Understanding Azorean Politeness: A Cultural Exploration


Evelina Silveira

shows a hot spring in the Azores

A month ago, I had one of my lifetime dreams fulfilled – I visited my parents’ homeland, Flores, Azores, Portugal, along with two other islands, Terceira and São Miguel.  It had been almost 50 years since my family’s initial visit.

The Azores are a Portuguese autonomous region comprised of nine islands: São Miguel, Terceira, Santa Maria, Faial, Corvo, Flores, São Jorge, Graciosa, and Pico. If you’ve ever wondered what paradise might look like, it probably resembles the Azores.

Growing up, I learned both English and an Azorean dialect, with which I had a basic level of proficiency.  However, with the death of my parents, I had no one to practice spoken Portuguese; therefore, I needed to prepare quickly to be able to ask questions and learn about my family history in Portuguese.

Two months in advance, I gave myself a crash course on Portuguese and listened to continental and Azorean news each day to improve my listening skills and enhance my vocabulary.  ( It worked amazingly well!)

I was determined to familiarize myself with the etiquette so that I would not come across as “maleducada” or rude. Even though my parents passed away, there is still an expectation to respect their memory by demonstrating that they raised me with good manners.  In high context cultures, no matter your age, you are always a symbol and reflection of your family name – it carries you wherever you go.

I had many questions about my parents’ homeland. I wanted to ensure I would be sufficiently fluent to have conversations with locals and connect with some long-lost relatives I had discovered who were still living in Lajedo, Flores. In preparation for the trip, two months beforehand, I spent about two hours daily listening to Telejornal Açores and political podcasts (I love politics, regardless of the language). During that period, I noticed a significant improvement in my listening skills and understanding of various accents, including continental, different Azorean, and Brazilian ones. My vocabulary expanded rapidly. I also added Portuguese documentaries to learn about the country’s history and its nine archipelagos.

 Core Traits of Azorean Politeness

As a language coach, a former student of linguistics and a child of Portuguese parents, I know firsthand the importance of understanding and following cultural norms of politeness.

For example, a “maleducado” child would refer to older people using the “tú” pronoun, which would be a terrible embarrassment for parents because they would be seen as not teaching their child proper manners. We were taught never to call adults by their first name, but instead to use the formal “Senhor” (sir) or “Senhora” (Madam). I remember my late mother saying, for instance, “Why don’t her parents correct her? Her aunt is not a ‘tú’ but ‘Tia’ (aunt). This example will often resonate with other multilingual readers.

 Greetings

While my sister and I were raised to have polite Portuguese manners, we were not ready for what transpired on our first visit there, when I was 10 and she was 18.

What did two sisters from Canada do in Fajã Grande, Flores  (which probably had a population of 300 people then) that led to a scolding from my grandmother when we got home after going for a walk in the village? 

A terrible gaffe we will never forget.

We did not say Bom Dia ( Good Morning) when we passed strangers on the street.  Little did the villagers know we had been indoctrinated from a young age to not talk to strangers.  But, in the Azores, especially in small towns, this is a basic courtesy.

After we calmed our grandmother down, my sister and I vowed to acknowledge every person we saw, whether we were standing out on the veranda, seeing someone cultivate their land or hanging out their clothes to dry.  We refused ever to be referred to as “the arrogant American girls who think they are too good to say hello”. Lesson learned.

 Fast forward, I prepared my husband (who is not Portuguese) for the trip so he wouldn’t encounter a similar problem.  I equipped him with several phrases.

Bom dia,senhor; Desculpe, não falo português. Obrigado  . Good Morning, Sir, I don’t speak Portuguese.Thank you.

Consequently, the doors were opened for us immediately, and my husband managed to strike up some conversations with locals who had broken English.  Villagers welcomed us to participate in their religious celebrations and invited us to enjoy a communal meal at the church.

 Azorean children are taught to be thankful for everything. It may be derived from their own parents’ sense of gratitude for anything that was given to them either through their efforts or with the help of others. Families who had land, crops and livestock would have been considered lucky if they could feed everyone.  There were no extras.  Reliable electricity and water supply, for example, did not come to my parents’ village until after the late 1970s.  Those who had relatives in the diaspora who could send them some money were considered fortunate.

