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Cultural Awareness and Bias

This week’s introductory module effectively opened my eyes and my mind to many ideas

surrounding the topics of culture, diversity, and bias. I became aware of aspects of each which

were either unknown to me or of which I had a distorted perception. This literature review

discusses new concepts that I learned or that were clarified for me, correlations between sources

which strengthened those concepts, and practical applications in my personal and professional

life.

Concepts Learned

Much of the material in this module made me aware that I have until now held incorrect

or incomplete interpretations of many concepts associated with diversity. For instance, I thought

that being politically correct was a way of monitoring one’s communications to ensure that they

are polite and not offensive and therefore more inclusive. In the TBW course, Starbucks defines

political correctness as “the act of avoiding important conversation about human differences

related to groups that have been historically or socially marginalized” and suggests that it is

better to engage in dialogue about uncomfortable topics than to be politically correct (n.d.). I

also learned that bias is universal and is not, in itself, bad as it guides us in how we engage with

the world (Starbucks, n.d.).

Another surprising topic covered was the difference between equality and equity.

Growing up as an American, I believed that equality for all was a just and noble virtue.

Nevertheless, I learned that striving for equality can be ineffective because it assumes sameness,

that everyone’s needs and concerns are the same (Starbucks, n.d.). In contrast, the principle of

equity helps us address unequal outcomes and ensure that inequalities are not the result of
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discriminatory beliefs, behaviors, and policies at a larger systemic level (Starbucks, n.d.). The

most impactful thing I learned this module relates to white privilege. I had previously

understood this term to have a negative connotation and to mean that white people were entitled,

ungrateful, and racist. Since I am white, this made me uncomfortable. However, Nahavandi

explains this concept as occurring when “the dominant majority groups are considered the norm

and do not think about their culture as often and as much as those who are members of less

dominant cultural groups” (2022, p.51). I realized that I do not often think about my Irish

immigrant ancestors or question whether my relentless work ethic may have evolved from their

necessity to work hard to survive in a new and hostile environment.

The activities for this module were very enlightening. The completion of my pie chart

made clear the fact that nearly all of the characteristics that make up my sense of identity are

secondary dimensions of diversity, or changeable personal characteristics that are acquired and

may be modified or abandoned throughout life (Cox & Beale, 1997). For instance, when

defining myself I give much more weight and thought to being a Christian mother in recovery

while barely considering the facts, such as being a 39-year-old white female. I also enjoyed the

cultural pre-test as it identified the biggest areas of opportunity for me to grow. My answers

highlighted that I am curious and motivated to learn about other cultures but that I lack

knowledge concerning their legal and economic systems, rules of language and nonverbal

behaviors, and facial expressions.

Correlation Among Sources

Culture has been defined by some as “a toolkit of strategies that helps people deal with

their environment” or a way in which people solve problems (Nahavandi, 2022). This sounds

similar to Starbucks’ description of bias as a natural cognitive process where we make

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associations between stimuli (n.d.). Thus, it makes sense that biases result naturally as does

culture from the way our brains view and interpret events around us. When explained in this

way, as a natural process, bias does not seem so sinister but rather the outcome of a lack of

appropriate context and information which, were it provided, would naturally change and evolve

our perceptions. Starbucks describes a worldview as “a set of assumptions about physical and

social reality that can have powerful effects on how we think and behave” (n.d.). Furthermore, a

mindset includes a predisposition to see the world and simplify it, a frame of reference, and a

guide to how people interpret the world (Nahavandi, 2022). Although most of us have

worldviews or mindsets that are limited in many dimensions, we have the ability to grow and

develop these perceptions through awareness, knowledge, and meta-cognition.

