Dynamics of Conflict:

Culture and Gender

Maureen GauciLaw 342 and Law 341November 11th, 2013

Culture Culture is commonly shared assumptionsassumptions of goals, values, means, authority, ways of knowing, relationships, time and space that a group has learned throughout its history.

Ethnic, national origin, gender, professional, organizational

Why Culture Matters

Culture greatly impacts how people:

1) Define conflict

2) View third party intervention

3) Describe events

4) Decide legitimate responses and solutions to conflict

Cultural Fluency Having awareness for our own and one

another’s perceptions, belief systems, values, attitudes and worldviews.

Assessing conflict dynamics with sensitivity to identity and meaning-making differences.

Having a range of strategies and tools that are centered in relationship.

Dimensions of Culture

Different cultural frameworks and blended cultural identities Power Harmony and Face-saving Direct and indirect forms of expression, engagement and

communication Time as a value Expanded concepts of family High and low-context cultures Individualistic and collectivist cultures Visual and non-verbal cues/communication Authority/legitimacy I.e “elders”, “gate-keepers”, “wise ones” The value and expectation of advice giving Formality and informality Different communication norms and styles

Exploring the Differences

How do men negotiate?

How do women negotiate?

How do we negotiate together?

Culturally aware negotiations

Self awareness of bias, skills and knowledge Awareness of the impacts of power, culture, and gender may

have on parties Choosing an intervener(s) who will be effective by

considering the parties, context, expectations for settlement. Adapting the process e.g conflict coaching, co-mediation,

collaborative law processes Create a positive and open environment Acknowledgement of differences Seek first to understand Seek out rituals or shared symbols to increase understanding