Are you culturally intelligent? A Educational Equity webinar

0:00 Welcome everyone to the May 19 Educational 0:05 Equity Webinar. We are excited to have all of you join us today. This educational equity webinar series was 0:13 created with the hope to foster our learning environment where we can explore task to empower 0:20 individual action toward greater unity and impact change. University of Phoenix as 0:26 a higher education institution with more than 56 percent of our students from underrepresented populations. 0:34 They're working adults employed across different industries. Therefore, it's our hope 0:41 to facilitate these types of thought provoking conversation to prepare and encourage the practice of 0:47 inclusive leadership in a culturally complex society. We're excited that you're all here with us today. 0:55 Our topic for today is, are you culturally intelligent. We're definitely looking forward to hearing from 1:02 our speaker, Dr. Renee Bhatti-Klug. If you can go to the next slide, please. 1:11 Before we get started, we want to take a moment to acknowledge the fact that 1:17 this event is broadcasted globally. However, we want to do honor and give gratitude to 1:24 the indigenous people who were the original custodians of the various lands in which we live and work. 1:31 We recognize that this land acknowledgment alone isn't sufficient, yet it serves as a starting point as we 1:39 continue our individual journeys towards racial equity. Here in the Phoenix Metropolitan Valley area, 1:47 we inhabit that Hohokam, Akimel O'oodham, Pipash and Yavapai lands. 1:52 Thank you for joining us and taking time to honor those original custodians of this land. 1:59 In addition to this, we also want to take a moment to acknowledge the shooting that 2:05 occurred in Buffalo, New York. We send our thoughts to families of the victims and 2:10 to all impacted by this horrific hate crime. With that, I would also like to invite our colleague, 2:18 Craig Mahaffey to walk us through a minute of mindfulness. 2:25 Thank you so much, Saray. Thank you all for taking some time to be here today. 2:33 We're going to take a few moments here to just be present with ourselves. 2:39 As such, I invite you all. If able to sit on the edge of your chair, 2:46 place your feet on the ground. If you're more comfortable, you can lay down. 2:52 If you are feeling comfortable, I invite you to either close your eyes or soften 2:58 your gaze and take a moment to tune into your breath. 3:09 Just notice the rise and fall of your chest. 3:17 The way that the air enters in through your nose. 3:26 As you notice this breath recognize how it's keeping you alive in this moment. 3:35 Might you turn your thoughts to this body that you're inhabiting? 3:47 Notice your feet on the floor, your seat in the chair. 3:55 Maybe the tension in your shoulders to your face and invite your breath to relax those muscles. 4:10 Allow a sense of gratitude to wash over your body. 4:22 You are here. You are alive. 4:30 What a beautiful opportunity to be here and to be alive. 4:38 As we think about the challenges around hate. 4:46 Around taking life. Invite you to take good care of yourself. 4:57 Cultivate joy in your heart, in your everyday actions so that you can spread kindness, 5:10 love, and compassion in all that you do. 5:20 I invite you to open your eyes back up. 5:26 Look at your computer screen and actively, 5:32 compassionately to participate in the rest of this webinar. Thank you. 5:42 Wow, thank you Craig for creating the space in this moment for all of us 5:50 to fully arrive with all of that we carry in our life journey through 5:58 our various walks of life and during this time. Thank you. Craig, that was beautiful. 6:04 Now, if we can go to the next slide. We want to also honor and raise awareness of 6:12 important equity diversity and inclusion dates and milestones. Here are some dates we do 6:19 acknowledge that there are some dates that we may have missed and we invite you to share in the chat if 6:24 there's an observant that's aligned within the month, that's not included here. If you can include the date and perhaps the link or 6:33 research resource where we can all learn more about its significance, that would be wonderful. 6:39 Thank you. If you can go to the next slide. 6:44 We would love for you to join us next month on June 16th for 6:50 our webinar on building bridges amongst generational differences in the workplace. 6:55 Here's the QR code, will share a link in the chat for you to register and we're definitely looking forward for you to join us there. 7:03 Now, let's get ready to get our session started. You can go to the next slide. 7:11 Hello, everyone. Before we get started, we wanted to set the stage for today's discussion. 7:17 I think Craig has done an amazing job with helping us enter into this space with a little bit of feeling, 7:24 a little bit of mindfulness, but we also want to make sure that we're setting guidelines because 7:29 we believe that it's essential to fostering respectful conversations. We value everyone's participation in 7:36 potentially uncomfortable discussions, as this reinforces our willingness to learn and grow. 7:42 We do encourage you all to share your experiences and perspective in the chat box. 7:48 We do ask that you all contribute to an atmosphere of mutual respect and sensitivity. 7:54 In addition, we highly encourage you to connect with one another. I know that Jelisa already encouraged you 7:59 all to share where you're joining us from, in your LinkedIn profile in the chat, so just another reminder to 8:05 continue to do that throughout today. Also, as we hear from our speaker later, 8:10 if you have any helpful resources that contribute to today's topics, please feel free to share those as well. 8:16 If you have any questions during the presentation, please type them into the question box at the bottom of your Zoom screen. 8:23 The questions will be answered at the end of this session as time permits. Hope we can move to the next slide, please. 8:31 I am now really excited to introduce our speaker for today. 8:38 Today we're going to learn why building a cultural intelligence is a critical step toward achieving 8:44 diversity equity and inclusion outcomes. We have with us today, Dr. Renee Bhatti-Klug. 8:51 She's an innovative educational leader and researcher committed to the topics of developing cultural intelligence, 8:57 building people centered curriculum, and fostering inclusive environment. She's been educating students and training leaders from 9:04 over 100 nations for 20 years. As a leader, she seeks to model 9:09 the value that curiosity, empathy and compassion, all through action-oriented and 9:15 data-driven decision-making. She developed and tested a cultural intelligence model that 9:21 she successfully has implemented across academic, corporate and non-profit organizations. 