How to be an Interculturally Competent

Delegate at the 2016 General Conference

Featuring tips from GCSRW, YPM, and more!

Lets get started!
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Dear Sisters and Brothers:

Bienvenue Portland!
Bem-vindo a Portland!
Bienvenido a Portland!
!

Welcome to Portland!
Greetings from the General Commission on Religion and Race! As we prepare to gather together
for General Conference 2016, I am reminded that General Conference is probably one of the few
times when we have the opportunity to experience our diverse global connection at its fullest. This
presents a wonderful opportunity to share, to learn, and to live into what it means to be a world
wide connection, tasked with the role of, making disciples of Jesus Christ for the transformation of
the world. While this is a wonderful opportunity, it is not an easy one. We are still on the journey
to moving from the paradigm of being a U.S. centered church to a global one and from being a
primarily white church to a truly multiracial one. While we celebrate the diversity that exists within
the church in every country and on every continent, utilizing that diversity as a pathway for deeper
relationships, evangelization, and transformation in the world is a goal that can only be achieved
through intentional effort.
This handbook is intended to support each delegates ability to build relationships across our diverse
cultures. At GCORR, we call that intercultural competency. Intercultural competency, as well as
institutional equity (building systems, policies and processes that level the playing field for all) and
vital conversations (developing authentic relationships where lives, churches and communities
are transformed), make up GCORRs Ministry Model, which guides our work in providing practical
resources and support to Church leaders. We want to help you engage and embrace the cultural
diversity present in your congregation as well as your community, your nation, and our shared
world.
We hope that General Conference presents you with many opportunities to expand your knowledge
and understanding of Gods diversity. This handbook can provide you with tools and resources as
you greet others, engage them in conversation, and debate and decide important issues.
GCORR is a practical resourcing agency of the Church, so we hope that our website (www.gcorr.
org) becomes a site that you visit for timely information as well as relevant tools. In addition, our
social media sites, Facebook and Twitter, offer you daily opportunities to engage with other United
Methodists from around the world.
Blessings for a very joyful and productive General Conference!

Erin Hawkins
GCORR General Secretary

Building Beloved Community

The world around us is more diverse than ever.
However, the majority of U.S. congregations are largely mono-racial and divided by economic class. The U.S.
church is 90-95 percent white, even though the nations population is, by some estimates, only 65 percent
white.
The seven central conferences are represented as: Africa, Congo, West Africa, Central & Southern Europe,
Germany, Northern Europe and the Philippines.
While the global population is increasingly younger, more female, bilingual and poor, the face of the United
Methodist Church and its key decision-makers continues to be white, male, English-speaking and over 55, with
household incomes far above the majority of the people living in the world.
In 1970, the number of U.S. residents born in other nations was about 1 in 21; by the year 2020, according to
the Pew Foundation, 1 in seven people living in the United States will have been born elsewhere.

Cultural Humility

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What is Culture?

Culture is the behavioral interpretation of how a group lives out its values in order to survive and thrive.
It is defined by attitudes and beliefs and what a person from each culture believes is normal for that group.
Often cultural identity includes shared language, history, and geography. However, cultural identity is a broader
term, beyond racial and ethnic identity and formation. People from multiple ethnic backgrounds may identify
as belonging to the same culture.

Cultural Diversity Wheel

The center of the wheel represents internal dimensions that are usually most permanent or visible. The
outside of the wheel represents dimensions that are acquired and change over the course of a lifetime. The
combinations of all of these dimensions influence our values, beliefs, behaviors, experiences, and expectations
and make us all unique as individuals.

Cultural Orientation
Mapping
Mapping Your
Your Cultural
Cultural Orientation
Orientation

