Embracing Diversity: How to See Differences in a Positive Light

For many individuals, differences can be challenging.

Especially because it requires them to confront the biases and assumptions they have about those who come from different cultures, backgrounds, and identities.

Failing to recognize differences, though, can lead to misunderstandings, miscommunication, and even conflict.

So, to work more effectively with your culturally diverse clients, colleagues, and employees, you need to recognize and learn how to value differences.

A Framework to Help You Work More Effectively Across Differences

Intercultural sensitivity is the ability to recognize and appreciate cultural differences in other individuals or groups. It is a crucial skill for those who need to navigate a multicultural world successfully.

In 1986, Milton Bennett introduced the Developmental Model of Intercultural Sensitivity (DMIS), which outlines the stages individuals go through when encountering cultural differences.

The DMIS is a framework that can be used to explain how individuals perceive and deal with differences. It is organized along a continuum with six developmental stages, as you can see in the picture below.

These stages are an indication of how individuals respond to differences – be it nationality, religion, race, sexual orientation, ability, illness belief system, etc. Please note that someone’s behavior and attitude toward differences determine where they are in the continuum.

For example, those in the first three stages are “difference avoiders” and use their own cultural lenses to view others. Those in the last three stages, though, are “difference seekers” and they see their own cultural values in relation to other cultures.

Each stage represents a level of awareness and understanding of cultural differences, and individuals move through these stages as they gain more exposure to diverse cultures.

A Brief Explanation of the Stages

 Stage 1: Denial of Cultural Differences

At this stage, individuals do not recognize differences. At best, they see broad, stereotypical categories. For example, when they think of Africa, the only images that come to mind are jungle, animals, poverty, or Black people.

Chimamanda Ngozi Adiche, a Nigerian author, warns about the dangers of these single images or stories. That is because they are incomplete stories, which invariably leads to stereotyping. More importantly, it prevents us from seeing individuals for who they really are.

Stage 2:Defense Against Cultural Differences

At this stage, individuals do recognize differences; however, they label the norms, values, and behaviors that differ from their own in a negative way.

There is a clear “us vs. them” mentality and they tend to see their own culture as superior.

Cultural differences are incredibly challenging for these individuals. In fact, individuals in this stage often feel they are under siege. For example, they may think of all immigrants as uneducated individuals who come here to steal our jobs.

 Stage 3: Minimization of Cultural Differences

In this stage, individuals acknowledge that cultural differences exist but minimize them. That is because they think that deep down, “we are all the same” or that “we are all humans.”

While better than the other two and a lot easier to work with than those in denial or defense, this is still a dangerous stage. That is because individuals feel they don’t have to do the hard work of learning about themselves, learning about others, and making the necessary adaptations.

 Color blindness is a typical mind frame of individuals in this stage.

 Stage 4:Acceptance of Cultural Differences

This is the gateway to culturally responsive interactions, so to speak.

That is because individuals have moved from difference avoiders to difference seekers. They recognize differences (in values, norms, and beliefs) and they are interested in learning more about those differences.

Those in this stage are no longer threatened by differences. They are able to suspend judgment so they can understand the perspective of their diverse colleagues or clients.

In other words, individuals recognize and value cultural differences without evaluating them as positive or negative.

Stage 5: Adaptation to Cultural Differences

At this stage, individuals are able to adjust their behavior so they can interact effectively across differences.

In fact, they can operate in more than one frame of reference, and they are able to successfully code-switch into the value scheme of others and can look at the world through different lenses.

This is the stage when you are finally able to recognize the perspective of the “other.”

 Stage 6: Integration of Cultural Differences

In this state, individuals are truly bicultural or multicultural.

They not only thrive on cultural differences but are also very good at bridging differences. In fact, they have the ability to look at situations from multiple frames of reference and shift easily from one cultural frame to the other.

In other words, they are able to integrate multiple cultural perspectives and are comfortable moving between cultural contexts.

Please note that reaching this stage takes significant work and, unfortunately, very few individuals achieve it.

How to Move from One Stage to Another

 Some of the strategies or steps that will help you move from one stage to another include:

1.  Engage in self-reflection. Take time to reflect on your own cultural background, biases, and assumptions. Consider how these might influence your interactions with others.
2.  Seek out opportunities for intercultural contact and exchange. This can include traveling, attending multicultural events, or seeking out cross-cultural interactions in your community.
3.  Educate yourself about other cultures. Read books, watch documentaries, or attend cultural events to learn more about other cultures and their values, beliefs, and practices.
4.  Practice active listening. When interacting with individuals from other cultures, focus on listening to their perspectives without judgment or defensiveness and with the desire to understand a different perspective.
5. Seek feedback from others. Ask for feedback from individuals from different cultures about your behavior and interactions. This can help you identify areas where you may need to improve.
6.  Be open to new experiences. Try new foods, participate in cultural rituals, travel, and embrace new experiences that expose you to different cultural perspectives.

 By taking these steps and actively working to develop your intercultural understanding, you can move through the stages of the DMIS and become more effective when working with culturally diverse clients and colleagues.

Final Thoughts

Understanding this theoretical framework is just the beginning.

You also need to recognize that moving along these six stages will be a lifelong, gradual process of learning to be aware of, understand, and acquire the necessary skills to work effectively across differences.

You also need to consider that embarking on this important personal developmental journey will be, at times, uncomfortable since “otherness,” by its very nature, makes individuals uncomfortable. But it is important to push yourself out of your comfort zone and consistently seek opportunities to practice your relational skills.

You also have to know that the more opportunities you have to work across differences, the more comfortable you will be. The more comfortable you are, the better you will be at working across differences.

In this case, the old saying is still true -- practice will indeed make it perfect.