9:27 She's also the founder and chief trainer at culturally intelligent training and consulting. 9:32 We invite you to take a look at her organization and do a little more research term and 9:39 possibly connect with her after this. She's also been nice enough to share her guide with us, 9:46 which we will be sharing in the chat. As she shares today, you will see how that guide contributes to some of the information that 9:52 she's going to provide and how you can apply this after today. Without further ado, I will turn 9:58 this over to Dr. Bhatti-Klug. Thank you, Tondra and Saray and Craig and everybody here today. 10:06 I appreciate your presence. I want to invite you, as Tondra said, 10:11 to contribute in the chat. I want to acknowledge that I am not the only person 10:16 here with knowledge about this topic. As I begin and asking you, 10:23 are you culturally intelligent? Tondra already did this. Today we'll take a look at the approach again, 10:29 one that I developed on cultural intelligence or CI. Then we'll do some engagement in 10:36 which I will ask you to apply CI. I will be sharing a link in the chat and asking you to jump over 10:43 to a singular jambord with six slides. I'll walk you through all of that. 10:48 But just to let you know, there will be a link shared. Then I'll go through some best practices 10:53 for demonstrating CI, and then we'll end with a Q&A, so go ahead and share that like Tondra 10:59 said in the Q&A function in the webinar. Again, there will be a guide shared in the chat, 11:06 if you see a page number on this side that correspond to the one in the guide. 11:11 But this guide is truly meant for you to continue at the active learning process 11:17 as you move forward, recognizing that we can do a lot in an hour, but we can't do everything. 11:23 Again, you can share in the chat and ask questions. When looking at the approach to cultural intelligence, 11:31 I want to begin with taking a brief look at what culture is. Yes, it's the belief, 11:37 the customs and arts of a particular society, group, place or time. 11:43 That's the straight definition. But when I invite you to talk about culture, 11:48 a lot of times a lot of us situated just in our nationality or ethnic heritage and 11:53 that is absolutely relevant. But also let's think about those of us who have disabilities. 11:59 Those of us who have various artistic expression. How we engage movies, art, film, 12:06 all of that can determine how we view the world and how we view ourselves and even each other. 12:12 Then we have our ethnic, our family, interactions, 12:18 our gender identities and expressions. Our generations when we were born. 12:24 Our geography, many of us might be in the same state. But if we're in rural or urban settings, 12:31 we might have different experiences of that same geographic location. I want to say hello to everybody here who are 12:39 from numerous geographic locations as I learned in the chat. Our languages, our nationality, our politics, 12:46 our religion, our sexual expressions, and way that we go about the world and how we identify 12:54 our socioeconomics and who we bring to the workplace, and how we develop the cultures within our workplaces 13:01 because each workplace we go to can have a different cultural expression. 13:06 This photo here is to express the Latin root of cool air, which means to tend to the Earth, 13:13 to grow, to cultivate, to nurture. This is the idea that I 13:18 want you to have in mind when we talk about culture. It encompasses all of us. 13:26 In taking a look at CI, this is adapted originally from early in ARMS research in 2003. 13:33 But CI is our ability to gather, interpret, and act upon drastically different cues to behave 13:41 responsively across cultural settings and from people from multicultural backgrounds, 13:46 like I just described to you in the previous slide. CI is embedded within emotional intelligence 13:55 or EI for behavioral adaptation across cultures. Emotional intelligence is our ability 14:03 to monitor and understand our own emotion so that when we engage with other people, 14:10 we can understand our responses to them. Sometimes that might require us to 14:17 escalate a situation if we need to speak up and sometimes it might require us to 14:22 diffuse the situation if something has gotten out of hand or if there's been a misunderstanding. 14:28 All of this is part of cultural intelligence. Now as we take a look at how 14:35 emotional intelligence translates to cultural intelligence, as we move across diverse cultural perspective, 14:44 our emotional intelligence might shift, thus creating cultural intelligence. 14:49 For instance, eye contact for many of us, let's say we're situated in the United States, 14:56 would signify to us that we are respecting somebody when 15:01 we're making eye contact with them. However, within the United States, there are many cultures, 15:07 including those part of indigenous communities, who view not making eye contact as a sign of respect. 15:15 The same nation, but different cultural expressions have different ways of communicating respect. 15:22 This is how we translate emotional intelligence into cultural intelligence. 15:27 My understanding of someone's behavior could be a trigger in my presuming 15:35 that they are not respecting me, but they're communicating deep respect. 15:41 When we take a look at this model here on this screen, and this is the one that I've developed over 15:46 the last several years through both my doctoral research and my company, which you can find out on page 6 in the guide, 15:54 we have three capabilities that are guided by three values. 15:59 The first capability is cultural openness, which is our willingness to 16:04 learn about ourselves and others. Keep in mind it's not just about learning about others. 16:10 It's also about understanding how we function and move throughout the world. That greater emotional intelligence. 