Individuals
Individuals demonstrate
demonstrate aa wide
wide range
range of
of values
values and
and preferences
preferences across
across aa variety
variety of
of cultural
cultural dimensions.
dimensions.
Map
your
own
cultural
orientation
by
placing
an
X
at
the
spot
that
most
accurately
reflects
Map your own cultural orientation by placing an X at the spot that most accurately reflects your
your values
values
on
on each
each continuum
continuum below.
below. Remember
Remember that
that aa continuum
continuum represents
represents an
an infinite
infinite number
number of
of possibilities
possibilities
between
between the
the two
two opposing
opposing ends.
ends. There
There are
are no
no right
right or
or wrong
wrong answers.
answers.
Monochronic.Polychronic
Monochronic.Polychronic
II like
What
like to
to be
be on
on time
time and
and
What happens
happens is
is more
more important
important
expect
the
same
of
others.
than
when
it
starts
expect the same of others.
than when it starts and
and ends.
ends.
Low
Low Context.High
Context.High Context
Context
When
Some
When rules
rules are
are presented,
presented, II prefer
prefer
Some rules
rules are
are understood
understood by
by everyone
everyone
that
so
that every
every detail
detail is
is spelled
spelled out
out clearly.
clearly.
so its
its not
not necessary
necessary to
to spell
spell everything
everything out.
out.
Individualistic..............................Collectivistic
Individualistic..............................Collectivistic
II prefer
II prefer
prefer to
to work
work independently
independently
prefer to
to work
work as
as part
part of
of aa group
group
and
be
recognized
individually.
and
think
its
better
and be recognized individually.
and think its better when
when
individuals
individuals are
are not
not singled
singled out.
out.
Egalitarian.Hierarchical
Egalitarian.Hierarchical
All
People
All people
people should
should be
be treated
treated the
the same,
same,
People should
should be
be treated
treated differently
differently
no
matter
what
their
position
is.
depending
on
their
title,
no matter what their position is.
depending on their title, position,
position, rank.
rank.
Task
Task Focused..Relationship
Focused..Relationship Focused
Focused
When
When
When working
working on
on aa project,
project, II prefer
prefer to
to
When working
working on
on aa project,
project, II value
value time
time
focus
spent
focus on
on getting
getting the
the job
job done
done and
and
spent in
in building
building relationships
relationships and
and work
work
become
better
become impatient
impatient with
with socializing.
socializing.
better with
with people
people when
when II get
get to
to know
know them.
them.
Surfacing
Surfacing DifferencesMaintaining
DifferencesMaintaining Harmony
Harmony
II directly
address
II prefer
directly address differences
differences
prefer to
to deal
deal with
with differences
differences
when
indirectly,
when there
there is
is an
an issue
issue so
so the
the
indirectly, behind
behind the
the scenes,
scenes,
problem
can
be
solved
quickly.
to
avoid
causing
problem can be solved quickly.
to avoid causing upset.
upset.
Emotionally
Emotionally RestrainedEmotionally
RestrainedEmotionally Expressive
Expressive
Its
better
to
Its
Its better to keep
keep emotions
emotions private
private
Its better
better to
to express
express emotions
emotions openly
openly
Being.Doing
Being.Doing
II derive
II derive
derive more
more of
of my
my identity
identity from
from
derive more
more of
of my
my identity
identity from
from
who
what
who II am
am and
and who
who my
my family
family is
is
what II do:
do: schoolwork,
schoolwork, activities,
activities, etc.
etc.
Reflection
Reflection

Howdoes
doesyour
yourcultural
culturalorientation
orientation map
maphelp
helpyou
youin
yourlife?
life?
How
How
does
your
cultural
orientation
map
help
you
ininyour
your
life?
How
Howdoes
doesyour
yourcultural
culturalorientation
orientation map
maphold
holdyou
youback
backininyour
yourlife?
life?

How does your cultural orientation map hold you back in your
life?
How
Howiscould
differences
in cultural
orientation
show
up atfrom
General
Conference?

your
cultural
orientation
map
similar
or
different
your

How is your cultural orientation map similar or different from your peers?
peers?
Which
What can
you
do
to be afor
bridge
between
different
cultural
orientations?

traits
are
difficult
you
to
deal
with
in
other
people?

Which traits are difficult for you to deal with in other people?

Based on research by Edward Hall, Geert Hofstede and Aperian Global. Compiled by Natalia Dyba, natalia.dyba@outlook.com
Based on research by Edward Hall, Geert Hofstede and Aperian Global. Compiled by Natalia Dyba, natalia.dyba@outlook.com

Definitions to Know
Racial Equity
Racial equity is the condition that we achieve when our ethnic identity is not the primary predictor (statistically) of our
merit, worth, opportunity, or success (adapted from The Aspen Institute, September 2009). United Methodists affirm the
sacred worth and value of all people and affirm that we are all created in Gods image.

Culture/Cultural Identity
Culture is defined as the attitudes and beliefs that a person from each culture believes is normal for that group such
as shared language, history, and geography. Cultural identity extends beyond racial and ethnic identity and formation.
People from multiple ethnic backgrounds may identify as belonging to the same culture.