Showing thanks can be done in several ways. While obrigado  is the standard, other deviations can be  Que Deus te abençoe  or  May God Bless You, an expression of not only gratitude but also with a religious twist. I heard “muito obrigado” or thank you very much, at a far greater rate than what we hear in Canada, often for what we might consider mundane.  On several occasions, I heard Muitissimo obrigado, which would be like an extreme thank you—expressing gratitude ties into the Azorean trait of humility.

Respecting Your Neighbours/Being Quiet

Unlike other Portuguese-speaking cultures, like the Brazilians, Azoreans tend to be more reserved and quieter. Their parties never reach the level of animation and festivity that their South American counterparts enjoy. During the two weeks I spent in the Azores, we took five flights. Many passengers had small children and babies. There were never any people speaking loudly or disturbing others with disruptive devices – that would be unheard of. What a contrast to the flights I had in North America.

While the Azoreans enjoy drinking wine and beer, you’ll find it difficult to spot a loud, obnoxious individual on the street or in a public place. Public displays of intoxication are not funny and are instead vergonhoso or shameful/embarrassing.

Silence is especially golden when it comes to listening to Fado music, Portugal’s national musical treasure. It’s a serious business.  Attending a Fado event means being prepared to respect the artist and the form by not speaking or moving around during the performance. Fado is sacred to the Portuguese. The fadista must get into their role, which often requires the belting out of theatrical, soulful and sorrowful lyrics.  When the tavern owner declares “Silêncio, que se vai cantar o Fado or  “Silence, we are going to sing the Fado,” the audience stops what they are doing and listens. When the outstanding fadista, Jessica Soares, completed her final set at the tavern in Ponta Delgada, she humbly announced, “Thank you for your silences,” which meant, thank you for not speaking during my performance.

Hierarchy

Out of respect, middle-aged people married or otherwise will be conferred the title of “Senhor” or “Senhora”. Growing up, I considered them to be the titles of “old” people. So, you can imagine what it was like for me to be constantly referred to as “Senhora” throughout my whole trip, even though this was the culturally appropriate thing to do. When I realized that “Senhora” had become my badge of honour, I embraced it, and realized I had rightfully earned it. The challenge was that I had to make sure I was respectful and reciprocal with the titles that I used. Each time I opened my mouth to talk to someone unfamiliar, I would have to use “Senhor” or “Senhora” to start the sentence.  Since the informal “you” is impolite to use on people of stature or maturity, I had to regularly reset my thought process, replacing “you” with “senhor/senhora”. 

 Unlike what I am hearing from my Brazilian friend, who has noted that the Portuguese language there is going through some revisions to address its inherent patriarchy. I wouldn’t be holding my breath in the case of the Azores, especially in the most remote islands that have had so little outside influence until recently.  When handing the restaurant bill to my husband, the waiter said,  “Senhores, posso oferecer algo mais a vocês?” This translates into: “Sirs, can I offer you anything else?”  This is a sharp contrast in some restaurant circles where servers are told to leave out the “sirs” or “madams” from their greetings in case they misgender someone. 

 Polite Insults

Years ago, when I was learning Portuguese to improve my listening skills, I watched telenovelas (soap operas) to help me acquire some basic conversation skills.  Just as all soap operas carry drama and insults, Portuguese ones had a special feature – a polite ending.  So, you could essentially yell at someone, but when you leave and slam the door, you pull yourself together to say, “Have a good day”. Is this a standard practice?  I don’t know for sure, but it seems to happen an awful lot on television programs.  

To challenge myself, I listened to the political debates before the Portuguese elections and again, despite the mudslinging, there was always some measure of decorum.  For example, you would hear accusations like Com todo respeito, o senhor é um ladrão which translates into, “With all due respect, sir, you are a thief!”.

 Nobody’s Perfect

There were so many examples of Azorean politeness and hospitality. One thing that truly shocked us about these seemingly gentle and humble people: how they behave in the driver’s seat. There were moments when I felt like Dennis Weaver’s character in the movie, Duel, about road rage. Imagine having a driver tailgate at a high speed on a very narrow road on a cliff or a decline. Some of these roads are so narrow that you can’t see if a car is coming when you turn, which is why mirrors are positioned on the streets. Many of these old roads were not built for cars but for cows and wagons.

When I commented to my hosts in Terceira that I had not heard anyone swearing, her husband said that I should attend the sporting events and perhaps I would change my mind.