16:17 This is guided by the value of curiosity, which I'll unpack in a little bit. 16:23 This is part of that motivational CI, which ascertains our intrinsic or extrinsic motivation 16:33 to engage people who are different than we are. For those of us who have an extrinsic motivation, 16:39 which means that you're not automatically interested in trying new things or meeting new people, 16:46 that's actually okay and the research says it's important for you to recognize that because often 16:52 you have to do this to keep your job. For you, you might be able to walk 16:59 into a situation that might be uncomfortable, but you say, you know what? I may not be comfortable with this, 17:05 I may not totally like it and I may not have chosen to do this but I want to do my job 17:10 with excellence so I'm engaging this. That's okay. The second capability is cultural awareness, 17:19 which is learning about yourself and others. It's an active process that includes 17:26 a cognitive and meta-cognitive aspects of CI, which is understanding not just what 17:32 we already know and what we need to know, but how we learn. This is guided by the value of 17:38 empathy which I defined as perspective-taking. The third capability is cultural responsiveness, 17:48 which is demonstrating inclusive action based on what we have learned. 17:53 This is guided in the behavioral CI, which is the action. 17:59 Without action, we don't have CI. This is guided by the value of compassion, 18:05 which I define as empathy in action. Cultural responsiveness without 18:10 awareness is merely colonialism. It is not CI. All three of these capabilities have 18:17 to work in tandem with each other for us to truly be able to express inclusivity, 18:24 equity, and diversity, which is where we're going next. DEI which I'm not going to define, 18:31 but there are definitions on page 2 of your guide and at the bottom of this screen, 18:36 these are outcomes not intention. For those of us who are interested in 18:41 promoting diversity, equity and inclusion, I argue that when we 18:48 engage cultural openness, cultural awareness, and cultural responsiveness, we will begin 18:54 to see the outcomes of DEI manifested in our practices. 19:00 I argue that as we become more responsive and we see the fruits and we 19:05 begin to ask what more might we do and thus engage further curiosity in the Venn diagram 19:12 on the screen and continues to process. [LAUGHTER] It is colonialism. 19:18 Taking a look at the capabilities and the values, 19:24 this is a definition of curiosity by Lowenstein. It's a form of cognitively induced deprivation 19:31 that results from the perception of a gap in one's knowledge or an intrinsically motivated desire 19:38 for specific information. It's also a need for sense-making. When you think about the times 19:45 when you've been most curious, it's likely because of I need to know more about that. 19:50 I need to understand that more. If any of you like me are Ted Lasso fans, 19:56 there's an episode in the first season called the Diamond Dogs where he says, 20:02 be curious, not judgmental, when I invited all. Before we make judgments, ask questions. 20:08 Describe before we evaluate to understand the true nature of the situation. 20:15 When taking a look at cultural openness, here are some examples of how this might manifest. 20:22 Being open-minded about cultural differences, recognizing that we're not all the same. 20:27 I don't know if it would be easier if we were all these days. Maybe there would be fewer misunderstandings. 20:34 But are acknowledging that there are cultural differences is important 20:40 in the first step to demonstrating CI. Meeting new people who are not like 20:45 us racially, economically, personally, professionally, this allows us to understand the world beyond our own. 20:54 Trying new food practices, artistic engagement, traveling, accepting a project that scares us. 21:02 Recognizing areas in which we need to learn more and then noticing who is not at the decision-making table. 21:11 To share a quote from Brené Brown's newest book called Atlas of the Heart. 21:17 It's a beautiful book on emotions. I welcome you all to engage if it's serious what he what 21:22 she says about curiosity. He says choosing to be curious is choosing to be 21:28 vulnerable because it requires us to surrender to uncertainty. 21:33 We have to ask questions, admit to not knowing. Risks being told that we shouldn't be asking and 21:41 sometimes make discoveries that lead to discomfort. 21:47 I want to ask you and there's a poll, you absolutely do not have to do it, 21:52 but I invite you to do so. On a scale of 1-5, one being the lowest and five being the highest, 21:59 how would you assess your curiosity or desire to learn about people and 22:04 cultures that are different from yours? Go ahead and take about 20 seconds. You can use the chat if you're not 22:11 able to access the poll on the screen. 22:17 I see a lot of five coming. Can you see the poll on the screen? Yes its there. 22:27 Feel free to use the poll on the screen as well. But I do see a lot of people using the chat instead. 22:38 We'll go ahead and wrap it up. It disappears, interesting. It is on my side. That's okay. 22:47 Interesting. From the chat I saw a lot of fours and 22:53 fives and this demonstrates high levels of openness and curiosity. 22:58 Thank you for your participation. Now, I'm going to ask that you move to a Jamboard. 23:04 I'll also share it on the screen and somebody will be sharing with as we have just shared it in the chat. 23:11 I'm taking a look at the first screen on the Jamboard. I see a lot of you are already joining me. 23:17 On the left, you can pick them. On the fourth icon down is a sticky note, 23:22 or you can copy the example note that's already on the screen. I would like you in a few seconds 23:28 to describe how you have felt when others have expressed curiosity towards you or your work. 23:36 How have you felt when others have expressed curiosity towards you or your work? 23:42 I feel excited to share, validated, excited to share, grateful, 23:48 valued, seen, honored, and excited. I feel like encouraged to continue what I'm working. 23:55 I felt seen, glad to share, surprised, respected, valued, misunderstood, that I liked. 24:04 I appreciate that counter perspective. If somebody has to ask and 24:10 maybe you haven't communicated, it depends on how they approached me yet, defensive, glad to share, 24:17 sometimes skeptical depending on who, what, and how they express that desire, motivated, refreshed and renewed, 24:24 respected, suspect, happy. I love this, excited to share. There are so many. 24:30 There are over a 126 people here. This is amazing and I want you to keep looking. 