Authors Experience Of Cultural Diversity

I am very used to being independent, a characteristic that does not match well with my life in the Philippines. In the United States, I know I am capable of achieving whatever I was required to do, on my own, safely wrapped in the security of my ego. Here, I have grown accustomed to success. I work jobs that I love, do well in school, and cross life in a language I can communicate without mentally straining myself. But this does not mean that I believe that I am the most successful person in the whole world or that I am invincible in comparison to the public. But instead of that, I have felt proud of what I have accomplished. Meanwhile, in my country, the self- perceived safety net I had developed before is now gone.

When I went home to my country, I have adapted to being treated as either the difficult outsider or the adorable pet. If I am lucky enough to invite people in the conversation, the people I converse with practically never really into our conversation, rather, the conversation is fascinating to them. Their reactions range from ‘She is trying so hard. It is so cute!’ to ‘Can you introduce yourself again. Your accent is so amazing.’ Not one of those is specifically good for improving my confidence. I have noticed the sparkly eyes and brief, uncertain look that precedes someone telling me that they have no idea what I just said.

Even though the language barrier disturbed my lifestyle, it has also made me feel bad to other people who are struggling to make themselves understood. The US, as isolated as it is, lacks approach with other languages and suffers from the constant use of English across the country. While the United States is full of different languages, they are spoken like secrets. In schools or at home, where a young person tries to learn them and for the most part, forget about it.

I am aware of how depressing it can be when a non- native speaker knows how to speak their mother language correctly. But find themselves gasping for air when other people watch them. Or the personal belittle that follows after I swore to myself for not remembering the vocabulary I studied for several hours. But I also know the ego that comes with taking baby steps. I learned how to communicate with strangers for help out of pure hopelessness and have been amazed by the kindness shown by people who have no personal connection to me. For example, a conductor guided me to the right train station after I asked him which train should I take. He told me the instruction and once it was my stop. He made sure that I was ready to leave. I learned that to become more understanding person towards people who are struggling with the language barrier.

By considering the emotions involved in the Diversity Learning Process at the age of 8:

During my experience in my 4th grade, my teacher built relationships with fundamental skills needed to develop my emotional competencies. Our class consists of different ethical, cultural, racial, and economic backgrounds.

At the age of Age 14 and 16: 2 is becoming familiar with the concept of racial identity Development. Generalization across subgroups was led to misperceptions and failure to identify particular interests and needs, especially those years when I started my school semester in a new school. It was important for me to let other people know that the overall descriptor ‘Southeast Asian’ usually refers to those who describe their own ethnic identity. But the recent tendency to stereotype Asians as ‘high achievers’ masked the significant and unique educational challenges. I was so pressured back then that I get emotional and felt guilty because I was not really smart. I think a factor that impacted any changes in my racial identity development stages is me being racially ambiguous person because I am being confronted with this question many times and I just want to tell them myself when it makes sense and the place, person, and time is safe and appropriate. It could have been better if it is supported by the caregivers, peers, and especially the educators to make students develop caring for others, make effective decisions, build positive relationships and manage challenging situations effectively

McKnickles article provides excellent statistics that classify the label gap. The negative point is that African Americans expressed that they are less likely to be on equal hiring terms and receiving treatment from law enforcement, while Caucasian thought the opposite. African American feel a more significant gap in how racism affects them compared to how Caucasian feel racism affects African Americans. Regarding the negatives, the aspects through which African Americans have statistically declared themselves being discriminated. Via race, over the matter of law enforcement, socioeconomic status, and employment, which are the major relevant determinants to the perception gap. It somewhat compares to McIntosh’s article on White Privilege. She stated that she did not notice how her advantages influenced her lifestyle or the fact that where even present. That matter of thinking, of simply knowing life is a certain way because it is, lends to White Privilege (McIntosh, 1990). Comparing the perception of Caucasian from McNickle’s statistics, there are no dilemma or racism in the percentage shown by the Caucasians because on their part, there is no racism. They experience none of it. Or they are likely unaware that it happens unless they witness ‘shopping while black’ or how housing situations supported by people whose complexion has a bit more melanin. The percentage of Caucasian who opposes that racism is still relevant is typical believe so because they cannot see it happen.

On the other hand, the African American who undergo the racist biases that happen to them from such angles as law enforcement has not the only witness. Thereby becoming aware, but have endured the presence of racism in America. This is not merely in the 1950s. But now, somewhere, someone happens to be under scrutiny and judgment of another, which is based solely upon the complexion of the skin, and that has associated to them with the ideas of degeneration, thievery, and hypocrisy that have tormented persons of color from the time of Native American decimation and African slavery throughout today.

McNickles are noting that terminology comes into play, that certainly raises the perception gap. For the Caucasian perception gap, words tend to dictate racism. For the African American percentage, words, actions, thoughts, and looks can clearly illustrate racism in any conditions. McNickles links the gap to that percentage of Caucasian viewing racism on a certain level, somewhat and purely individual, as in one person of color being verbally confront because of their color. The perception gap from African Americans gives itself to the meaning of racism. Being fully established in the cultural whole, thereby unavoidable, and all-consuming.

The advantage is that the right choice for workers with local roots or a global reach is upskilling English language proficiency. Since shared language improves communication, it can transform into a culture of incorporation and shared goals for employers. Berghoff stated that ‘workplace language-training programs create a positive economic impact on the workplace for the employees improved language abilities, job satisfaction, and career potential. As well as for the employers in terms of improved productivity, cost reductions, and increased revenues’ (Berghoff, 2004). It shows that the company’s commitment to building an environment of customer satisfaction also leads to employee satisfaction and recognition.

There are many ways that language upskilling benefits business. One important circumstance is when highly relevant and difficult-to-replace employee value talent development. If their job requires from a multilingual component, it is a win-win. Also, industry matters. For instance, staff who can speak multiple languages would be helpful for customer satisfaction, especially in tourists and business destinations.

Scale and growth might remain to be top concerns for employers considering ESL upskilling too, especially in the customer experience management industry, the client’s necessity to grow and develop in new markets. So providing the associates with the language tools they need to best serve the clients is essential.

There are disadvantages to non-English speaking employees in the workplace. First, if the workplace involves local employees of the same culture, it becomes easier for them to understand and communicate with each other. Working together is not much of a problem. However, if a company hires one person from a different culture or background, workers might put on their guards and not cooperate with the newly hired worker.