Politeness in the Azores is more than a set of rules. It reflects deep-rooted values as humility, respect, gratitude, and a sense of community. These customs reveal a culture. The subtle reverence of a Fado or the everyday greetings exchanged on village streets, Azoreans esteem connection, dignity, and faith.

Of course, no place is without its twists and surprises. The juxtaposition of tranquil vistas alongside maniacal drivers is one such example. The contrast only adds to the complexity of Azorean life.

I have been shaped by both Canadian and Portuguese worlds. I’ve come to appreciate that cultural etiquette isn’t just about saying the right words. It’s about understanding the affection behind them. And in the Azores, that heart beats with warmth, tradition, and a quiet strength that’s impossible to forget.

                                                                                                  

 Be sure to check out our website, including our on-demand webinars.

Reduce Workplace Conflicts with Cultural Communication Strategies


Check out professional development opportunities that will enhance your communication skills with co-workers and clients. The full details are here.

A practical, interactive webinar facilitated by a TEFL Certified teacher, experienced diversity trainer and intercultural communication specialist, Evelina Silveira. View the complete outline here.

Do you or an employee struggle to sound professional? Maybe they are too harsh or aggressive. Learn more here.

Reduce conflicts and bias while opening the doors to authentic dialogues. Learn more

To learn more about these webinars, click on the links. Please note registration closes two business days before the scheduled date. Inquire about having this webinar delivered in person or at a time that fits your organization’s schedule. Email evelina@diversityatworkcommunications.com

Overcoming Language Barriers Over the Phone – WEBINAR


Offered on September 11 & 21

Photo by Breakingpic on Pexels.com

NOTE:  The content of this webinar has been originally delivered to over 400 participants  sector-wide across Canada, within a  3-hour workshop time frame.   Approximate length is 1 hours and 30 minutes.

In this interactive,  practically-based webinar you will learn how to: · Tell if the caller has a genuine language barrier or merely a heavier accent. · Understand and decipher common distorted pronunciation and grammatical patterns with helpful tips and tricks. · Speak more clearly. · Read numbers and spell using an ESL alphabet. · Tell what tense the caller is speaking. · Guide the caller to obtaining vital information. · Calm distressed callers with three simple words. · Deal with common stressors including impolite and uncooperative callers. ·  Simplify industry terms using clear language .Past participants have included:  9-1-1 call takers,   receptionists, intake workers, crisis centre workers, program coordinators, salespeople and police officers.
This webinar includes an electronic job aid.

Learn more and register at https://www.diversityatworkcommunications.com/events/webinar-overcoming-language-barriers-on-the-phone

WEBINARS – September 2020


Excited to announce our line-up of practically-based webinars which are sure to help you create a more inclusive workplace for you and your customers.

See our calendar. Click on the link to get the full details. https://www.diversityatworkcommunications.com/webinars



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Do You Watch ‘The Office’? My Workshop Gets At The Toughest Communication Grime! (‘Manager Michael Scott’ Needs To Attend!)


the office

 

I loved The Office. I still watch it in re-runs. It lets me laugh about situations I’ve seen again and again in actual workplaces. It’s not funny in real-life; but it’s hilarious in ‘pretend’!

IN REAL LIFE, I wasn’t laughing when I dealt with:

  • A manager wrongly accused of racism by an under-performer
  • An employee who unintentionally offended a client
  • An outreach worker who wanted to disclose community trends to alleviate a social problem but couldn’t without being falsely labelled herself

Why do these issues arise? Because ‘Awareness Training’ is not enough.

A healthy, safe, fearless workplace requires AUTHENTIC LEADERSHIP. If you are an AUTHENTIC LEADER – or want to become one – then this workshop is for you.

What is an authentic leader? You’re confident, self-aware, and free to be yourself both publicly and privately. You see employees getting mired in political correctness, and the workplace climate being poisoned. You want to do something about it!

COMMUNICATION SKILLS FOR DIVERSE WORKPLACES: My original, 6-HOUR, interactive workshop delivers tools that authentic leaders need to create and support openness and dialogue in the workplace.

In The Office ‘Dunder Mifflin Paper Products’ office and warehouse, people said the wrong things and lived in fear. They walked on eggshells. But they lacked the leadership to behave and communicate more successfully. In one episode, a diversity exercise became a circus of cultural stereotyping! It was funny because it resonates with everyone. Real-life offices face the same issues, but it’s never funny.