24:36 This is your link to continue and for those of us who are joining us after the fact, 24:43 oh, no, it got cleared. For those of us doing after I invite you 24:49 to continue to participate, I'm going to move to Slide 2, 25:00 do the same thing, but this time please answer this prompt. 25:05 Can you share an example of how you have engaged curiosity to demonstrate cultural openness? 25:13 How have you engaged curiosity and do be careful not to click at the very top clear frame 25:19 so we can keep all of our answers. I'll give you a couple of seconds to collect your thoughts and share. 25:25 Just at the top screen there was an arrow to move over to Slide 2. 25:30 As you travel, ask questions. Excellent, these are very good. 25:40 Learn their language. I see some people using the chat instead and that is fine. 25:45 Read. Listen to understand, ask questions. Ask my Chilean friend to show me some of her favorite recipes. 25:54 Yes. Excellent. Ask about experiences. Try things in a different culture. 26:01 Ask questions. Ask about experiences. Part of my job I ask questions all day long. 26:07 Good. Learn about their food and their languages. Listen and keep listening. 26:12 Ask about food prep in certain places. Seek clarification. Yes. If you don't understand seeking clarification, 26:20 here's a longer one and I'll make it bigger. When I hear someone speaking another language 26:25 that I'm not sure I know that I have to ask them. The very first time I heard Hebrew. I was in Guatemala. 26:31 I asked this group of girls and they told me, yes. So what language are you speaking? During the presentation with 26:36 Costa Rica on American values, I made sure to first and throughout, 26:41 ask the participants about their experiences and cultural expectations. Yes. Push my insecurities aside, 26:49 I love this and I want to highlight that. Ask about cultural norms. Growing up as a third-culture kid, 26:56 this has become second nature. Excellent. Well, thank you. We will spread these out. Watch a video, active listening. 27:03 Yes and you can continue to go that. Invite you now to go back to the PowerPoint, 27:08 which I'll reshare again. Thank you so much for your participation. That was awesome and I will invite you to do that 27:15 two more times for the next capability. Now in moving toward empathy. 27:22 Theresa Wiseman defines it as one's ability to first see the world as others do. 27:28 Second, to understand others' feeling. Third, to remain non-judgmental and fourth, 27:35 to communicate and understanding of that person's viewpoint or need. 27:43 Brené Brown in Atlas of the Heart says that empathy is a tool of compassion. This comes first. 27:48 She said that we can respond empathetically only if we're willing to be present to someone's pain. 27:55 If we're not willing to do that, it's not real empathy. Empathy is not pity. 28:00 It's not just feeling sorry for someone. It's truly seeking to understand that person's perspective. 28:06 How we might do that is addressing those knowledge gaps with intentionality and action. 28:12 I heard some of you say with curiosity, reading, engaging documentaries, I see that in the chat. 28:18 I'm learning new things. This is the awareness that curiosity is recognizing where you need to start learning. 28:26 The awareness is the active process of doing it. Asking people about who they are without 28:32 assuming and for many of you are already doing that. Listening to understand, inviting 28:38 diverse cultural perspective, interior decision-making process. If before we asked who's not at the table, 28:45 now we're asking who is at the table and we're inviting all of those perspectives to make sure that we're truly 28:53 addressing multi-factor and multicultural needs, perspective, and people, 28:59 and finally, reflecting on lessons learned for future encounters. There's about a thousand more, 29:04 but just for the sake of today, I've included these five. I'm going to set up an example here of building 29:11 cultural awareness and then I'm going to finish it in responsiveness. Looking at Zoom here, 29:18 we have been on Zoom for quite a long time now several years, and Zoom most recently in the last six months 29:24 have given access to all users. It's a closed captioning and it's 29:31 free and you click a button and it enables automatic closed captioning. I have given you this awareness now and I also 29:38 want to let you know that it's not just those who are hearing impaired. But it might be also for 29:44 people whose first language is not English and who find it helpful to be reading and listening at the same time. 29:50 Also for people who are in shared office spaces. They might not be able to turn 29:55 on their volume, so they're reading. Hopefully, you're not driving while 30:01 you're doing this and need to read, but maybe if you're on public transit. This is our awareness and I'll 30:08 pick up responsiveness in just a moment. But here's the why behind empathy. 30:13 There was a soft survey done, said that most people within organizations want to think better than leaders. 30:19 They want empathy and vulnerability and the two attributes that a lot of leaders 30:25 are most reluctant to share, are empathy and vulnerability. But here's what happens when leaders demonstrate empathy. 30:33 This was a survey done in 2021 by catalysts, it is a non-profit that seeks to 30:38 empower and engage with it. Eight hundred and eighty-nine employees, women were survey. 30:45 They said when they had empathetic leaders, innovation went up by 61 percent, 30:50 engagement by 76 percent. Among white women, retention went up by 57 percent, 30:56 and women of color by 62 percent. Now, in juxtaposing and pausing, 31:02 there juxtaposed against the great resignation which has been happening for over a year now. 31:07 We want to retain our people and take a look what happens when we're empathetic as leaders. 31:13 Inclusivity goes up by 50 percent, that's the sense of inclusivity and our perception of 31:19 work-life balance goes up by 86 percent. Notice I didn't make a business case here. 31:27 I didn't talk about the bottom line or numbers. I don't feel like I have to do that because that's not what it's about. 31:32 It's about people and when you show your people that you care about them and you humanize the workplace, 31:40 the impact on them is to get them to feel included. Feel a sense of belonging, 31:46 feel like they want to stay, they want to share, and they want to innovate. 