Dan Baerg's advice is short and simple: "Do not assume." Do not assume he needs help opening doors; do not assume he wants chairs removed so he can pull his wheelchair up to a restaurant table (he prefers to move into the chair); and most of all, don't assume his wife Deanna needs to act as his interpreter. He can speak for himself.

"If I need help, I'll ask for it," Dan says. His advice is aimed at everyone dealing with someone who is disabled. Dan Baerg counts himself as fortunate; he says that essentially he is able to do anything he wants to despite spina bifida that limits the use of his legs.

Dan was in banking for 20 years in California before moving to Tucson six years ago. For the past 18 months, he has worked as an administrative secretary in the Department of Plant Pathology.

Primarily, he works with the department's graduate students, helping them with their thesis requirements and handles applications to the department for graduate studies.

In May, he will graduate as a qualified legal assistant and Deanna will earn her doctorate. Dan says, "Being a legal assistant suits the kind of person I am, very detail-oriented."

Culture and Language

Culture and language work together, usually in our subconscious. When we listen, we often create interpretations or expectations in our mind. We "listen" but don't get the message because our interpretations fit our own cultural expectations.

Realizing the ramifications of cultural diversity helps give specific answers to such questions as:

- What am I allowed to speak or ask about politely? What may I reveal about myself, feelings, wishes? May I ask about your family or your work?
- When may I speak? When may I interrupt? What is the signal that I can start a new topic?
- How directly or indirectly must I speak? How loudly or softly? How formally or informally?

Dr. George F. Simons, co-author "Transcultural Leadership: Empowering the Diverse Workforce"

Stereotypes

To counteract stereotypical thinking and language, try these actions:

- Think about and/or share counter examples;
- Point out positive aspects;
- Use adjectives other than only race/ethnicity;
- Add cultural and ethnic information;
- Question the source's reliability;
- Politely disagree and challenge the stereotypes;
- Mention the extreme, exotic or sensational nature of the example.

Youth Town Hall

Youth Town Hall "Speak Out" is a youth run, youth involved program in Yavapai County, set for March 10-11 in Prescott.

Marta Stuart, the Yavapai County Extension 4-H-Youth Development faculty member, says the young people will develop a broad spectrum of issues they consider important.

"Certainly today's youth have very different issues than the youth of the past. The information from the Town Hall should go far to putting the community in touch with our youth," Stuart says.

Young people between 14 and 19 years old are will be invited, with 120 expected to attend, including representatives from all minority groups. The meeting is co-sponsored by 11 nonprofit youth service agencies, schools, and businesses.

Multicultural IQ

See how much you know about diversity and disabilities in today's workforce by answering the following questions taken from The Questions of Diversity (6th Edition):

1. A common complaint of physically disabled employees is A) they are constantly being taken care of by co-workers; B) they are treated as though they were invisible; C) they are asked to perform duties beyond their capabilities.

2. Women and minorities frequently cite this factor as helpful to their advancement: A) needing to fill minority quotas; B) having the most experience; C) being mentored and coached by significant organizational leaders. Answers: l.B, 2.C

Reading List

The Cooperative Extension System National Center for Diversity, at Kentucky State University in Frankfort, KY, has developed a suggested reading list including books, articles and catalogues with films and videos. Many of the materials have bibliographies to extend access to Resources.

For a copy of the reading list, contact Dr. Shirley O'Brien at 621-7145.

The Bigger Picture

Visual aids graphic art, cartoons, photographs can help change or perpetuate stereotypes. Avoid situations that consistently show any group as superior or inferior.

Depict features as they really exist, especially when illustrating different ethnic groups. People vary in shape and size, no matter what their race.

Emphasize disabilities only when relevant. Neither camouflage nor highlight a visible impairment; present it in context, only when pertinent.

A distorted picture of older people is conveyed when they are consistently portrayed as ill and sedentary. Life, even for elderly, isn't all work, all loneliness or all close families, all poverty or all well-financed leisure.

Show children as they are. Reflect a variety of emotion and appearance. Show realistic homes and families in various settings and economic conditions.

"Without Bias: A Guidebook for Nondiscriminatory Communication," Edited by Judy E. Pickens

Resources: Meetings

Dr. Luis Laosa, from Princeton University, is the fourth speaker in a five-symposia series sponsored by the College Division of Family Studies and the UA and College Diversity Committees.

On March 24, Dr. Laosa will discuss his research on conducting research focusing on Mexican Americans.

For more details, call Dr. Wendy Gamble at 621-7127.

The five-state Multicultural Conference is set for March 30-31, in Garden City, KS. The fourth annual conference is designed to increase cultural awareness of the communities in which we live and to share successful approaches to building effective multi-ethnic organizational skills.

For registration details, call Dr. Shirley O'Brien at 621-7145.

Quote of the Month

The importance of nonverbal messages cannot be ignored. From 65 to more than 90 percent of the messages communicated in a face-to-face encounter are carried on the "non-verbal" band.

John Keltner

Although stereotypes are sometimes based upon some small shred of reality, they are never accurate.

Myers & Lambert

Vision: To affect positive change in the CALS community by valuing differences and building respect.

The University of Arizona is an equal opportunity, affirmative action institution. The University does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or sexual orientation in its programs and activities.

Content Questions/Comments: Billye Foster (billye@cals.arizona.edu) or Steven Crofts (scrofts@cals.arizona.edu)
Last Updated: 05/16/2005