Thank you for stopping by! Our aim is to help you and your teams learn the essential skills and approaches for effective intercultural communication.
Despite its many potential benefits, the increasing ethnic and cultural diversity in the United States is creating social unrest, intra- and interpersonal conflict, and disenfranchisement, all having a negative impact on societal outcomes.
Huge disparities exist between the health, social, and economic status of ethnic minorities and the general population. In addition to the social and economic factors, research shows that these disparities are fueled by unconscious bias in all aspects of society.
In the workplace, poor intercultural communication results in low morale, lack of teamwork, low employee engagement, and a host of other discordant behaviors that negatively impact the bottom line. Additionally, corporations pay out billions of dollars each year to settle discrimination lawsuits.
Diversity, equity and inclusion cannot be achieved until individuals become aware of their ethnocentrism, stereotyping, and prejudice (bias). One of the main goals of this program is to help participants identify subconscious reactions to differences and the mental shifts needed for the journey to competence.
There are a variety of approaches to Diversity, Equity, and Inclusion (DEI) training. Many take a human resources approach, focusing on diversity and inclusion at all levels of the organization. While these are essential steps, the focus is less on building individual competencies and more on organizational compliance. Differences in values, beliefs, and expectations create conflict in the workplace. When these differences are not addressed, the results are: intercultural conflict, a lack of group cohesion, and low employee engagement, all leading to lowered productivity and a negative effect on the bottom line.
The conceptual approach used by DMC comes from the field of Intercultural Communication (ICC), and is focused on communication between individuals and groups from different cultures. The philosophy of DMC includes a culture-general approach, as it’s impossible to learn all about other cultures. The emphasis is on culture and cultural self-awareness and is effective in dealing with all types of differences. Concepts and principles from social psychology and anthropology are used to create a road map to cultural adaptation.
Conducted through Zoom, this is a six-part two-hour series designed to provide the framework for the journey to cultural adaptation. Strengthened with reflective work in between sessions, the modules are designed to build on each other. Each of the three modules consists of two sessions. In the first module, the problem of bias and prejudice is explored, including the root causes of prejudice. In the second module, the concept of cultural competence and the journey to get there are explored. Module three is devoted to intercultural communication and conflict resolution. The program can also be customized for groups and corporations. See below for a more detailed description of the modules.
Dr. Rosemarie Angela Taylor has thirty eight years experience in cultural competence training. An immigrant from Jamaica, she holds a Doctor of Education degree in Adult Education and Human Resource Development from Florida International University, and a Master of Arts from Columbia University, NY.
"... thank you for an extraordinary experience. You have been forthcoming, generous and have created a non-threatening atmosphere in which to learn. "
"Rosemarie, I’m going to miss interacting with you. It’s been such a pleasure to learn from you, to learn with you, and to share ideas together."
"Hi Rosemarie, today’s session was excellent. I learned; enjoyed; and appreciated the format, the dialog, and your presentation."
"I enjoyed the program and looking forward to the next 3 sessions."
"Today’s session was a solid start to the program; I am delighted to be included."
"Excellent presentation and conversation today, I particularly enjoyed the tone that was established: accepting and normalizing. The level of expectation for change and involvement was reasonable."
"I think that this is an excellent program and so desperately needed."
Implicit and explicit biases have contributed to huge disparities between ethnic minorities and the majority population. The goal of this session is to increase participants’ awareness of the negative impact of bias and racism on persons of color as well as the society at large. The approach of perspective-taking will be used in order to improve empathy, a key competency in ICC.
Equity and inclusion cannot be achieved until individuals become aware of their ethnocentrism, stereotyping, and prejudice (bias). Subconscious bias is the biggest barrier in effective intercultural communication. The goal of this session is to help participants identify understand those subconscious reactions and the mental shifts needed for the journey to competence.
Intercultural Competence (aka Cultural Adaptation) and its requisite skills have been identified, empirically tested, and will be the framework used in this program. The goal of this session is to enhance the participant’s understanding of its essential components.
Most people are culture-bound and not aware of their own cultural conditioning. This lack of awareness of difference creates unrealistic expectations and negative judgments of others. The goal of this session is to enhance the cultural and cultural self-awareness of participants.
Effective communication with diverse groups is essential in this multicultural society. However, differences in cultural values and communication styles can create misunderstandings in intercultural interactions.
Advocacy is essential for substantive change; Whites and privileged others can help to level the playing field for marginalized groups.
We will not sell your personal information for any reason at any time.