31:52 That's what happened and I think you can deduce what might happen to your bottom line with 31:57 all of these outcomes occur. Next, poll. Again, if you're not able to access the poll, 32:05 please use the chatbox. Please use the chat, but I'll share it now. 32:10 It says it's failed, but can you see it on that side? I can see you see it. How well have you actively 32:17 participated in learning about the perspective, mindsets, and emotions of people from other cultures? 32:24 Not well at all, just very well. If you're using the chat, one is not very well, then five is very well. 32:31 Take about five more seconds. Very good response. Thank you so much. 32:37 I'm going to go ahead and end it and sharing it. 32:45 Seventy of you participated out of 120 of you. Fifty percent said pretty well, 32:51 27 percent at very well, 20 percent that said so and thank you to that 3 percent who are honest and 32:58 said not very well, that's okay. If you would like to increase your CI. Awareness is the second step in that process. 33:06 I invite you to do so if you're interested. Thank you for that engagement. We're going to move back to the Jamboard. 33:13 We can share that link again and I will also share the screen. 33:18 Go now to Screen 3. Slide it at the very top right here. 33:23 I hope you can see my screen. Go ahead and take a sticky note. 33:31 Describe how you have felt when someone at work has expressed empathy or perspective toward you. 33:38 The link to the jam boards in the chat again. As you've seen and heard. I appreciated someone else might see my perspective. 33:47 I don't feel alone, safe, relieved, excited to be part of that team, and willing to put in more effort. 33:54 Heard, I want to show empathy back, that reciprocation, respond in there. 33:59 I feel welcomed and helped and respected. Flattered, empowered, cared about. 34:06 It's been a while, but I appreciate it when they did. I'm sorry to hear that community, 34:12 but I hear you and I hope that it continues to happen or that maybe you continue to seek other opportunities if you're able, 34:18 equal value, like I want to do that for someone else heard with an exclamation point, 34:25 reciprocity, emotional, joy, seen and heard. 34:31 Thank you. Thank you. Thank you. I appreciate that. That is still good. I see a lot of very similar. 34:37 It mimics what already happened during that study. You're saying similar things, 34:42 you feel a sense of belonging. More answers are continuing to come in. I get an invite. Those of you. 34:48 We will share in the webinar, this link, again, you can share as 34:53 well and see what people have said. Let's move to slide 4. 34:58 Again, take a note. Share an example of how you have engaged 35:04 empathy to demonstrate cultural awareness at work. I'll give you a few moments, it might 35:09 take you a few seconds to type. Again, share an example of how you have engaged 35:18 empathy to demonstrate cultural awareness at work. 35:24 Listen, reflect what I've heard. Be an ally. Yes. In listening you say, 35:30 okay, is this what I heard you say? It's so important for all people to do it? 35:36 It allows you to collect yourself. That allows them to clarify. Also, if you are working with people 35:42 whose first language is not English and you happen to be communicating in English, 35:47 this can be helpful in making sure you're actually answering the question. Talk about what's been shared without 35:53 offering solutions just yet. Yes, so good. Sometimes people don't need advice, 35:59 they just need to be heard. Created cultural events and days at work for engagement. Good. Initiate a conversation 36:06 to make them comfortable being around me. Practicing patience, to explain things when not understood. 36:13 Trying to learn how folks pronounce their names. So important. Share that we are both from 36:19 different countries, yes, that awareness. Practicing patience, ask 36:24 those who have lived in other countries to share their insights with the group. 36:29 Yes, invite them to do so without necessarily putting him on the spot. 36:35 I love that, I love that. Listen, support, create, change. I see a lot of listening. 36:40 Observe nonverbal cues. Yes, it's nonverbal cues. Seek to understand first, 36:47 let them know. I see them. Active listening, incorporating new behaviors, 36:53 learn from other cultures. Yes, there's that metacognition. What you've already learned, 36:58 you're able, for instance, walking into, let's say we're not at work, we're in somebody's home now. 37:03 Taking off your shoes, recognizing, learning from another cultural perspective and doing it now next time, 37:10 lead, inspire educate good. I invite you to keep looking at that. I'm going to move back to the PowerPoint for time. 37:17 But thank you again for your participation, and that was excellent. 37:23 Moving to compassion from the greater good Science Center at UC Berkeley, 37:29 they defined compassion as the. Well empathy refers more generally to our ability to take 37:37 the perspective of and feel the emotions of another person. 37:43 Compassion is when those feelings and thoughts include the desire to help. 37:48 As a reminder, awareness is gathering the information. Responsiveness is doing it. 37:55 For I saw so many good answers in the awareness that could be bought and listen, It's all of what you shared is good, 38:02 but just delineating what's sometimes my English needs some work. 38:10 Here are some of those examples, applying lessons learned to future encounters. 38:17 Turning on the subtitle, every time you do a zoom meeting, no matter how many people are on 38:23 the call, is your responsiveness. You can hide those subtitles if you don't like them, 38:29 because sometimes they can be distraction. People can do that individually. You can just show them how to hide 38:34 peptide, that the responsiveness. Awareness, learning about them, 38:40 learning how to put them on responsiveness in doing it. Incorporating new knowledge from 38:45 diverse cultural perspective into policies and practices. Notice, I lead with policy. 38:53 That's the accountability. It's asking who's not here at the table, who is here? 39:00 Now, do those people at the table feel like they belong? Integrating inclusivity into your behaviors, 39:08 alleviating somebody's burden, solving a problem through informed action. 39:14 Often we refer to policy. But if policy is preventing 39:19 somebody from solving a problem, how might we use policy 39:25 to enact action to solve somebody's problem? Not just keep referring them to some procedure, 39:32 but to take action and to solve it ourselves, to run interference, it makes a big difference. 