As a real-world manager, you experience:

  • Real conversation stifled because of fear of offense or ‘triggering’
  • An increase in bullying and harassment complaints/investigations

PARTICIPANTS IN MY MOST RECENT WORKSHOP (Kitchener-Waterloo YMCA) loved the workshop. In anonymous feedback, participants praised it:

 “I’m more inclined to engage in an uncomfortable dialogue than before this workshop.”

 “I received tools to work through difficult diversity dialogues.”

“Evelina created an atmosphere of openness and allowed uncomfortable conversations.”

“My favorite part was the variety of exercises and sessions.”

“This Communication Skills workshop was well-organized, on-time, and engaging.”

“I really appreciated the openness of Evelina!”

“This workshop was excellent: All the topics related to bias.”

“My favorite parts were the conversations and discussions.”

“I liked how the views and suggestions really support healthy dialogues.”

“I liked group discussions, thought-provoking conversations, and real-life examples.”

Workplaces today are quick to embrace diversity, but good intentions lead to conflict and toxicity. Sondra Thiederman calls this ‘Guerrilla Bias.’ In a workplace that picks up buzzwords, employees learn to identify as victims who are unable to cope with alternate views. No workplace can function and operate properly or effectively in this type of climate.

Authentic Leaders teach Authentic Communication

My workshop equips leaders with the skills necessary for authentic and challenging dialogues. Once in place, differences can be leveraged correctly. Differences become actual benefits, instead of becoming sticks to beat colleagues.

No manager wants their workplace evolving into a real-life version of The Office!

Risk-averse leaders cement a culture of silence. Silence leads to resentment and toxicity, which negates the potential benefits of a diverse workforce! In the wrong environment, diversity becomes a liability instead of an asset.

It doesn’t have to be this way. This is where I come in.

I understand. I hate workplace conflict. Increased calls to my anti-bullying service means workplaces are heating up because workers have stopped talking – they are afraid.

Do you blame them? I don’t.

More and more laws pop up telling us what we can and can’t say. A glance at the media shows how one wrong step, word, or tweet leads to a full-scale social-media attack and demonization.

Again: It doesn’t have to be this way. I can help.

If you want to be an authentic leader, I created my workshop for you and your organization. You’ll learn to be THE LEADER willing to take risks for the greater good of the organization, and to be a POSITIVE-COMMUNICATION MODEL for your team.

The Nitty-Gritty of COMMUNICATION SKILLS FOR DIVERSE WORKPLACES:

  • A highly interactive, 6-hour workshop of my researched, original content
  • Self-reflection exercises for participants
  • Teamwork in small and large groups

But this workshop isn’t for everyone. Why? Because I challenge my participants! You won’t always feel comfortable, but discomfort is where awareness and learning begin.

YOU’LL LEARN:

  • Types of bias, and how personal bias shows up in the workplace
  • Best responses to comments/behaviours you believe are offensive
  • Approaches for justifiable accusations of bias or problematic behaviour
  • How to listen and genuinely understand someone

You’ll emerge with tools and strategies to have AUTHENTIC DIALOGUES, which are the lifeblood of constructive workplace relationships.

 Want to learn more? Interested in creating a GENUINELY authentic, diverse, and inclusive workplace? If you feel you’re an authentic leader, or that you want to learn how to become one, then this workshop is for YOU.

 Contact me to deliver this important workshop to you and your group.

Contact Evelina for more details at: 519-659-4777 evelina@yourdiversityatwork.com

 

 

 

 

 

 

 

 

LIVE WEBINAR: Serving Customers Who Have Language Barriers Over the Telephone


Customer Service People Wearing Telephone Headset

Customer Service People Wearing Telephone Headset ca. 2002

 

August 27, 2018  10:00 am -11:30 am EST  Canada

Encountering a language barrier in person is challenging enough, but what happens when you are required to sell a product or gather information from a caller in a crisis who has little in the way of English fluency?

Without any visual clues for both the caller and the call-taker, the situation can seem insurmountable; but it doesn’t have to be.

You can learn practical skills which will increase your confidence in responding to callers who experience these barriers but also assist them to navigate through the call more successfully.

