Inclusive Cultural Empathy" shows readers how to reach beyond the comfort zone of an individualistic perspective and increase competence in a relationship-centered context. The authors weave their own layered multicultural experiences with procedural, theoretical, and practical lessons to bring readers a model for how they might infuse their own clinical work with inclusion and multicultural sensitivity. The authors present a broad definition of culture - to include nationality, ethnicity, language, age, gender, socioeconomic status, family roles, and other affiliations - and engage the reader with lively examples and exercises that can be adapted for classroom, supervision groups, or individual use. With this book readers will learn how to help clients explore, discover, and leverage those internalized voices of their "culture teachers" that teach us who we are, how to behave, and how to resolve our problems or find life balance.

Offering a primary focus on North American cultural and ethnic diversity while addressing global questions and issues, Counseling Across Cultures, Seventh Edition, edited by Paul B. Pederson, Walter J. Lonner, Juris G. Draguns, Joseph E. Trimble, and María R. Scharrón-del Río, draws on the expertise of 48 invited contributors to examine the cultural context of accurate assessment and appropriate interventions in counseling diverse clients. The book’s chapters highlight work with African Americans, Asian Americans, Latinos/as, American Indians, refugees, individuals in marginalized situations, international students, those with widely varying religious beliefs, and many others. Edited by pioneers in multicultural counseling, this volume articulates the positive contributions that can be achieved when multicultural awareness is incorporated into the training of counselors.

Through the power of allyship, each of us can create an equitable, innovative workplace where everyone feels safe, valued, and able to thrive How can you help someone else thrive? How can you interrupt the biases, microaggressions, and inequities that prevent people around you from excelling? How can you build an innovative workplace fueled by equity, diversity and belonging? Every business leader today should be asking themselves these questions. Systems and processes have been skewed too long in favor of some at the expense of others, and things are changing—fast. How to Be an Ally shows how to take personal responsibility for driving change that’s good for people—and for business. You’ll learn the ins and outs of allyship and build the knowledge and skills you need to: Listen and learn new perspectives Identify your own biases Avoid unintentionally harming people with microaggressions Express empathy with courage Advocate for people in small, everyday ways Rethink your work to be more inclusive, equitable, and accessible Build team norms that cultivate allyship Create equitable, inclusive systems and processes Uniquely insightful and extremely timely, How to Be an Ally humanizes diversity and inclusion and facilitates greater empathy and understanding between people of all identities. It teaches us that every individual can learn about the imbalance in opportunity and work to correct it. The key to true diversity, equity, and inclusion is allyship. This one-of-a-kind guide provides everything you need to use allyship to create a better workplace for ourselves and our colleagues.

"What is impressive is not only how Winters builds a case for the urgency and need for bold, inclusive conversations but that she also gives specific strategies and competencies to turn her theory into practice.” —Dr. Sheila Robinson, publisher and CEO, Diversity Woman Media Effective dialogue across different dimensions of diversity, such as race, gender, age, religion, or sexual orientation, fosters a sense of belonging and inclusion, which in turn leads to greater productivity, performance, and innovation. Whether in the workplace, faith communities, or educational settings, our differences can tear us apart rather than bring us together if we do not know how to communicate. Recognizing our collective responsibility to earnestly address our differences and increase understanding and empathy will not only enhance organizational goals but will also lead to a healthier, kinder, and more compassionate world. Award-winning diversity, equity, and inclusion consultant Mary-Frances Winters has been leading workshops on what she calls Bold, Inclusive Conversations for years. In this book she offers specific dialogue strategies to foster greater understanding on the following topics: • Recognizing the importance of creating equity and sharing power • Dealing with the "fragility" of dominant groups--their discomfort in engaging with historically subordinated groups • Addressing the exhaustion historically marginalized groups feel from constantly explaining their different lived experience • Exploring how to build trust and create psychologically safe spaces for dialogue This guide is comprehensive for anyone who wants to break down the barriers that separate us and facilitate discussions on potentially polarizing topics.

This open access book discusses how cultural literacy can be taught and learned through creative practices. It approaches cultural literacy as a dialogic social process based on learning and gaining knowledge through emphatic, tolerant, and inclusive interaction. The book focuses on meaning-making in children and young people's visual and multimodal artefacts created by students aged 5-15 as an outcome of the Cultural Literacy Learning Programme implemented in schools in Cyprus, Germany, Israel, Lithuania, Spain, Portugal, and the UK. The lessons in the program address different social and cultural themes, ranging from one's cultural attachments to being part of a community and engaging more broadly in society. The artefacts are explored through data-driven content analysis and self-reflexive and collaborative interpretation and discussed through multimodality and a sociocultural approach to children's visual expression. This interdisciplinary volume draws on cultural studies, communication studies, art education, and educational sciences. Tuuli Lähdesmäki is an associate professor at the Department of Music, Art and Culture Studies, University of Jyväskylä, Finland. Jūratė Baranova was a professor at the Department of Continental Philosophy and Religious Studies, Vilnius University, Lithuania. Susanne C. Ylönen is a postdoctoral researcher at the Department of Music, Art and Culture Studies, University of Jyväskylä, Finland. Aino-Kaisa Koistinen is a postdoctoral researcher at the Department of Music, Art and Culture Studies, University of Jyväskylä, Finland. Katja Mäkinen is a senior researcher at the Department of Music, Art and Culture Studies, University of Jyväskylä, Finland. Vaiva Juškiene is a junior researcher at the Institute of Educational Sciences, Vilnius University, Lithuania. Irena Zaleskienė is a senior researcher at the Institute of Educational Sciences, Vilnius University, Lithuania.

Renowned political scientist Terri Givens calls for ‘radical empathy’ in bridging racial divides to understand the origins of our biases, including internalized oppression. Deftly weaving together her own experiences with the political, she offers practical steps to call out racism and bring about radical social change.

This critical resource gives managers, HR, and anyone who may come into contact with someone in trauma—including workplace violence, harassment, assault, illness, addiction, fraud, bankruptcy, and more—the tools they need to be prepared for what lies ahead. This book is crucial for every manager or HR representative who shouldn’t just prepare to one day be faced with a report of a traumatic experience at work, but plan on it. This five-step method will help managers make survivors feel supported and understood. The Empathetic Workplace guides supervisors of any level through an understanding of how stories of trauma impact the brain of both the survivor and the listener, as well as the tools to handle the interaction appropriately, to help the listener, the organization, and most importantly, the survivor. The easy-to-follow LASER method outlined in these pages includes the following elements that all managers should know and understand: Listen-Controlling your own reaction, managing your body language, asking open-ended questions, hearing what is not being said, and winding down the speaker when the conversation becomes unproductive are essential elements in being a good listener. Acknowledge-Once someone shares a difficult personal story with you, it is important to acknowledge that gift. Share-You can help the speaker regain some measure of control by sharing information with him or her about what happened or what happens next, your personal or organizational values, and what you don’t yet know but hope to learn. Empower-You can help the traumatized person by providing him or her with resources that are available to them through the company or outside groups. Return-The final step is to ensure that the traumatized person has a way to come back later when he or she cannot remember all that you said, thinks of more questions, or wishes for updates. The LASER technique can benefit all who are responsible for others, from top-tier managers at Fortune 500 companies to Residence Advisors in college dormitories.