39:38 and acting as an ally, accomplice advocate. I use all three because there is 39:44 some people prefer to use different words over the other. Ally, lot of people don't like to use this 39:51 self-described because it feels self-congratulatory. Some people don't like the word accomplice because 39:56 it's associated with criminality, but a lot of people love it because it's subversive and it shows, 40:01 we're going to do this thing. A lot of people prefer advocate because it shows that you are willing to defend somebody else. 40:09 During the Obama administration as an example of what this looks like, 40:14 some of the women at the high level tables were noticing that they would share ideas, 40:21 and a lot of times those ideas were heard. But then a man at the same table would say one of those ideas that everybody heard it. 40:28 What the women started doing is amplifying when somebody else shared. 40:33 If one woman, let's say it's Tondra shared an idea, I would say well, 40:39 in what Tondra just said and I would repeat what Tondra said, giving her credit, and the women would continue to do that, 40:46 and they shifted culture because now they were no longer unheard. 40:52 They realized that change had happened in their ideas being amplified 40:57 and heard. I think that's amazing. Yes, everybody should be aware of 41:02 the policies you have to make those explicit. Final poll on responsiveness. 41:08 How well can you adapt or change your behaviors to be most 41:13 compassionate towards inclusive of and responsive to people from diverse cultural perspective. 41:21 Not very well to very well. One, if you're using the chat is not very well and five it's very well. 41:28 Take about 10 more seconds. 41:36 I'll go ahead and close it. Here are the results 41:42 so 65 percent of you said pretty well, 24 percent said very well, 41:47 10 percent, said so, and two percent said not very well. Again, I appreciate the honesty and 41:54 also I want to point out a trend that I've seen in my research. I've probably done these informal Zoom polls 41:59 with maybe 5,000 people. In my actual official data research, 42:05 I've noticed that cultural awareness, those scores are typically lower and they were here than responsiveness. 42:11 What that indicates to me is that this group, is highly culturally humble 42:18 or you are displaying cultural humility. You admit that there are knowledge gaps. 42:25 I don't know everything, but when I do know, I am willing to put things into practice and that's what 42:30 this shows me the higher levels of responsiveness. Thank you for sharing in the chat. 42:35 Let's go back to the Jamboard, will share the link once more in the chat, and we'll move to slide 5. 42:42 Same thing, grab a sticky notes. Describe how you have felt when someone at work express 42:49 compassion or took action to alleviate your burden, I felt loved, 42:55 thankful, supported, increased desire to help others that reciprocity again, 43:00 part of the team love it, 43:06 supported the desire to pay it forward. As you're thinking that I mattered, 43:12 remember compassionate, built out of awareness. This isn't just somebody doing something or micro-managing you. 43:17 That's not compassion. This is somebody being aware of something that you weren't able 43:23 to do or didn't have capacity and they alleviated it. However, they may not have done it for you, 43:28 but they somehow increased capacity. Grateful, welcome, hope, 43:35 supported and that I mattered to the team as a whole. I love it. 43:40 We're going to move to the sixth frame. You can see it here. 43:45 I want to make sure that I shared it. I did. Okay, Good. Same thing. 43:51 Take a sticky note. Now, share an example of how you have engaged compassion to demonstrate cultural responsiveness. 44:00 For some of you as you're learning is increasing, if it's a similar sentiment you shared during awareness, 44:06 go ahead and repeat it again because we're learning as we go, and what have you done? 44:12 Ask how the person how they would like to be helped? Yes. Ask them. Oh, good. 44:19 This is that awareness too. You're asking before the doing. Share the doing, 44:25 what have you done? The outcome. Quieted my own biases as I listened, 44:33 strategy, hugely responsive practice. 44:38 I give you a few moments to type, listened, yes. 44:44 Ask what was needed and then assisted in getting it done, yes, listen and ask what a great question 44:52 as leaders and as friends, as parents, as partners. Listening before as you're listening, 44:57 would you like me to listen? Just to listen or would you like me to listen and provide advice? 45:03 It's a game-changing question. Honor culture celebration. Ask questions about giving space 45:10 and grace when people seem to struggle. Continued to share, everybody is 45:15 welcome to go back for the sake of time. I'm going to go back to the PowerPoint. 45:21 Thank you again for your participation. It was beautiful. 45:28 As we move to demonstrating CI best practices before we go into the Q&A. 45:33 Again, if you would like to ask them questions, you can in the Q&A prompt. Use your power for good, establish, 45:42 and sustain interpersonal climate that encourage belonging for all. If you are a leader, how are you engaging 45:49 cultural intelligence to make sure that you're understanding the needs of the team. If you understand those needs, 45:55 what are you doing about them to advocate for policy change, to change the system at place. 46:02 Because listen, when it comes to oppression, it's the system that enable 46:08 oppression and it's the people top-down, 46:13 bottom-up, who start to change the system. Make your expectations explicit, 46:20 I saw in the chat somebody say that. When you have policy, you have to make sure you're communicating it 46:26 consistently as people on board, as people change, as they move up in the company, 46:34 as policies change, because you can't hold people accountable to behaviors they're not aware of. 46:40 I hope that leaders are modeling those expectations. If they're not, that there's accountability in 46:47 place, focus on representation. Diversity is a fact but 46:52 representation occurs when people at the highest levels of the organization reflect the cultural identities of 47:00 those that they are working with and the clients that they seek to serve. You can't honor a need of a client if you 47:10 don't have any understanding who they are and what they need. Bringing people on board from 47:17 those communities allows you to understand your clientele. Again, I repeat this on purpose. 