What we’ll cover in this event…

How to Speak and What to Say Learn strategies for speaking clearly and choosing the most easily understood words. Receive tips for spelling letters and reading numbers over the phone.

Is it a Language Barrier or a Strong Accent?  Learn how you determine the difference and how you should respond. A guide for understanding various distorted pronunciation patterns.

How Can You Calm a distressed caller?  Three simple words which make a world of difference to callers who may be in crisis or anxious.

A three-hour workshop has been rolled out to several police services in Canada, non-profits and several other organizations.

We have condensed the content into a live webinar format which will run for approximately 1.5 hours. A replay within 24 hours is available along with handouts.

Job aids can be purchased separately to augment your learning.

A 9-1-1 Call Taker Simple Language Guide has been specifically designed with input from three police services. Contact us for more details.

 

info@yourdiversityawork.com.

For more information and to register, please click on the following link. https://events.genndi.com/register/169105139238467417/15863ce143

 

 

 

Meetings: A Tool Kit – New Immigrant Workplace Success Series


Evelina Silveira, President, Diversity at Work, London, Canada

meetingpromo

I am pleased to announce the release of my first tool in a series of resources to assist employers develop and retain new immigrant employees.  The  step=by-step exercises and processes will enhance your own coaching skills while empowering employees with vital information in a culturally relevant way.  I am sharing some of my coaching secrets and style which has resulted in many new immigrants enhancing their skills and employers retaining talent.

You can preview the toolkit below.  It is 31 pages in length and offers a 20-minute consultation with each purchase.  Buy it today and, begin having more productive meetings by developing your own and your employee’s  skills.  Feedback has been excellent!

Includes several handouts such as business idioms; checklist for inclusive meetings; coaching pre-assessments, low-risk no-stress ways to participate in meetings and more.

https://diversityandinclusionatwork.com/wp-content/uploads/2018/01/meetingspage1.pdf

https://diversityandinclusionatwork.com/wp-content/uploads/2018/01/secondpage.pdf

Meetings: A Toolkit Ebook

A 31-page toolkit which includes a 20 minute telephone consultation for each book sold.

C$225.00

Offense: The Price Of Diversity?


Evelina Silveira, President Diversity at Work

This past year has been particularly challenging for people like me: media/political junkies, who feverishly skim the international news trying to find the truth in a web of misinformation, lies and fake news.  My Twitter newsfeed supplies me with a variety of political viewpoints on diversity issues.  I take all of it in, recognizing that each point may have some validity.  I am open to different points of view and I welcome them.  I especially love factually- based debates.

Why do I like it when people argue about diversity?  Because it means we are part of a free society.

My husband and most of my friends have not lived in democratic countries.  They lived under communism where dissent could not be expressed.  If you have ever heard firsthand the stories of people who feared to say the wrong thing or going against the grain – you would certainly have a better appreciation for how we in the West have been afforded so many freedoms like free speech.

Increasingly, I see freedom of speech is only allowed if you express a certain opinion.  If for example, you go against a liberal opinion there can be severe consequences.

Let’s be very clear before I go any further.  I am not for hate speech — that is very different and our laws seem adequate in that regard. Disagreeing and hate are not the same.

American and Canadian universities have been host to violent protests where audiences thirsting for a  different point of view were hurt.  Campuses were set on fire and a lot of other nasty stuff happened.  You would think that university campuses would be the bastions of free speech and critical thinking? But, apparently not.  What impact does that have on education if what we must always be concerned with not offending others?

I remember sitting through my anthropology classes in university and hearing students rhyme off a very different version of history than the one I was taught. Disparaging remarks were made about believers of my faith and their historically oppressive role.  The professor did not stop the discussion, nor was that the expectation. (Probably these days that would be different.)  I sat and listened to what the student said and decided I would not oppose the remarks. Because the student exchange was deeply emotional for me, it left an imprint.  Decades later, I was able to understand my fellow student’s opinion and would agree with her in part and glad the professor did not shut down the conversation because she was concerned it “would offend someone”.

One of the ways I like to set myself apart from other practitioners is that I encourage the free flow of discussion about various diversity issues from a number of sources which is reflected in my Twitter and Facebook presence.  It reminds me of when teachers would explain that you should use a number of sources to substantiate your argument and present both sides.  That’s a really honest approach – and one I support.

