Human Diversity

 

 Introduction

Personally and professionally, I believe in accepting people irrespective of their differences. Prior to this Human Diversity class, I held the belief that people from the same cultures tend to share similar beliefs and characters. However, learning about human diversity has been a wonderful and yet enlightening experience on the need for cultural competence. It is now clear that cultures make people different and it is, therefore, imperative to recognize, accept and respect such differences that exist amongst people. As a personal trainer dealing with diversity challenges is a common experience since people exercise differently and others require setting working boundaries. Before taking this class I thought that it is an issue that has no solution and accepted it as a common challenge in my field of work. However, I have learned that with diversity competence, it is my job as a personal trainer to maintain an open mindset and healthy respect for peoples’ diverse ways of thoughts and doing things. Awareness creation and familiarity helps in eliminating misconceptions about diversity and encourages inclusivity.

Analysis

According to Chao, Takeuchi & Farh (2017), every culture dictates its unique standards when it comes to thinking and acting. In the personal training field, a new client from a different background might find my practices and the training environment intimidating. Exercising practices differ from one culture to another. The main challenge is that it might take time to learn what the client perceives as appropriate and this adversely affects the ability to positive and interactive relationships with individuals from different cultures especially those that are highly conservative. Time focused cultural norms at times create challenges for both the trainer and clients. For instance, Arab clients prefer exercises that are centered on strength building and gymnastics. However, for them, fitting exercising clothes are not an alternative. In this case, some exercises that might have been selected and incorporated into the training program to suit the needs of the client might call for adjustment due to long and loose garments. Faith-based challenges also affect training since religion creates certain limitations when it comes to training which must be considered when designing personal training programs. Designing individualized training is a major challenge despite the fact that I accept and respect human diversity.

Cultural Autobiography

In my cultural identity, nationality, religion, and education are the aspects that make me inclined to the perception of diversity as a challenge thus the need for cultural competence as a necessity. The individualized American culture dictates people tend to focus on their own wellness rather than that of the general population (Patrick & Kumar, 2012). On the other hand, my religion has shaped my cultural identity as a person that accepts the differences of others as a moral thing. The educational experience has set the mentality that respect promotes positive engagement with other people irrespective of their differences. I have learned based on my professional and academic experience that peoples’ cultural identity differs even if they are from the same background since other aspects such as religion and socio-economic factors determine their responsiveness.

In conclusion, following this class’s learning, it is good to accept and acknowledge peoples’ differences. When dealing with people from different cultures I tend to take my time and learn more about their beliefs. The curiosity helps in building confidence, trust and encourages them to interact more. In turn, this eliminates the negative attitude of being judged and enhances my knowledge of human diversity and how it shapes lives. In eliminating issues of diversity in the personal training field awareness creation would be helpful to increase cultural competence and encourage inclusivity. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Chao, M. M., Takeuchi, R., & Farh, J. L. (2017). Enhancing cultural intelligence: The roles of implicit culture beliefs and adjustment. Personnel Psychology, 70(1), 257-292.

Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 2158244012444615.