47:24 Whose voices are missing? Look around the decision-making table. 47:29 Whose opinions? If you are in education, it's not just the people at the highest level of 47:36 faculty but of staff, and students. All levels of the organization need to be present. 47:45 Use inclusive language. Avoid gender specification if at all possible. 47:50 Instead of mankind, humankind, if you don't know somebody's gender, use they, them, pronounce names accurately. 47:57 I saw some of you do that. I sometimes spend voice messages through 48:02 email to let somebody know my name, pronunciation. I have the pronunciation of my business card and 48:07 then my email signature because I know my name is difficult to pronounce. Then I send emails before 48:13 engaging with people asking them how to pronounce their name, use correct pronoun. 48:19 Somebody tells you what their pronouns are use them not just to their face but behind their backs too, 48:25 whenever you're referring to them, use both correct pronouns. Create access. 48:31 Design all projects in meeting elements for accessibility. Don't just provide accommodations. 48:37 Accommodations solves an immediate problem. Accessibility creates an entire structure in which people 48:43 have access that creates equitable environments. 48:49 Be self aware. You might be an expert in your field, 48:54 and I honor that. But there's so much that even we experts don't always understand. 49:00 If we're professors, we might be a subject matter expert, but as students come from 49:05 different cultural backgrounds, different generations, if they can co-create knowledge with us and amplify and 49:12 enhance our subject matter expertise same for any of those of you in business. 49:18 What can you do to allow the people you are serving to feel like they have access to the thing 49:25 that you are seeking to communicate. I was an English professor for 17 years. 49:31 What this work that would say, instead of just teaching the 49:37 Hemingway's and the kickoff to our wonderful writers. I'm also now going to teach women writers, 49:42 other writers of color, writers with disabilities writers from the LGBTQIA+ population, 49:50 so students can see themselves reflected back to them through the academic work that they are engaging. 49:56 Please, those of you in stand, start to find authors of color across ability, 50:03 across historically excluded communities so our students can know, 50:08 I can go into that profession as well. In the chat if you're able, 50:14 what is one culturally intelligent behavior that you can begin demonstrating tomorrow or today, if possible. 50:22 I'll let you as you're sharing in the chat, I'm going to move forward so we have time for Q&A. 50:27 This is in your guide, but I want you to take actions. 50:33 With your professional team or even individually, think about where you're curious. 50:38 If it helps think of a culture outside of your own or the one that's dominant or most present. 50:43 Think of what you want to learn more about. Let's say you're part of a board and it's entirely new. Think about how you can access, 50:51 bringing more identifying females to the table. How will you engage curiosity to increase openness, 50:57 empathy to increase awareness, compassion to increase responsiveness. To whom are you going to be accountable? 51:05 When is your deadline goal? Don't have put it out there into the great wide voice. 51:10 Give yourself a deadline and hold yourself accountable to that deadline. I see in the chat, listening to understand. 51:19 Oh gosh, I lost it. I'm sorry. 51:24 Look for introverts, yes, and try to engage and maybe engage them not so much publicly, 51:30 but maybe send email beforehand or surveys beforehand. 51:36 Not just because you're introverted doesn't mean that you're not going to speak up. 51:41 But if maybe if you're an internal processor. For those people who don't always get hurt at 51:47 meetings and we're asking for hands to be raised right away. What can you do beforehand to engage them or after the fact? 51:53 Send survey and loved it. Smile, listen and be open to perspective. 51:58 Treat people the way you want to be treated. Matilda here's here, but I want to push that one step forward. 52:04 That's the Golden Rule, the platinum rule is treat others how they want to be treated. 52:09 That's what I encourage you to do. Moving on. Thank you. Continue to use the chat. 52:15 I would love to see it downloaded. On page 4 and 5, there's a CI assessment as you 52:21 click through the numbers that automatically calculates it. You can also stay accountable as we 52:26 saw in the last line on page 5. Please continue to do that. If you have questions or want future services on page 6, 52:36 you can have links to learn more about it. We have DEI solutions that we enact across 3, 6, 52:42 12 months and beyond to help organizations implement cultural intelligence 52:49 individually for organizational transformation. There we have it. I would love 52:56 to go ahead and answer some questions. I'm going to stop sharing. I want to say, thank you. 53:02 Again, you're free to email me at rene@culturallyintelligent.com. 53:07 Go ahead, Tondra. Thank you. The assessment is in the guide that 53:12 was just shared in the chat. Awesome. Thank you so much. 53:18 This has been wonderful. I have actually attended one of Dr. Bhatti Klug's sessions before. 53:26 I thought I knew this information but I've been taking notes throughout. 53:31 I will tell you all that guide is gold. Utilize it. 53:37 We thank you for providing that sheet, it's not always provided with these presentation, so please take advantage of the ability to have that. 53:43 We don't have much time, but I will answer a few of the questions in the chat. 53:49 The first one that I would like to ask if someone says, "Can you clarify what is compassion?" 53:56 I feel like most people think they are good at this because they listen, but what comes out of 54:01 the response is sometimes tone deaf. One of the questions on the survey had results indicating that 54:08 most felt they were good at it but how would one know? As a reminder, compassion is 54:16 the actionable expression of inclusion. Listening is actually part of awareness and empathy. 54:25 That's when we prospective take, we're listening to understand the other person's perspective. 