McGraw-Hill/Irwin PPT Module 3 Communicating Across Cultures ©2007, The McGraw-Hill Companies, All Rights Reserved.

McGraw-Hill/Irwin

PPTPPT

Module 3Module 3

Communicating Across Cultures

Communicating Across Cultures

©2007, The McGraw-Hill Companies, All Rights Reserved.

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Communicating Across Communicating Across CulturesCultures


To learn how toTo learn how to Continue to analyze your audiences.Continue to analyze your audiences. Begin to adapt your message to Begin to adapt your message to

your audiences.your audiences. Begin to understand what your Begin to understand what your

organization wants.organization wants.

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Start by answering these questions:Start by answering these questions: Who is my audience?Who is my audience? Why is audience so important?Why is audience so important? What do I need to know about my What do I need to know about my

audience(s)?audience(s)?

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Start by answering these questions:Start by answering these questions: Now that I have my analysis, what Now that I have my analysis, what

do I do with it?do I do with it? What if my audiences have different What if my audiences have different

needs?needs? How do I reach my audience(s)?How do I reach my audience(s)?

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Diversity and Culture BasicsDiversity and Culture Basics Diversity and Culture BasicsDiversity and Culture Basics

Diversity has always been with us—even if people didn’t recognize it or its value.

There is no “one-size-fits-all” approach to working with cultural differences. Use the information in this module as

guidelines, not rules set in stone. Remember that people are individuals as well

as members of groups. Be open to change and difference.

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Diversity in the WorkplaceDiversity in the Workplace Diversity in the WorkplaceDiversity in the Workplace

GenderGender Race and ethnicityRace and ethnicity Regional and national originRegional and national origin Social classSocial class ReligionReligion AgeAge Sexual orientationSexual orientation Physical abilityPhysical ability

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Diversity in the WorkplaceDiversity in the Workplace Diversity in the WorkplaceDiversity in the Workplace

High-Context CulturesHigh-Context Cultures Most information is Most information is

inferred from the context inferred from the context of a message.of a message.

Little is “spelled out.”Little is “spelled out.” Examples: Japanese, Examples: Japanese,

Arabic, and Latin Arabic, and Latin American cultures.American cultures.

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Diversity in the Workplace Diversity in the Workplace continuedcontinued Diversity in the Workplace Diversity in the Workplace continuedcontinued

Low-Context CulturesLow-Context Cultures Context is less Context is less

important than words.important than words. Most information is Most information is

spelled out; words are spelled out; words are privilegedprivileged

Examples: German, Examples: German, Scandinavian, and Scandinavian, and dominant U.S. cultures.dominant U.S. cultures.

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Diversity in the Workplace Diversity in the Workplace continuedcontinued Diversity in the Workplace Diversity in the Workplace continuedcontinued

RememberRemember In nations like the U.S., Canada, In nations like the U.S., Canada,

and Brazil, multiple cultures exist. and Brazil, multiple cultures exist. While the dominant culture may be While the dominant culture may be privileged, recognize that minority privileged, recognize that minority cultures may have different norms cultures may have different norms with regard to behavior.with regard to behavior.

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Dimensions of CultureDimensions of Culture Dimensions of CultureDimensions of Culture

Values, Beliefs, and Values, Beliefs, and Practices Practices

Nonverbal Nonverbal CommunicationCommunication

Body LanguageBody Language Eye ContactEye Contact GesturesGestures SpaceSpace Spatial Spatial

ArrangementsArrangements

TimeTime DressDress ColorsColors HeightHeight Oral Oral

CommunicationCommunication Understatement, Understatement,

Exaggeration, and Exaggeration, and SilenceSilence

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Conversational StyleConversational Style Conversational StyleConversational Style

How long a pause tells How long a pause tells you that it’s your turn to you that it’s your turn to speak?speak?

Do you see interruption Do you see interruption as rude?as rude?

Do you show interest by Do you show interest by asking lots of asking lots of questions?questions?

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Communicating with Different Communicating with Different CulturesCultures

Communicating with Different Communicating with Different CulturesCultures

Brenda Arbaleez suggests beingBrenda Arbaleez suggests being Aware that values and behaviors Aware that values and behaviors

are influenced by culture.are influenced by culture. Flexible.Flexible. Sensitive.Sensitive. Aware of the others’ values, beliefs, Aware of the others’ values, beliefs,

and practices.and practices. Sensitive to differences among Sensitive to differences among

individuals.individuals.

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Ways to Make Language Ways to Make Language NonsexistNonsexist

Ways to Make Language Ways to Make Language NonsexistNonsexist

Use Use Words that treat both Words that treat both

sexes respectfully.sexes respectfully. Titles that do not imply Titles that do not imply

one sex “ought” to do a one sex “ought” to do a certain job.certain job.

The appropriate gender The appropriate gender pronoun when referring pronoun when referring to a specific person.to a specific person.

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Ways to Make Language Ways to Make Language Nonsexist Nonsexist continuedcontinued


UseUse ““Ms.” As the Ms.” As the

courtesy title for courtesy title for a woman unlessa woman unless The woman has a The woman has a

professional title.professional title. You know that a You know that a

woman prefers to woman prefers to be addressed by a be addressed by a traditional title.traditional title.

