Cultural Competence & Awareness Flashcards

In diversity training, 'perspective-taking' exercises are designed primarily to:

Answer: Help participants experience situations from another person's viewpoint to build empathy

Perspective-taking exercises build empathy by immersing participants in experiences from another group's viewpoint, reducing prejudice and fostering inclusion.

A team leader consistently gives more challenging assignments to employees from the dominant cultural group. This is BEST described as:

Answer: Opportunity hoarding and structural bias

Systematically directing growth opportunities to the dominant group constitutes opportunity hoarding, reinforcing structural inequity in career advancement.

The DMIS (Developmental Model of Intercultural Sensitivity) was developed by:

Answer: Milton Bennett

Milton Bennett developed the DMIS to describe stages from ethnocentrism to ethnorelativism in intercultural development.

Which statement about acculturation is MOST accurate in a workplace diversity context?

Answer: Acculturation involves multiple strategies including integration, assimilation, separation, and marginalization

Berry's acculturation framework identifies four strategies individuals use when navigating contact between their heritage culture and a new culture.

During cross-cultural negotiations, an American team pushes for a quick written contract while the Japanese team seeks to build a relationship first. This tension reflects a difference in:

Answer: Monochronic vs. polychronic time orientation

Monochronic cultures (like the US) prioritize schedules and quick task completion, while polychronic cultures (like Japan) value relationship building before business.

Cultural self-awareness in a diversity professional MOST importantly means:

Answer: Understanding how one's own cultural background shapes perceptions and biases

Effective diversity practitioners must recognize how their own cultural lens influences their perceptions, assumptions, and interactions with others.

Which intervention is MOST effective for reducing 'in-group favoritism' in hiring decisions?

Answer: Implementing structured interviews with standardized criteria for all candidates

Structured interviews with predetermined, job-relevant criteria minimize the influence of unconscious bias and in-group preference in hiring.