Unfortunately, I have found that my need to present a diversity of opinions is not always met very well on social media.  And despite having a private business, some Tweeters feel that I should stick to the same predictable perspectives on issues all of the time.  For me, if I only present one side of an argument I am just another agent of propaganda.  I also feel that I am insulting my followers/ readers believing that they are not entitled to other views and can make their own decisions.  Diversity for me also spells diversity of ideas and opinions.

What I do know is that the lines between expressing a different point of view and hate speech are becoming frightfully blurred.  The best way to shut down a dissenting argument is to say it is “hateful” or “offensive”. Calling someone a racist in Western society is one of the worst accusations and is hurled left, right and centre at people who are often expressing a different view which has nothing to do with hate.

Diversity, free speech, and offense go hand in hand.  If we are going to be a welcoming society to a diversity of people, their values, and beliefs we all need to make peace with the fact that at times we will be challenged and that can be very emotional.  We cannot legislate hurt feelings or thoughts so why are we even trying?  We either grow a tougher skin or live in an Orwellian thought-controlled society:  what would you prefer?

 

 

 

 

What the Brits’ Telly Can Teach Us About Diversity Dialogues


tv

Evelina Silveira,  President, Diversity at Work

When you think about British television, what comes to mind?  Well, if you are not British most of us would probably say Coronation Street  because it has been around forever on Canadian televisions. But there is so much more to discover!  Deciding to join the cable cutting crowd, I have opted for YouTube instead, for my nightly viewing. And British TV is it!

I have been so impressed with the wide range of British television programs devoted to social experiments in the form of reality TV.  To their credit, it appears the Brits are sincerely trying to understand “the other” through their programs of cultural exchanges of various sorts.  They’re not your regular run-of-the-mill low budget reality programs but thoughtful, out-of-the-box productions that are not afraid to ask the tough questions.

Why do I find the programs to be so remarkable?  Because the participants in the social experiments get a chance to “walk in the other person’s shoes” and freely ask questions without being afraid of a label of “homophobe”, “racist”, “islamaphone” “xenophobe” etc.  You get to see the good, the bad and the ugly.  Nothing is held back and I like that.  At least, when everyone has their preconceptions on the table you have something to work with instead being terminally superficial and polite.

What I began to notice in British television was delightfully refreshing.  The Brits actually engage others in a conversation about diversity.   I don’t see that happening in Canadian television.  All  we ever see is one side of a story and you either accept it or you don’t.  There is rarely an opportunity for two groups to come together and learn about one another and gain sensitivity, empathy and insight into the other group’s world.  The Brits seem to love programs devoted to “social experiments” and I have to tell you as a lover of sociology and anthropology — these types of programs score high for me.

It must have been a television genius who came up with the subject matter.  I have watched at least one  episode with the following themes:

  • A small group of Brits who have to live like a Muslim for a designated period of time.
  • Six men from a variety of backgrounds and lifestyles who go to live in a Benedictine monastery and must follow their rules
  • Nasty British teenagers who are sent to live with an American Amish family to help them reform their ways
  • Bad behaving British teenagers who are sent to live with another family in a foreign country which is known to be “very strict”
  • Several English citizens who feel they have been negatively impacted by immigration are matched with immigrants to challenge some of their assumptions

What so good about these experiments? What do participants often learn from the experience?

  • There is greater understanding that can come from honest and often challenging conversations. You might either become stronger in your conviction or  more empathetic to the other’s experience.
  • There is value and meaning in learning about other people’s rituals even if they seem far off.
  • We can be enriched by others’ experiences and might find adopting aspects of their lives to our own.
  • Having your assumptions challenged is not a bad thing and it contributes to your own personal growth.  You can also help others grow by letting them express their biases/stereotypes and prejudices and work with them.
  • You can’t live in a liberal democracy without expecting to be offended occasionally: a price of freedom of expression.

For example, in the BBC documentary a young British-born  worker is matched to a Polish immigrant who owns his own construction business.  The young man contends foreigners are taking all of the jobs.  He gets to meet Mariuscz  a business owner and notices that his whole shop is full of only Polish workers which fuels his negative perception.   However, when he has a conversation with Mariuscz he realizes that these workers have a starting wage which is much lower than he would accept.  Mariuscz says he started at a low salary and worked his way up in a shop and finally decided to open his own business.  Mariuscz however is challenged to see that hiring only Polish workers is discriminatory and that he could benefit from English-speaking employees.  He is open to accepting this criticism and comes to see that his workers would learn English if there was someone around who would be prepared to speak it.  The result of this dialogue?  I would say a win-win for both participants.  Each was open to hearing the other’s point of view and challenge their own thinking.

