Study Notes on Foundations of Culture and Identity

Culture is a complex term, encompassing at least six common uses in the United States.
For this context, culture is defined as the ongoing negotiation of learned and patterned beliefs, attitudes, values, and behaviors.
- Negotiated: Culture is not stable or unchanging; it evolves.
- Learned: Emphasizes the role of socializing institutions such as family, schools, peers, and media in the formation of culture.
- Patterned: Recognizes widespread similarities among members of a cultural group, while also acknowledging deviations and resistances by individuals and subgroups.
Key influence is that culture shapes our beliefs (truth vs. falsehood), attitudes (likes and dislikes), values (right and wrong), and behaviors, which in turn forms our identities.

Essential question: “Who am I?”
Identity formation begins from birth, shaped by feedback from parents, friends, teachers, and media.
Each person reflects upon identity during adolescence, initiating a lifelong developmental process involving past, present, and anticipated identities (Tatum, B. D., 2000).
Identities can be categorized as:
- Personal Identities: Intrinsic aspects linked to personal experiences and interests, e.g., being a puzzle lover or hip-hop fan.
- Social Identities: Formed through affiliation with social groups, either voluntary (e.g., fraternity) or involuntary (e.g., family).
- Cultural Identities: Socially constructed, dictating behavior and expectations, typically stable but can change historically.

Personal: Antique collector, dog lover, male/female, singer, shy person, athletic, etc.
Social: Member of historical society, humane society, fraternity/sorority, book club member.
Cultural: Irish American, Greek American, multiracial, heterosexual, gay/lesbian.

Personal identities can frequently change with new experiences; e.g., interests in online video games may shift to graphic design.
Social identities change less often due to deeper investment, such as joining a gaming community.
Cultural identities are generally the least changeable, encompassing expectations learned since birth.

Ascribed Identities: Labels assigned by others, often based on stereotypes (e.g., being labeled a nerd despite personal feelings).
Avowed Identities: Self-claimed identities (e.g., the positive reclamation of nerd identities by members of the nerd subculture).
Identity salience varies, influenced by context (e.g., someone may emphasize their racial identity in certain situations).

The example of an African American woman becoming president of a Black Student Union illustrates heightened salience in identity.
A biracial individual’s identification may shift depending on personal experiences, like studying abroad.

Dominant identities historically have more resources and influence, while nondominant identities face institutionalized discrimination due to various factors (racism, sexism, etc.).
It’s important to distinguish these at the societal level; individual exceptions exist but do not alter overall trends of privilege/disadvantage.

Four Stages (Martin & Nakayama, 2010):
1. Unexamined Identity: Lack of awareness; individuals may not realize their identity implications (e.g., a young woman may not recognize her lesbian identity).
2. Conformity: Internalizing dominant group norms; some may change their appearance or identity to fit in, e.g., a Chicano man changing his name.
3. Resistance and Separation: Individuals reject assimilation; engage with others sharing the same identity (e.g., Deaf culture).
4. Integration: Balance between embracing one's identity and valuing others; proactively working against discrimination.

Five Stages (Martin & Nakayama, 2010):
1. Unexamined Stage: Lack of reflection on one’s dominant identity; may recognize group differences without acknowledging hierarchy.
2. Acceptance Stage: Acknowledges differences in treatment but does nothing to change this status.
3. Resistance Stage: Acknowledges privilege and feels guilt; may disassociate from their group but not necessarily enact change.
4. Redefinition Stage: Positive reassessment of one's identity; begin using privilege to assist social justice efforts.
5. Integration Stage: Fully incorporates dominant identity into life while being an ally to nondominant identities.

Interactions emphasize both similarities and differences, often leading to communication obstacles, particularly when biases emerge from perceived out-group status (Allen, 2011).
Understanding difference is crucial, particularly as demographic shifts change societal dynamics (e.g., increasing populations of color and growing visibility of sexual minorities).

Census Insight: By 2030, racial and ethnic minorities may account for one-third of the population (Saenz, 2011).
The workplace must adapt to these changes with policies aimed at equitable access, reflective of a diverse environment.

Individuals with dominant identities may dismiss the experiences of nondominant individuals due to privilege ignorance.
Members of nondominant groups may struggle to affirm difference due to past negative experiences.
Societal norms, including political correctness, can hinder open discussions about differences and identities.

Organizations often spend significantly on diversity training, but its effectiveness is linked to the goal-oriented approach rather than compliance-based training.
Suggested guidelines for successful training:
- Establish clear objectives aligned with the organization's mission.
- Employ experienced trainers in a supportive environment.
- Regularly evaluate and adapt training methods.

Culture is an evolving negotiation of learned societal patterns.
Individual identities consist of personal, social, and cultural elements, each with unique roles and implications.
Identity development varies significantly between dominant and nondominant groups, and understanding these complexities is crucial in navigating our diverse society.