Moving from Ethnocentrism to Ethnorelativism in the Workplace
1-Aguilar describes the phases of “Experience of Difference” from ethnocentrism to ethnorelativism (IDRI 2022). Give an example of a time in your current workplace or think of an example that could occur in your future career field when someone might be in a phase of ethnocentrism in their interaction with someone who was different than them (Denial, Defense, Minimization). Then, consider how they could grow into a phase of ethnorelativism instead (Acceptance, Adaptation, Integration). What strategies could be employed to move toward a new phase? How would this improve the workplace experience for both parties?
2-Aguilar and Chimamanda Ngozi Adichie both talk about the natural inclination to see ourselves as more complex individuals than others. Give an example of a time when you simplified someone else’s reality or reduced them to a “single story” (this could be in the workplace or your personal life). Then explain how you could build a “third culture” with another person and/or use the LARA Method to learn from their stories.
1. Moving from Ethnocentrism to Ethnorelativism in the Workplace
In the workplace, a common example of ethnocentrism may occur when a colleague from a different cultural background is subjected to ethnocentric attitudes and behaviors. This could manifest as denial, defense, or minimization of their experiences, perspectives, or contributions.
For instance, imagine a multinational company where a team member from a culturally diverse background suggests a new approach to a project. A coworker who is in the phase of denial may dismiss the suggestion entirely, believing that their own cultural norms and practices are superior.
To move towards ethnorelativism in this scenario, several strategies can be employed:
Education and Awareness: Encourage individuals to participate in diversity and inclusion training programs that promote understanding and empathy towards different cultures, values, and perspectives. This can help challenge preconceived notions and biases.
Open Dialogue: Facilitate open and respectful discussions where individuals can share their experiences, challenges, and perspectives. Encourage active listening and foster an environment where everyone feels comfortable expressing their views.
Cultural Immersion: Encourage individuals to engage in activities that expose them to different cultures, such as attending cultural events, trying diverse cuisines, or participating in cross-cultural projects. This can broaden their understanding of other cultures and foster appreciation for diversity.
Mentorship and Role Models: Pair individuals with mentors or role models from different cultural backgrounds. This allows for personal connections and learning from others' experiences, fostering a deeper understanding of diverse perspectives.
By employing these strategies, individuals can transition towards acceptance, adaptation, and ultimately integration. This shift will improve the workplace experience for both parties by fostering a more inclusive and collaborative environment. It allows for the recognition and valuing of diverse perspectives, leading to enhanced creativity, innovation, and overall team performance.
2. Building a "Third Culture" and Learning from Others' Stories
It is not uncommon for individuals to simplify someone else's reality or reduce them to a "single story" based on limited knowledge or biases. This could occur in both personal and professional settings.
For example, in the workplace, a manager may simplify an employee's reality by assuming they lack expertise or skills based on their social background or appearance. This reductionist perspective limits the individual's potential contributions and disregards their unique experiences.
To build a "third culture" and learn from others' stories, the LARA Method (Listen, Affirm, Respond, Add) proposed by Chimamanda Ngozi Adichie can be employed:
Listen: Take the time to actively listen to others' stories without making assumptions or interrupting. Show genuine interest and create a safe space for individuals to share their experiences.
Affirm: Acknowledge the value of others' stories and experiences. Validate their perspectives and emphasize that their narratives are essential and worthy of respect.
Respond: Engage in thoughtful dialogue by asking questions to gain a deeper understanding of their experiences. Avoid judgment or defensiveness and respond with empathy and curiosity.
Add: Incorporate others' stories into your own understanding and worldview. Recognize the complexity of individual experiences and challenge stereotypes or generalizations. Use this knowledge to inform your interactions and decision-making processes.
By applying the LARA Method and building a "third culture," individuals can bridge gaps, break down stereotypes, and foster meaningful connections with others. This approach promotes empathy, understanding, and appreciation for diverse perspectives, leading to improved relationships both personally and professionally. It allows for the creation of an inclusive environment where everyone's narratives are valued and embraced.