Assumptions About Culture – Definition and Explanation

Unveiling Assumptions About Culture: Understanding, Challenging, and Embracing Diversity

In today’s interconnected world, understanding and embracing diversity, equity, and inclusion (DEI) have become paramount for organisations striving for success. Among the critical components of DEI is recognising and addressing assumptions about culture. 

Definition:

Assumptions about culture refer to the implicit or explicit beliefs, stereotypes, and generalisations individuals hold about different cultural groups. These assumptions often stem from limited exposure, biased media portrayals, or ingrained societal norms. They can manifest in various forms, including expectations about behaviour, communication styles, work ethics, and values associated with specific cultural backgrounds.

Why Assumptions About Culture Matter:

Unchecked assumptions about culture can lead to misunderstandings, bias, and discrimination in both personal and professional settings. In the workplace, these assumptions can hinder collaboration, innovation, and productivity, creating barriers to building inclusive environments where every individual feels valued and respected.

Example:

Consider a scenario where a team leader assumes that individuals from a certain cultural background are inherently reserved and less assertive. As a result, they may overlook valuable contributions from team members who do not fit this stereotype, inadvertently perpetuating a culture of exclusion. This assumption not only undermines the diversity of perspectives within the team but also limits the team’s potential to thrive.

Challenging Assumptions About Culture:

Challenging assumptions about culture requires a proactive effort to educate oneself, foster open dialogue, and cultivate cultural humility. It involves acknowledging the complexity and diversity within cultural groups, recognising individual differences, and refraining from making sweeping generalisations based on superficial characteristics.

Strategies to Overcome Assumptions About Culture:

1. Cultural Competency Training: Provide employees with training and resources to enhance their understanding of different cultures, including historical contexts, values, and communication norms.
2. Promote Cross-Cultural Experiences: Encourage cross-cultural interactions and exchanges within the workplace to broaden perspectives and challenge stereotypes.
3. Create Inclusive Policies and Practices: Implement policies and practices that promote equity and inclusivity, such as diverse hiring practices, flexible work arrangements, and multicultural affinity groups.
4. Foster Open Communication: Create a safe space for employees to voice their experiences and concerns regarding cultural assumptions, and actively listen to diverse perspectives.

Conclusion:

Addressing assumptions about culture is not only a moral imperative but also a strategic imperative for organisations committed to fostering diverse, equitable, and inclusive environments. By challenging these assumptions, embracing cultural diversity, and promoting inclusion, businesses can harness the full potential of their workforce and drive innovation and success in today’s global landscape.

References:

Rogoff, B., Chavajay, P., & Matusov, E. (1993). Questioning assumptions about culture and individuals. Behavioral and Brain Sciences, 16(3), 533-534. https://www.cambridge.org/core/journals/behavioral-and-brain-sciences/article/abs/questioning-assumptions-about-culture-and-individuals/F316CDCC18D61EAF1572C94E27FDB18C

Shore, S. (2003). Exploring assumptions about cultural difference and everyday literacy practices. Literacies, 2, 19. http://literacies.ca/literacies/2-2003/practice/2/1.pdf