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When you write about anyone who When you write about anyone who may be in a job or position, make may be in a job or position, make pronouns nonsexist.pronouns nonsexist. Use plurals. Use plurals. Use Use youyou.. Revise the sentence to omit the Revise the sentence to omit the

pronounpronoun Use pronoun pairs.Use pronoun pairs.

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Ways to Make Language Ways to Make Language NonracistNonracist

Ways to Make Language Ways to Make Language NonracistNonracist

Eliminate adjectives that reinforce Eliminate adjectives that reinforce negative stereotypes.negative stereotypes. Biased: Biased: The motivated black students The motivated black students

were assigned to internship positions were assigned to internship positions throughout the company.throughout the company.

Bias-free: Bias-free: The students were assigned to The students were assigned to internship positions throughout the internship positions throughout the company.company.

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Ways to Make Language Ways to Make Language NonracistNonracist continuedcontinued

Ways to Make Language Ways to Make Language NonracistNonracist continuedcontinued

Identify race or ethnic origin only if Identify race or ethnic origin only if it’s relevant.it’s relevant. Biased: Biased: Paloma Esteban, a Latino, has Paloma Esteban, a Latino, has

been appointed Vice-President of been appointed Vice-President of Finance.Finance.

Bias-free: Bias-free: Mike Waters, a Sioux, Mike Waters, a Sioux, translated the governor’s speech into the translated the governor’s speech into the Lakota language.Lakota language.

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Ways to Make Language Ways to Make Language

NonracistNonracist continuedcontinued



Eliminate words and phrases with Eliminate words and phrases with negative connotations.negative connotations. Biased: Biased: Many of our managers who come Many of our managers who come

from culturally deprived backgrounds now from culturally deprived backgrounds now function as role models for young people function as role models for young people through our mentoring program.through our mentoring program.

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Bias-free: Bias-free: Many of our managers whose Many of our managers whose family heritage is African, Asian, or family heritage is African, Asian, or Spanish now function as role models for Spanish now function as role models for young people through our mentoring young people through our mentoring program.program.

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Talking about People withTalking about People withDiseases or DisabilitiesDiseases or Disabilities

Talking about People withTalking about People withDiseases or DisabilitiesDiseases or Disabilities

Use “people first” language and Use “people first” language and avoid using adjectives as nouns.avoid using adjectives as nouns. Biased:

the alcoholic the drug addict the handicapped

Bias-free: the woman who is an alcoholic the man who abuses drugs people with disabilities

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Talking about People withTalking about People withDiseases or Disabilities Diseases or Disabilities continuedcontinued

Talking about People withTalking about People withDiseases or Disabilities Diseases or Disabilities continuedcontinued

Emphasize people’s abilities, not Emphasize people’s abilities, not their limits or disabilities.their limits or disabilities. Biased: Biased: Jenny Ling has done an Jenny Ling has done an

outstanding job as our outstanding job as our spokesperson, even though she has spokesperson, even though she has diabetes.diabetes.

Bias-free:Bias-free: Jenny Ling has done an Jenny Ling has done an outstanding job as our spokesperson outstanding job as our spokesperson for the past seven years.for the past seven years.

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Ways to Make Language Ways to Make Language NonagistNonagist

Ways to Make Language Ways to Make Language NonagistNonagist

Refer to age only if it’s truly Refer to age only if it’s truly relevant.relevant. Biased: Biased: Tomoko Watanabe, 67, is Tomoko Watanabe, 67, is

president of Competitive Data president of Competitive Data Management.Management.

Bias-free: Bias-free: Tomoko Watanabe is Tomoko Watanabe is president of Competitive Data president of Competitive Data Management.Management.

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Ways to Make Language Ways to Make Language NonagistNonagist continuedcontinued

Ways to Make Language Ways to Make Language NonagistNonagist continuedcontinued

Avoid stereotypes.Avoid stereotypes. Biased:Biased: With her grandmotherly With her grandmotherly

ways, good old Mary Grace makes ways, good old Mary Grace makes everyone in Unit 2 feel special.everyone in Unit 2 feel special.

Bias-free:Bias-free: For the past 35 years, For the past 35 years, Mary Grace has been helping to Mary Grace has been helping to create team spirit in Unit 2.create team spirit in Unit 2.

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NonagistNonagist continuedcontinued


NonagistNonagist continuedcontinued

Avoid negative labels for children, Avoid negative labels for children, such as such as “children from broken “children from broken homes.”homes.”

Remember families can be single-Remember families can be single-parent and diverse.parent and diverse.

Use nonsexist descriptions and Use nonsexist descriptions and images of children.images of children.

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Bias Free Photos and Bias Free Photos and IllustrationsIllustrations

Bias Free Photos and Bias Free Photos and IllustrationsIllustrations

Check visuals for bias. Are the people diverse? Are power relationships

balanced? Can you create your

own visuals rather than rely on biased clip art?

McGraw-Hill/Irwin PPT Module 3 Communicating Across Cultures ©2007, The McGraw-Hill Companies, All Rights Reserved.

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