you. Why?
 In-depth: Tell the group what you could do to
improve the attitude of family and friends toward members of other cultural or race groups.
 In-depth: Ask the group members how they think
you feel about belonging to your racial or ethnic group in this country today.

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"Travel is fatal to prejudice, bigotry and narrow-mindedness and many of our people need it sorely on those accounts. Broad, wholesome, charitable views of men and things cannot be acquired by vegetating in one little corner of the earth all one's lifetime."  -- Mark Twain, 1867

"Managing diversity is the process of creating and maintaining an environment that enables all participants to contribute to their full potential in pursuit of organizational objectives."
                                                                                          -- R. Roosevelt Thomas, Jr., D.B.A. 
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Cultural Competency Program Specifically designed for Mental Health Professional  NEW!

SUCCEEDING IN YOUR ORGANIZATION WITH A DISABILITY

Take the time to also read the e-publication from DiversityInc.com
"Cultural Coaches: Help For Executives Who Don't Get It".

Check out the Cultural Diversity Links
Native American Indians       Latinos / Chicanos / Hispanics
Asians and Asian Americans     African Americans
European Americans      Multiracial and Inter-racial

~ UNIQUE    DIVERSITY    PROGRAM ~

 

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SOCIAL  SECURITY

Dear Dr. Freeman:

I want you to know how pleased we were with your presentation, Diversity: The Value of Mutual Respect, which was presented at our Multicultural Training Observance in Dallas, Texas on May 22, 2002.

Employees who participated in both sessions of your presentation were nearly unanimous in their assessment of its relevance and value. Your approach to viewing diversity as a multi-layer phenomenon was unique. And your ability to relate to a multi-racial, multi-cultural and multi-generational audience, and keep the participants attentive throughout your presentation was a major contributor to your success. A major benefit of your presentation is it offered to those in attendance a unique framework for assessing their basic beliefs about living and working in a multicultural society, and provided us a point of departure for additional discussions about the benefits of mutual respect in the workplace and the larger community.

I am happy we were able to bring you to Dallas as a part of our Multicultural Training effort. Your presentation was the "meat and potatoes" of what we regarded as a very successful training.


                         Sincerely,
                         
Emerson Lattimore
           
Emerson Lattimore
                        Civil Rights and Equal Opportunity Manager

 

To Schedule Dr. Freeman's Diversity Presentation
410-729-7800

To View More References: * NASA
* Prince George's County Public Schools Equity Assurance Office
* Seattle Port Authority
* Los Alamos National Laboratory

"Diversity transcends race and gender, affirmative action and Equal Employment Opportunity.
It must encompass a fundamental appreciation of one another and a respect for both our similarities
and our differences. It must include a heartfelt respect in attitude and in behavior towards those of
different race, gender, age, sexual orientation, ethnicity and those with disabilities.
All the facets that make each individual the unique and precious resource that each of us is." 

                                             -- Ronald Brown, Former Secretary of Commerce

~ Managing Diversity, Equal Employment Opportunity and Affirmative Action ~

  

 Many organizations are beginning to implement diversity initiatives. Despite the enormous popularity of these initiatives, it has become increasingly clear that some workers may be confused by the concept of managing diversity. Employees sometimes confuse managing diversity with EEO and affirmative action programs. Some people use the three terms interchangeably. 

Affirmative action programs are an outgrowth of EEO laws, rules and regulations. Affirmative action is government-initiated and mandated in certain circumstances. It is compliance-based and relies on statistical comparisons of various demographic groups. Affirmative action programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant and available labor force indices. Affirmative action programs seek limited bottom line results by changing the mix of women, minorities, and persons with disabilities in a particular agency.

Affirmative action programs generally cover those groups protected by Title VII of the 1964 Civil Rights Act. Where appropriate, and subject to legal interpretation, organizations may set affirmative employment goals to increase the numbers of women, African Americans, Hispanics, Asians, Native Americans, white males, and people with disabilities. While affirmative action programs are mandated, managing diversity initiatives are voluntary in nature.

While affirmative action programs are a reaction to under representation, managing diversity initiatives are proactive. Managing diversity seeks to address issues related to human resources, internal communications, interpersonal relationships, conflict resolution, quality, productivity, and efficiency. Some of the human resource issues addressed by properly managing diversity may be indirectly related to EEO and affirmative action concerns. The main focus of managing diversity is to find productivity gains through respecting, valuing, and using the differences people bring to the workplace. The idea is to find a way to let everyone do what he or she does best in order to gain a competitive edge. While affirmative action seeks an end result, managing diversity is a long-term change process that seeks to identify and actually change the organizational culture of an agency.

In the short-term, organizations needs both an affirmative action plan and a managing diversity strategy. However, as legal restrictions on affirmative action programs continue to tighten and organizations proceed with downsizing and reengineering activities, long-term change strategies will become essential. Regardless of the changes affirmative action may undergo, organizations will be far ahead of the curve by implementing a Workplace Diversity Initiative early on. The sooner we all learn the differences between managing diversity, EEO and affirmative action, the more prepared we will be collectively to meet the realities of our ever-shrinking planet. Note the differences below. 

 

EEO/AFFIRMATIVE ACTION

MANAGING DIVERSITY

* Changes the way an organization LOOKS
* Federally-mandated 
* Social and moral justifications
* Legally-driven
* Focuses on race, gender, ethnicity 
* Changes the mix of people 
* Perception of preference 
* Problem-focused
* Short-term and limited 
* Grounded in assimilation
* Reactive
* Measured quantitatively
* Changes the way an organization WORKS
* Voluntary 
* Efficiency, and quality
* Productivity-driven
* Focuses on all elements of diversity 
* Changes the systems/operations
* Operational-focused
* Perception of equality 
* Long-term and ongoing 
* Grounded in individuality
* Proactive
* Measured qualitatively

 

ASIAN-PACIFIC AMERICAN HERITAGE MONTH
Delivered at Program Service Center -- HHS
RADM Kenneth P. Moritsugu, MD, MPH
Deputy Surgeon General,  13 May 1999

Martin Luther King Day Event
Los Alamos National Laboratory
January, 2003

Read an overview of book Dr. Freeman co-authored

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