Culture Coaching 101?

First off, this post reminded me of first season episode of the American version of The Office titled "Diversity Day."

Second, I would ask the diversity coach about what are things that make us different but are suitable to build relationships upon. For instance, what are positive achievements or characteristics of certain groups that people can compliment people about without concern of misunderstanding? Do Jews, for example, really resent the stereotype that they are rich and powerful?

Further, how can you compliment someone without fear of retribution? I remember hearing a discussion involving African Americans, and they got all mad when the notion came up that people said that some of them were "articulate." The line of reasoning is that African Americans aren't articulate in general, and when someone says that one of them has this trait, it is an indirect diss to the rest of the racial group. In the interest of full disclosure, I'm white and have been described as articulate many times before. So, does the typical caucasian not communicate well?

Sent by Steve Petersen | 12:39 PM ET | 02-14-2007

I just wanted to say how much I enjoy your show (I am a college student and I listen to it on my ipod when I work at the library). I think that you are doing an excellent job and addressing pertinent issues with an original perspective. Thanks!

Sent by Laura Herbert | 8:25 AM ET | 02-15-2007

Some suggestions for Michel Martin's show:
Let's Think About It
Your Point of View
Let's Talk About It
What's on Your Mind
Moments in Our Lives
Come, Let's Reason Together

Sent by Katie Dearborn | 10:48 AM ET | 02-15-2007

I'd love to hear this show, particularly because the "coach" expertise is almost always self-defined. The Why? Forum http://www.yforum.com/ might have some great sources.

There's altogether too much instruction on "disability etiquette" or "disability awareness." We're not fragile flowers that need to be handled as gently as fine china. We're here -- get used to us.

In Britain, they call it "disability equality training." The difference is instructive.

Sent by Jesse the K | 4:40 PM ET | 02-21-2007

Anyone "in the closet" about an interracial relationship? This would be right up our alley with the coach...

Sent by Lee with Rough Cuts | 5:08 PM ET | 02-21-2007

It seems to me like these are questions that NPR audiences are grappling with on a daily (hourly, really) basis and that your time would be well spent on air talking about them. I think it's naive to think that there's one person out there who holds some sort of ultimate truth about diversity; clearly there are people who have more personal experience, are more well read, are more willing to discuss these issues-- but to call someone a diversity etiquette expert is based on the false assumption that a person can be always utterly self-aware and culturally conscious and critical. We all understand some identities/issues better than others; we could all benefit from open, respectful conversations with people who understand certain issues better than we do. Specifically, I mean allies talking to allies about what it means to be sensitive to issues of diversity that we don't directly identify with. White people need to start talking to white people about race and privlege; men need to start talking with men about patriarchy and sexism; straight-identified people need to talk about homophobia and heteronormativity-- and so forth.

My only suggestion to you would be that you make space in your show for all identities, with a focus on intersectionality. In your discussion of why Black women aren't getting married, you erased the existance of Black lesbians by not mentioning the fact that not ALL women want to marry men-- and that not all women who want to get married are legally permitted to because of their sexual orientation. Constantly question your assumptions-- about your own identity and those of your listeners. Make space for transgender issues, for issues of ability and mental health and socio-economic status. Don't assume anything.

Sent by C. Gambell | 7:40 PM ET | 02-27-2007

I think the coach would do well to model ways to explore issues, to question, make mistakes, recover and not merely have all the answers.

I learned years ago to separate the bigotry from the person, and it helped immeasurably. Let's see that demonstrated, also.

Assume the best to elicit the best.

Above all, let it not be diatribe-laden like some politically oriented scream fest.

Sent by J K Braswell | 12:45 AM ET | 02-28-2007

Richard Bucher at Baltimore City Community College wrote a book about diversity in the workplace.

You should consider contacting him.

Sent by Adrienne Williams-Conover | 9:57 AM ET | 03-01-2007

As an strident African-American father of 3 sons....two of whom are married to Caucasian females, and the Grandfather of two adorable grandchildren from my oldest son, it is difficult to be the proud Black man that I am. I have had to become politically correct for fear of losing those two sons. Even though they were raised in the knowledge of Black Pride and achievement, they were never taught racism against any race, religion or ethnic group. That they were free to marry anyone they choose...just do it for love. But I never thought I would have to sublimate my beliefs and life-experiences to the presence of white women in my family. For me, it is too high a price to pay.