Intercultural Competency
Having the skills and awareness to build relationships across cultures.

Inclusion
Inclusion is an action taken to welcome/include everyone within a group or structure. When using this term we must
move beyond assumptions or the expectation that those being included must assimilate or take on the characteristics,
values, language, and norms of the dominant group or culture.

Justice and Diversity

The quest to seek justice for all forces us to address the causes of inequality and then work toward solutions that
produce equity. Justice produces equitable power, opportunities, treatment, impacts and outcomes for all (adapted
from Rinku Sen, in Fund Racial Justice Strategies, Not Just Diversity). Justice is distinct from diversity. A diversity focus
primarily addresses the symptoms of racismwith the goal of minimizing racial tensions and maximizing peoples ability
to tolerate difference and get along. A focus on justice gets at the systemic issues of inequality and seeks to re-frame the
work and move people to equality.

Racial Ethnic(s)
Every person has an ethnicity and a race. The term racial ethnic is an abbreviation of the term racial-ethnic minority,
which is seen by many as more pejorative and inaccurate than descriptive, since people who are not of North European
ancestry actually make of the majority of the worlds citizens.

Intersectionality
Intersectionality refers to the interconnected nature of social categorizations such as race, class, and gender as they
apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination
or disadvantage. Oppressive institutions within a society, such as racism, ageism, sexism, and homophobia, do not act
independently, but are instead interrelated and continuously shaped by one another.

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Ground Rules for Authentic Dialogue

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United Methodists
Around the World

Our worldwide connection includes approximately

12.8 million members.
Where are you from? Where are your fellow
delegates from?
58% of the delegates are from the U.S.
30% from Africa
4.6% from Europe
5.8% from the Philippines.

Kumperensya Sentral ng Pilipinas ng Nagkaisang Iglesya Metodista

Philippines Central Conference consists of three Episcopal Areas; 21 Annual

Conferences; and 200,540 Professing Members within an area of 477,181
square Km.
Davao Episcopal Area
Five Annual Conferences
25,396 Professing and Baptized Members, 127 Ordained Clergy, 143 local Pastors, 201 Organized Churches, and 40
Preaching places
Baguio Episcopal Area
Eight Annual Conference
114,583 Professing and Baptized Members, 639 Organized Churches, 38 Preaching Places, 310 Ordained Elders, 380 Local
Pastors.
Manila Episcopal Area
Eight Annual Conferences
143,329 Professing and Baptized Members, 534 Organized churches, 208 Preaching places, 392 Ordained Elders, 360
local pastors

Statistics source: https://umcdea.wordpress.com/philippines-central-conference/

United States
1,245,169
1,233,815

331,719

2,794,512
1,694,538
Racial/ethnic demographics of UMC members in the United States:
Asian 1.3%
African American/Black 6.1%
Hispanic 1%
Native American .3%
Pacific Islander .2%
White 90.3%
Multi-racial 0.8%
Statistics source: http://www.umc.org/gcfa/data-services-statistics

Racial/ethnic caucuses identified as official by the Book of Discipline:

Black Methodists for Church Renewal (BMCR)

Metodistas Asociados Representando la Causa de los Hispano-Americanos (MARCHA)
National Federation of Asian American United Methodists
Native American International Caucus
Pacific Islander National Caucus of United Methodists (PINCUM)

Africa

Africa includes three Central Conferences:

Africa Central Conference is composed by five episcopal areas:

East Africa (Uganda, Kenya, Rwanda, Ethiopia, South Sudan)

Eastern Angola
Mozambique
Western Angola
Zimbabwe

Congo Central Conference is composed by four episcopal areas:

Central Congo
Eastern Congo
North Katanga
South Congo

West Africa Conference is composed by four episcopal areas:

Cte dIvoire
Liberia
Nigeria
Sierra Leone

Europe

The United Methodist Church in Central and Southern Europe

consists of about 33,500 members living in 16 countries.

Albania
Austria
Belgium
Bulgaria
Croatia
Czech Republic
France
Hungary
Macedonia
North Africa
Poland
Romania
Serbia
Slovakia
Switzerland

Worship services are held in more than 20 languages.

