Embracing the “Not Only But Also” Mentality to Address Biases

One of the challenges of being an ATCK is sorting out our identity. But, as with most things, there is a flip side of growing up in a diverse community. This week, Ute Limacher-Riebold shares her expertise on this topic with stories from her life.

Embracing Diversity in Our Identities

As Adult Third Culture Kids (ATCKs), our identities are rich tapestries woven
from the threads of various cultures and languages. Embracing what I call a “Not
Only But Also” mentality is essential for appreciating the full spectrum of our
multifaceted identities. This mindset enables us to value the complexities of who
we are, fostering an inclusive outlook that acknowledges and celebrates our diverse
backgrounds.

This concept aligns with Norton’s definition of a fluid identity, suggesting our
identities continuously evolve through interactions and experiences. For
ATCKs, this perspective is crucial in navigating cultural and linguistic
landscapes, promoting a holistic understanding of identity.

The Nature of Biases

We all instinctively categorize people and situations. Imagine walking into a room
full of strangers. Within seconds, our brains start to label and judge—friend or foe,
familiar or foreign, safe or threatening. These rapid judgments stem from our
experiences and help us navigate social interactions efficiently.

Growing up in multiple cultures, we often quickly assess whether we can connect
with someone based on these first impressions. This innate categorization process
is a survival mechanism, helping us make sense of our surroundings and make
quick decisions. However, it also introduces biases, some of which are
explicit—those we are consciously aware of—and others that are implicit,
influencing our thoughts and actions without our awareness.

Understanding Implicit Biases

Explicit biases are those we recognize, such as preferences or prejudices toward
certain languages (or accents), ways of doing things, cultures in general. When I
was younger, I felt an explicit bias against speaking my heritage language in public
when living abroad, fearing it would make me stand out. This bias was a product of
the societal context I was immersed in, where blending in seemed safer. This
tendency to blend in persisted throughout my life as a serial immigrant. I still avoid
speaking my language in new situations, striving not to be perceived as the “other.”

Implicit biases, on the other hand, are hidden. These subconscious associations
simplify the processing of vast amounts of information. For instance, I once
assumed a colleague preferred a particular way of communicating because of their
cultural background, without realizing that this assumption was based on an unconscious stereotype. Only after learning more about this colleague’s diverse
experiences did I see the broad variety of facets they brought to the table.
Research by Greenwald and Banaji (1995) on implicit social cognition reveals how
these unconscious biases operate. Their pioneering use of the Implicit Association
Test (IAT) provided empirical evidence of the pervasiveness and impact of implicit
biases across various contexts, including race, gender, and age. These biases can
affect everything from hiring practices to interpersonal interactions, underscoring
the necessity of recognizing and mitigating implicit biases to create more equitable
and inclusive environments.

Overcoming Biases with a “Not Only But Also” Mindset

To embrace diversity fully and overcome biases, adopting a “Not Only But Also”
mentality is invaluable. This perspective allows us to see people as more than just
the sum of their parts. It encourages curiosity and open-mindedness, helping us
move beyond initial judgments and see beyond the apparent surface.

Reflecting on my experiences, I’ve learned that questioning all my assumptions is
key. During my multicultural workshops, I encourage participants from diverse
backgrounds to engage deeply with each other. Embracing the “Not Only But
Also” mindset leads to meaningful conversations, uncovering shared interests and
perspectives that transcend cultural boundaries. This approach aligns with
intercultural competence, which emphasizes the ability to communicate effectively
and appropriately in various cultural contexts (Deardorff, 2009).

Erin Meyer explores how cultural differences shape communication and
collaboration in global teams in her book The Culture Map. Understanding these
differences can help us navigate cross-cultural interactions more effectively.
Similarly, the Intercultural Readiness Check by Ursula Brinkmann provides
practical insights into our intercultural competencies and areas for improvement,
fostering a deeper understanding of how we interact across cultures.

Practical Steps to Combat Biases

1. Self-Reflection: Regularly reflect on your biases without judgment and strive to
   understand their origins. Tools like the Implicit Association Test (IAT) can help reveal
   hidden biases (Greenwald, McGhee, & Schwartz, 1998).
2. Seek Diverse Interactions: Engage with people from different backgrounds with
   curiosity. This helps challenge stereotypes and broaden perspectives. Attending
   cultural festivals or joining multicultural groups can provide opportunities for
   meaningful exchanges.
3. Cultivate Curiosity: Approach new situations and individuals with curiosity. Ask
   open questions and listen actively, embodying cultural humility, which involves being
   open to others (Tervalon & Murray-García, 1998).
4. Educate Yourself: Learn about different cultures, languages, and experiences to
   counteract implicit biases and foster empathy. Reading books, watching
   documentaries, and attending lectures on cultural diversity can be enriching. Erin Meyer’s The Culture Map is an excellent resource for understanding how cultural differences impact communication and collaboration.

5. Challenge Assumptions: When you catch yourself making assumptions, pause and
   reconsider. Ask if these assumptions are fair or based on stereotypes. This critical
   thinking approach helps break down biases.
6. Use Tools for Self-Assessment: Tools like the Intercultural Readiness Check by
   Ursula Brinkmann can help assess your intercultural competencies and identify areas
   for improvement, offering practical steps to enhance intercultural interactions.

Conclusion

Adopting a “Not Only But Also” mentality is crucial for ATCKs to navigate and
thrive in diverse environments. By recognizing and challenging our biases, we can
foster an inclusive outlook that celebrates the richness of our identities. This
approach not only enriches our personal lives but also enhances our interactions
with others, promoting a world where diversity is not just accepted but considered
the norm.

References:

• Berry, J. W. (1980). Acculturation as varieties of adaptation. In A. M. Padilla (Ed.), Acculturation: Theory, Models and Some New Findings (pp.9-25). Westview Press.
• Brinkmann, U., & Van Weerdenburg, O. (2014). Intercultural Readiness: Four Competences for Working Across Cultures. Palgrave Macmillan.
• Deardorff, D. K. (2009). The Sage Handbook of Intercultural Competence. SAGE Publications.
• Erikson, E. H. (1968). Identity: Youth and Crisis. Norton.
• Greenwald, A. G., & Banaji, M. R. (1995). Implicit social cognition: Attitudes, self-esteem, and stereotypes. Psychological Review, 102(1), 4-27.
• Greenwald, A. G., McGhee, D. E., & Schwartz, J. L. (1998). Measuring individual differences in implicit cognition: The implicit association test. Journal of Personality and Social Psychology, 74(6), 1464.
• Meyer, E. (2014). The Culture Map: Decoding How People Think, Lead, and Get Things Done Across Cultures. PublicAffairs.
• Norton, B. (2013). Identity and Language Learning: Extending the Conversation. Multilingual Matters.
• Tervalon, M., & Murray-García, J. (1998). Cultural humility versus cultural competence: A critical distinction in defining physician training outcomes in multicultural education. Journal of Health Care for the Poor and Underserved, 9(2), 117-125.