Sent by anonymous | 12:57 PM ET | 03-01-2007

I am not a diversity coach. However, as a psychotherapist and teacher, I am faced with the issue every day: one person's affront is another's praise.

Manners work wonders. It gives everyone a common base. The purpose of manners is to make guests feel comfortable; business doable; and differences tolerable. Just saying please and thank you goes a long way. As to your question about the only African American (who likes Prince) in a room full of country music lovers--manners dictate that the host ask what music each of the guests like and accomodate. It is not majority rule!

Sent by Barbara Rubinstein | 6:54 PM ET | 03-01-2007

Managing gender differences well is rather difficult, these days, when there is an over-powering message that "we are all alike," or rather we MUST be all alike. Of course we have common traits but we can avoid a great deal of difficulty if we can avoid the path toward open conflict. Respect is about allowing a man to pursue and to live as men do...with plenty of the rough edges polished, mind you--and allowing that women should'nt be expected to enjoy and understand all "man" things, either.
These matters are best understood by the burgeoning relationship education movement.

Sent by Robert Harmony | 11:00 PM ET | 03-01-2007

I think this is a great idea - and there are a lot of really serious issues to discuss. What do you do when you are the only white person at an African party and one of the women starts giving you orders? "Get me a drink. Get me some food." Africans from the same country hang together like a family. How are you, as an obvious outsider, going to cope?

What is happening when you go to visit a black church and find that all of the white people are in the same pew? Are you being rejected?

How do you deal with conversations when white bashing or men bashing is socially acceptable?

I think these could be rich discussions. Looking forward to it.

Sent by Carol | 2:00 PM ET | 03-02-2007

To do a segment on cultural issues, I feel like it would be interesting to include the effects (negative or positive) of political correctness. It's so emphasized in college and in many public arenas, but I have discussions with people as to whether "being PC" prevents people from having honest discussions with each other (for fear of saying the wrong thing, using the wrong term). Sometimes being afraid of offending someone keeps people from having an important dialogue, one that could break beyond the boundaries of culture and race. The older I get I wonder about it more and more. And as a final note, while there might be a smaller African American audience for country music, in my experience there's no shortage of white Prince fans! :)

Sent by Kara Eller | 7:11 PM ET | 03-02-2007

Michele Martin is an awesome, dynamic force for positive social change, and has once again proved, by getting _Rough Cuts_ off the ground, that she is a genius of reporting and radio broadcasting.

re: memetics and the cutting edge of evolution in human consciousness

Alternate title:

"Why futurists and advocates of integral theories of consciousness and transformative practices think multiculturalism is necessary, but problematic."

Statement:

Diversity, pluralism, multiculturalism and postmodernism ("green meme") are the new orthodoxies. White (and any other) people will increasingly be subject to semi-institutionalized racism and "ideologial discrimination" if they do not conform to the new orthodoxies.

The problem with all that is that america is a culture of reinvention, and the "mean" forms of the "green memes" represent stasis. The stasis can include "reanimation" of medieval, premodern, tribal or ethnic paradigms as the monolithic "universals" that american modernism was premised on are eroded by "green meme" decontructionists.

Progressives and multiculturalists tend to bee "stuck" in the 1960s (or earlier), and are unwilling to realize and/or enact paradigms that theorists in the fields of consciousness studies and neuroscience have predicted will be at the next, higher level of global cultural evolution. America will remain competitive by staying at the leading edge of cultural evolution, being hyper-creative and hyper-innovative in a variety of fields. Multiculturalism is "necessary, but not sufficient" as a fundamental (universal) moral structure.

Integralism, as the next level of cultural evolution will be premised on holism and transcendance, but will be backwardly compatible with "modernist" scientific scepticism (as well as pre-modern paradigms).

Suggested action item:

If you could get Ken Wilber, or representatives from Integral Institute (or Integral University) to participate in a program, that would be incredibly awesome.

References: Jean Gebser, Esalen Transformative Practices, Ken Wilber, Spiral Dynamics, "mean greene meme".

http://www.esalen.org/air/essays/itp.htm

Thanks!

Sent by fubar | 2:51 PM ET | 03-08-2007