54:30 Compassion is what we do in response to that listening. 54:36 Sometimes it can absolutely be tone deaf, for instance, let's say a person of 54:41 color is sharing grief about what recently happened. Not just to the black community, but also there was two cities in which 54:47 Asian people were specifically targeted and shot some were killed, some are still in the hospital. 54:55 Imagine I'm speaking to somebody and for those of you who can't see me, I am a person of color. I'm Indian ethnicity. 55:01 My dad is from India. Let's say I was expressing something from my cultural perspective 55:07 to somebody who was not of my perspective and may be identified as white, and they say, I understand. 55:13 That's a little tone deaf because they couldn't possibly understand not being a person of color. 55:19 Instead, I hear you, thank you for sharing. Those expressions sometimes we 55:25 want to be compassionate in our speech, but sometimes we can't always be. There's an example there. Go ahead, Tondra. 55:32 Awesome. Here's another one that's really good. Leaders are not modeling, 55:37 nor is there accountability. The feedback I received is that I'm too sensitive and the clients need to, 55:45 "get with the program." I know it's time to leave this organization, 55:50 but any advice on how to stay sane in the meantime. Thank you for this. 55:55 I appreciate it. I am sorry for that. It's a huge emotional task that you're going through and you're trying to be 56:02 inclusive and you're the only one. I hope that you have an opportunity that far exceeds the one. 56:08 But model by example, if you can at all 56:13 try to see if you can have conversations with leadership, 56:19 you can suggest bringing in consultants or doing things like this, but it sounds like your leadership is being a 56:26 little exclusive about those things. 56:32 Also, I think in your ability to 56:38 express culturally intelligent perspectives and behaviors with your client, 56:44 seek feedback from your clients, even as something demonstrable for you to have as you move 56:51 forward into your next better opportunity and for you to show your leadership. When I do this, here's how the clients respond. 56:58 You have that data driven decision making, it may not happen, but that's some place where you might be able to start. 57:07 Thank you. Here's another one, you mentioned you can't hold people 57:13 accountable for behaviors they are not aware of. This makes me think of a person not getting a ticket for 57:18 speeding because they did not know that it was against the law to speed. Can you elaborate on this, please? 57:24 Yes. This part is a little bit different. I'm talking organizationally. When somebody gets a ticket for not speeding, yes, 57:32 maybe part of the governance in this city needed to communicate that more readily, especially if you're traveling to 57:38 new cultures and maybe the onus or responsibility is on us as a traveler to understand the policies and practices in other cultures. 57:46 But organizationally, leadership absolutely has the onus or responsibility of 57:52 making sure that they have their policies clearly stated and clearly communicated in an ongoing basis. 57:59 Most people when they start new jobs don't receive training. I would like to see that change and that's where we can implement policy. 58:09 This will be our last question. I'm trying to take note of time because this is so good. 58:17 How do we create cultural cohesiveness and inculcate sense of equity, 58:23 diversity and inclusion in deeply polarized environments? Racial superiority has taken 58:29 front seat and hyper nationalist frenzy, prejudice and inherent bias toward people of color. 58:36 I hear this. I know that the political climate right now is painful. I have experienced it personally myself. 58:42 I think right now before we move into straight, let's work on DEI, which can be a conversation shut down. 58:50 Get to know people across political spectrum. Let's start humanizing the workplace. 58:56 I know sometimes you may not be able to have the conversation that we want to have, but in the meantime, 59:02 what conversations can we have? Because I will say that once we begin to humanize each other and stop pushing each other into the corner, 59:10 then we can start moving toward a greater sense of understanding and when there is that polarization again, 59:17 I have noticed that it is top-down effort that are most reliable when you want to 59:24 diffuse DEI throughout an organization. Sometimes it does begin with 59:30 leadership and how sometimes leadership knows, is when people from all levels of the organization 59:36 begin to speak up and write what they've been doing the last two years, they've been speaking up by leading. 59:42 Leaders, if you are part of an organization which you've had a giant migration, it's time for you to pay attention 59:48 to the culture of your organization. Wow, if that isn't the best way to close this out, 59:55 I hope that any leaders on the call actually took that charge and are moving forward with it. 1:00:02 For those of you who are in the situation of the last individual for the question that was answered. 1:00:07 We understand that many are actually going through things like that, may not feel comfortable voicing it, 1:00:13 they might just be pushing through. Keep in mind that we are in the midst of the great resignation. 1:00:18 There are opportunities out there and just to protect your own mental health, just be careful with what you allow in into your space. 1:00:27 Because another opportunity is likely waiting for you on the other side of the issues that you're 1:00:32 enduring now and you can land in a much better place. Again, Dr. Bhatti Klug, thank you. 1:00:40 This was an absolutely fantastic hour. 1:00:45 You've had so much information and the engagement was wonderful, having everyone actually go in and 1:00:52 take some time to consider some of the material that you were sharing. Again, we invite you all to reach out to Dr. Bhatti Klug, 1:00:59 contact her organization for consulting so that you can expand upon what you are learning today. 1:01:05 This was just one hour. She has so much more to offer. Take advantage of that guide as well. 1:01:10 We also invite you again to join us for our next educational equity webinar, which will take place on June 16th. 1:01:17 Again, we will be talking about building bridges among generational differences in the workplace. 1:01:23 Thank you all and have a wonderful afternoon. Bye-bye.