Tips from GCSRW

There is neither Jew nor Greek; there is neither slave nor free; nor is there male and females, for you are ALL
one in Christ Jesus. Galatians 4:28
A variety of cultures are represented at General Conference. Each of our behaviors and values comes from
these cultures. Because we are all United Methodists, we can agree to the principles and values that bind us
together. We affirm our unity in Jesus Christ while acknowledging differences in applying our faith in different
cultural contexts as we live out the Gospel (Book of Discipline, pg. 104).
Likewise, as United Methodists, we are required to respect womens voices and experiences.
United Methodists affirm women and men to be equal in every aspect of their common life and affirm the
importance of women in the decision-making positions at all levels of Church and society (BOD, Paragraph
162f).
The United Methodist Church has a commitment to the full and equal responsibility and participation of
women in the total life and mission of the Church, sharing fully in the power and in the policy-making at all
levels of the Churchs life (BOD, par. 2102).
A demonstration of the Spirit is given to each person for the common good. 1 Corinthians 12:7
As delegates to General Conference, it is expected that each person represents ones context and is respectful
of the contexts of others. While we live together during the two-week assembly, as an expression of and
commitment to our faith and unity as United Methodists, we must remember:
All women (regardless of their hair color, hair style, personal appearance, weight, accent, clothing attire,
country of origin, marital status, parental status, professional status, age, color of skin, sexual orientation,
or socio-economic level) have a right to voice their own opinions during all meetings (small groups, subcommittee, committee, plenary, etc. ) without fear of retaliation.

During debate and dialogue please remember:

No one voice is better, more important, or has more value than another voice. Everyone has a perspective
to share.
Please listen respectfully to others without making negative comments, as each person has his/her own
viewpoints.
If making a remark about someones comments, please refrain from using derogatory language in
describing the persons comments.
Address women respectfully. For example, if you address a man by his surname, address a woman by her
surname. Calling a woman honey or sweetie is not appropriate.
Please wait until a person has finished speaking before starting to speak. Interrupting someone or talking
over someone is not polite.
In areas of appearance please remember:
Attire is different for people in every culture. Womens clothing does not invite any comments or
suggestions.
Please do not touch anyone unless invited.
Comments or jokes about women or the physical bodies of women are not appropriate.
Personal life:
There are women who work full-time outside the home and there are women who work full-time within
the home. Both are important. Personal comments about which may be better or worse do not need
to be spoken.
The marital status of women should not be used for judgment.
Whether or not women have children does not have any bearing as to who she is as a person.
Please treat one another with respect, as we are all Children of God, made in Gods image, and of sacred
worth.
Treat people in the same way that you want them to treat you (Luke 6:31 and Matthew 7:12)

Tips from Young Peoples Ministries

Young people come to gatherings with their own unique experiences of faith and church just like anyone
else. With intentionality, we can help each other understand the broad range of experiences and cultural
expectations that contributes to wholeness. Sharing information with simplicity and clarity, and taking time to
insure that information is clear provides openness where all can be heard. Together we can minimize barriers
caused by differences and maximize our effectiveness as discerning decision-makers.
The following guidelines can positively impact the ability to engage with young people effectively during
General Conference and beyond.
Accept them as Gods children.
Be open to the spirit working and living in them.
Affirm their presence. Recognize them as full members of the church who are participating in General
Conference because of their love for the church just like other participants.
Dont make assumptions about young people. Like all participants at General Conference, their experiences
are unique to them. Engage them in conversation as individuals to learn about them. In conversation:
Listen. (Dont enter conversations and interactions with preconceived notions about the person based
upon race, gender, class, age or geographical location.)
Discover commonalities. (Our shared values and love for the church creates wonderful and rich
experiences)
Recognize young people as your peer in this setting. (Treat them with the respect you desire.)
Avoid terms of endangerment such as honey, sweetie, and baby. They marginalize and dis-empower.
(While they maybe young enough to be your child or grandchild, they are your equals in this setting.)
Invite a young person (or several) to share a meal.
Ask meaningful and thought-provoking questions about the broad nature of the church. (Do not limit your
questions to youth or young adult issues. Dont expect them to be the voice and expert for youth and
young adult matters. Like most groups, there is a variety of thought among youth and young adults.)
Learn from them. (And, tell them when they have served as a teacher.)
Challenge them to understand you. (Developing healthy and respectful relationships take two parties. Let
them know that they have a role in this process.)
Work with them.
Share expectations. Those elected to General Conference each come wanting to make a difference. Talk
with young people about their expectations of what their presence at General Conference will mean.
Include translators. Not everyone will speak English. Translation is important to allow young people to
express themselves clearly utilizing the fullness of their native vocabulary.