British television shows me how much we Canadians have in common  However, I would have to say a few programs that I watched momentarily would never survive in Canada.  They are just too mean! Programs like Fat Families and Life on the DoleLife on the Dole  does not seem balanced at all.  Most of the cast consists of drug addicts, people who don’t want to work and ex-cons.  We don’t see many examples of the working poor.  If the purpose of Life on the Dole  is to make working people angry about the poor, than it succeeds in that regard.  If this program was filmed in Canada the slant would be different.  It would be aired to bring about empathy and awareness of the poor and set in a more compassionate light and with less of a classist tone.

All in all, British television rocks!  I need to run —-  Wife Swap UK is on!

 

 

The Guide to Workplace Inclusion


Preview and Purchase at www.yourdiversityatwork.com/ebook/

Read  below what others have said about our book:

linked in

ENDORSEMENTS:

This is an important and timely book for those who want more inclusive workplaces. It moves seamlessly from concepts and terminology and translates them into practical and actionable ideas. All readers, no matter where they are on their diversity and inclusive journey, will find something valuable in this book. Evelina Silveira and Jill Walters have created an impressive resource that includes examples of promising practices from across the globe. This should be every HR professional’s companion!

~Ratna Omidvar, executive director, Global Diversity Exchange, Ted Rogers School of Management, Ryerson University

The No-Nonsense Guide to Workplace Inclusion provides a thorough and engaging roadmap of the journey toward organizational inclusion. The authors write from a position of rich, credible experience, with the result that this Guide can help companies capitalize on opportunities and skirt problems on the road to fuller inclusion of an increasingly diverse workplace. Filled with examples and evidence-based solutions, this Guide is a valuable tool for any organization working on building and strengthening its culture of inclusiveness.

~Alison Konrad, PhD, professor of organizational behaviour, Ivey Business School, London, Canada

Managing diversity and creating inclusive workplaces can seem like a daunting challenge for many organisations, but Evelina and Jill have produced a really accessible, highly practical guide to help organisations get going. What we particularly liked was that it was packed full of real examples and illustrations and lots of useful links and tools.

~Tracy Powley, director, Focal Point Training and Consultancy Ltd, United Kingdom

Because inclusion is one of the core values of the USTA, it is important for me to lead, motivate and work well with individuals of diverse backgrounds, capabilities and interests in order to achieve the outcomes we’ve set for ourselves. This book is a great resource for any organization looking to create a successful culture of inclusion.

~D.A. Abrams, chief diversity & inclusion officer, United States Tennis Association/ author, Diversity & Inclusion: The Big Six Formula for Success

This book goes a long way in addressing the systemic discrimination faced by the LGBTQ2 community in the workplace. It tells you what you need to do and gives you the resources to do it. It makes it easy for any workplace to become more inclusive in their hiring, recruitment and retention practices. I highly recommend it for every workplace.

~ Deb Al-Hamza, past president, Pride London Festival/ diversity social worker, Children’s Aid Society of London & Middlesex

I think this book is very comprehensive! There is very valuable information from ‘Foundations for creating an Inclusive Business Environment’ to ‘Best Practices in Diversity.’ I see the value for small to medium businesses that lack a dedicated human resources professional or lack the experience with implementing policies and procedures to promote an inclusive environment; however, larger businesses can also benefit greatly from the examples, detail and strategy offered. I will continue to visit many of the resources offered in the future and have made note of some of the examples.

~Lesley Oliver, diversity & accessibility coordinator, Equity & Human Rights Services, University of Western Ontario

The book is strategic, concrete and to the point. The various examples make it relevant to readers and practical. I also like the fact it is rooted in personal experiences and takes a holistic approach. The book makes one reflect on what is not obvious, helps avoid assumptions and discusses unconscious bias.

~Magali Toussaint, international career and cross-cultural coach/ diversity professional, Netherlands, http://about.me/magali.toussaint

 

 

 

 

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