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❶No matter where you live, you are working with and establishing relationships with people--people who all have cultures. We propose a set of strategic guidelines for mitigating these limitations, and illustrate them with examples from our ongoing research on two projects:

Racial, Ethnic and Cultural Diversity

How Diversity Provokes Thought
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Her research interests include the study of language and literacy in bilingual contexts and the experiences of Latino immigrant youth in urban schools and communities. He is a social psychologist with research interests in race, ethnicity, urban public policy, and innovative survey methodology. Please click here for full access options.

Remember me Forgotten your password? Subscribe to this journal. Vol 32, Issue 5, Race in Educational Researcher: Tips on citation download. Carter, RT Cultural values: A review of empirical research and implications for counseling Journal of Counseling and Development 70 Google Scholar , Crossref. Cross, WShades of Black: Delgado-Gaitan, CLiteracy for empowerment.

Helms, JEBlack and White racial identity: Lave, J, Wenger, ESituated learning: Lee, J Racial and ethnic achievement gap trends: Next, we asked the subjects to prepare for a meeting with another group member by writing an essay communicating their perspective. More important, in all cases, we told the participants that their partner disagreed with their opinion but that they would need to come to an agreement with the other person.

Everyone was told to prepare to convince their meeting partner to come around to their side; half of the subjects, however, were told to prepare to make their case to a member of the opposing political party, and half were told to make their case to a member of their own party. Democrats who were told that a fellow Democrat disagreed with them prepared less well for the discussion than Democrats who were told that a Republican disagreed with them.

Republicans showed the same pattern. When disagreement comes from a socially different person, we are prompted to work harder. Diversity jolts us into cognitive action in ways that homogeneity simply does not.

For this reason, diversity appears to lead to higher-quality scientific research. They found that papers written by diverse groups receive more citations and have higher impact factors than papers written by people from the same ethnic group.

Moreover, they found that stronger papers were associated with a greater number of author addresses; geographical diversity, and a larger number of references, is a reflection of more intellectual diversity. Diversity is not only about bringing different perspectives to the table. Simply adding social diversity to a group makes people believe that differences of perspective might exist among them and that belief makes people change their behavior.

Members of a homogeneous group rest somewhat assured that they will agree with one another; that they will understand one another's perspectives and beliefs; that they will be able to easily come to a consensus. But when members of a group notice that they are socially different from one another, they change their expectations.

They anticipate differences of opinion and perspective. They assume they will need to work harder to come to a consensus. This logic helps to explain both the upside and the downside of social diversity: They might not like it, but the hard work can lead to better outcomes. In a study of jury decision making, social psychologist Samuel Sommers of Tufts University found that racially diverse groups exchanged a wider range of information during deliberation about a sexual assault case than all-white groups did.

In collaboration with judges and jury administrators in a Michigan courtroom, Sommers conducted mock jury trials with a group of real selected jurors. Although the participants knew the mock jury was a court-sponsored experiment, they did not know that the true purpose of the research was to study the impact of racial diversity on jury decision making. Sommers composed the six-person juries with either all white jurors or four white and two black jurors. As you might expect, the diverse juries were better at considering case facts, made fewer errors recalling relevant information and displayed a greater openness to discussing the role of race in the case.

These improvements did not necessarily happen because the black jurors brought new information to the group—they happened because white jurors changed their behavior in the presence of the black jurors. In the presence of diversity, they were more diligent and open-minded. Consider the following scenario: You are writing up a section of a paper for presentation at an upcoming conference. You are anticipating some disagreement and potential difficulty communicating because your collaborator is American and you are Chinese.

Because of one social distinction, you may focus on other differences between yourself and that person, such as her or his culture, upbringing and experiences—differences that you would not expect from another Chinese collaborator.

How do you prepare for the meeting? In all likelihood, you will work harder on explaining your rationale and anticipating alternatives than you would have otherwise. The resources suggested here can help organizations, individuals, and service providers begin to understand these issues and take steps to enhance their own ability to serve diverse populations.

Resources for Organizations to Build Cultural Competence. Understand local, regional, and national trends related to population changes. Develop knowledge and understanding of the cultures represented in your community and build relationships with formal and informal leaders of various population groups.

Develop organizational strategies to improve responsiveness to diverse populations. The National Center on Cultural Competency offers several organizational self-assessment tools, as well as online training modules and useful data http: A presentation from Dr. Know where to find resources to help your organization develop an action plan.

The National Prevention Information Network http: Resources for Individuals to Build Cultural Competency.

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Cultural Diversity Research on Learning and Development: Conceptual, Methodological, and Strategic Considerations Marjorie Faulstich Orellana associate professor The Department of Education, University of California, Los Angeles, Box , Los Angeles, CA ; [email protected] ucla. edu.

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Cultural Diversity Research Papers look at a preview of an order placed on counseling, educational and psychological testing of Hispanic and Latino population. Cultural Diversity Research paper on Counseling and educational and psychological testing of the Hispanic /Latino population.

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Future of Cultural Diversity 5 Future of Cultural Diversity 1 Running head: Future of Culture Diversity Future of Cultural Diversity Dorothy J. Matthews March 7, University of Phoenix SOC/ - Week 5 Professor: Aubrey Fitzgerald Bentham Future of Cultural Diversity 2 This paper is intended to voice my hopes on the future of cultural diversity and explain how we could use the knowledge of each other’s . Cultural Diversity & Ethnic Minority Psychology ® seeks to advance the psychological science of culture, ethnicity, and race through the publication of empirical research, as well as theoretical, conceptual, and integrative review articles that will stimulate further empirical research, on basic and applied psychological issues relevant to racial and ethnic groups that have been historically subordinated, .

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Cultural Diversity Essay Topics Cultural diversity is a term given to the variety of ethnic and cultural groups that live in a society together. You can rest assured that writing essays on cultural diversity will invariably part of any college course. The National Center for Cultural Competence at Georgetown University (wayfeycb.cf) offers a wealth of resources related to cultural competency, including a guide to planning an organizational self-assessment (wayfeycb.cf).