Systematic bias is still evident in many organizations. Whether conscious or

unconscious, this form of bias is folded into policy and practices to discriminate against some

groups (Starbucks, n.d.). Kimberle Crenshaw points out that “Many companies that have good

reputations for having great diversity programs still have difficulty in mentoring and creating

opportunities so those folks who are in the middle actually make it all the way up to the

penthouse” (as cited in Amos & Inskeep, 2010). I have seen this firsthand as a Starbucks

partner. My organization prides itself on being diverse and inclusive, and even encourages the

growth and development of its partners through tuition reimbursement programs. However, they

continuously deny promotions from within, opting rather to hire external candidates for positions

ranging from Store Manager all the way to CEO.

Finally, the Starbucks TBW course highlights the increasing need for dialogue,

explaining that “effective communication requires us to be exposed to ideas and beliefs that may

be at odds with our own and at times cause discomfort” (n.d.). If we have any hope of changing
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our mindset and assumptions, and therefore altering our biases and perceptions, then we must

have more experience from which to create a new frame of reference. The trend of avoiding

uncomfortable discussions and topics is not helping anyone. In fact, speaker Seconde Nimenya

warns that “fear of our differences is affecting the youth and a growing disconnect young people

feel when it comes to their social identity” (2016). More young people today suffer from

anxiety, depression, and mental health disorders than ever before. Is this simply because we now

have the tools to diagnose these conditions, or could it be indicative of a much larger problem?

Practical Application

I learned through the readings and exercises that I already have a solid foundation in

several of the dimensions which make up a cultural mindset. I have moderate cultural self-

awareness, a pluralistic view of culture, and meta-cognition, or the ability to reflect on my own

thinking, actions, and situations (Nahavandi, 2022). I also engage in self-monitoring, have a

growth mindset, and a cultural curiosity. Where I am lacking is in cultural knowledge, yet

“having awareness of one’s own culture…and having meta-cognition can help moderate lack of

cultural knowledge” (Nahavandi, 2022, p. 56). Therefore, while I am developing and growing

my cultural knowledge, it is important to be aware of my own culture and the culture of those

around me and the organizations in which we work, as well as monitor and analyze my thinking.

In the Think-Know-Do model which Nahavandi suggests using to achieve a cultural

mindset, I am currently in the thinking phase (2022). I am examining my assumptions and how I

interpret the world around me. I plan to use this class to move into the knowledge phase as I

learn about different cultural values, diversity, and organizational culture. Then, I will apply my

knowledge by implementing what I have learned in my communications with people from other

cultures, including spoken language, nonverbal communication, and practices. Finally, I will
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engage in dialogue and seek feedback as to how my attempts at multicultural interaction are

received and if they are effective. This might look like asking a direct report if they are

comfortable receiving direct feedback in the moment before providing it. It could also include

asking someone of Russian descent how they are coping through the recent conflict and asking

them about their culture without any negative judgment. It could be as simple as asking the

people around me how different aspects of life are where they are from. I had a conversation

with a customer about universal health care in his native country, New Zealand, just the other

day. As Starbucks’ TBW course highlights, out level of awareness and responses to diversity are

what really matters (n.d.). It is only through dialogue and discussion that we can tear down the

fear surrounding anything different and begin to build understanding and collaboration.
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References

Amos, D. & Inskeep, S. (Hosts). (2010, January 11). The Promise of Diversity is Yet to Be

Fulfilled [Audio podcast episode]. In Morning Edition. NPR.

https://www.npr.org/2010/01/11/122370935/the-promise-of-diversity-is-yet-to-be-

fulfilled

Cox, T. & Beale, R. (1997). Developing Competency to Manage Diversity: Readings, Cases,

and Activities. Berrett-Koehler.

Nahavandi, A. (2022). The Cultural Mindset: Managing People Across Cultures. Sage.

Nimenya, S. [Tedx]. (2016, December 23). We Are Not All that Different: Race and Culture

Identity [Video]. YouTube. https://www.youtube.com/watch?v=8QuAok_Xiyg

Starbucks. (n.d.). To Be Welcoming: Foundational Course. Starbucks Global Academy.

https://courses.starbucksglobalacademy.com/courses/course--v1:ASU+TBW100+2019