 Young people from different cultures express themselves differently.

They may wear formal or informal clothing, have dyed or unique hair, piercings, or have other ways of
personally/culturally expressing themselves.
They may address you formally or informally.
Directly addressing a young person of a different gender is not appropriate in some cultures.
Recognize that the use of devices, when allowed, does not mean a lack of engagement in a particular
conversation. In fact, it could be the exact opposite, being used to look something up, write down a note,
or ask social media contacts for ideas.
Some creative conversation starters:
If you could start with a blank canvas, how would you answer or re-imagine the issue before us?
How have other communities outside the church solved this problem, and what tools have they used to do
so?
When was the last time you felt truly inspired? What General Conference actions could enable the United
Methodist Church to offer that kind of inspiration in the future.
What is your deepest missional passion?
Affirm a young persons presence and contribution in the church. There will be relatively few young people
present at General Conference. Your acceptance and openness to the young people who are present will
create openness to understanding and respect that allows all to work together for the future of a church with
more connections than barriers.

16

Sensitivity on Holding Conversations Around

Sexual Orientation and Gender Identity
As United Methodists we believe that all persons are of sacred worth ( 4. Article
IV. Inclusiveness of the Church). Additionally we believe that Certain basic human
rights and civil liberties are due all persons. We are committed to supporting those
rights and liberties for all persons, regardless of sexual orientation Moreover, we
support efforts to stop violence and other forms of coercion against all persons,
regardless of sexual orientation (UM Social Principles).
The following are guidelines for conversations around sexual orientation and gender identity:
1. Lesbian, Gay, Bisexual, Transgender, and/or Queer (LGBTQ) persons are our siblings in Christ and should
be treated with kindness, dignity, and respect.
2. Be mindful of the diverse representations of sexual orientation present with us. Many may identify as
bisexual, queer, lesbian, gay, or other identities. Avoid assuming anyones sexual orientation.
3. Do not assume anyones gender identity, even if you have met them in the past. Asking someone their
pronouns before using gendered words to describe them ensures we are creating a safer space for all of
our gender neutral, transgender, and gender nonconforming friends. This is as simple as asking everyone
you meet, what pronouns do you use? You can model this practice by introducing your name and your
pronouns when you meet someone new. The following are some examples of gender pronouns:
a. feminine pronouns (she, her, hers)
b. masculine pronouns (he, him, his)
c. gender neutral (they, them, theirs)
4. Referring to LGBTQ persons as prostitutes, adulterers, pedophiles, murderers, confused, unchristian, an
issue, etc. does great harm to our fellow LGBTQ delegates and observers. This language is unacceptable.
5. Comparing LGBTQ marriages, covenants, and relationships to bestiality and spouses/partners to animals is
harmful and unacceptable.
6. The person responsible for facilitating the meeting (presiding bishop, chair of committee, head of
delegation, etc.) should be knowledgeable of harmful language and behaviors and be attentive to the
conversation at hand. If harmful language is used, the facilitator should be prepared and committed to
immediately speak out and rule this behavior as out of order.
7. If the facilitator does not call this behavior out of order, it is your responsibility as a delegate to call a
point of order to challenge a misrepresentation of another person and interrupt the harmful language
(allowed by rule #8 of the General Conference Rules of Order).
The first of John Wesleys three general rules is Do no harm. By adhering to these guidelines we as United
Methodists can reduce the harm we inflict on our LGBTQ delegates, guests, and friends.
17

Tips from the Disability Ministries

Committee of the United Methodist Church
As United Methodists, We recognize that God made all creation and saw that it was good. As a diverse people
of God who bring special gifts and evidences of Gods grace to the unity of the Church and to society, we are
called to be faithful to the example of Jesus ministry to [and with] all persons. (140, The Book of Discipline
of the United Methodist Church 2012). We recognize that the church is not complete until everyone is present
and included.
Nearly twenty percent of the U.S. population live with some type of disability, and many more are affected as
family members. Yet fewer persons with disabilities attend church at least once a month than persons without
disabilities, for reasons which may include buildings that are not accessible and past experiences of not being
welcomed.
We ought to love our neighbor as we love ourselves, and any one of us who does not already have a disability
may, at any moment, acquire a disability through an illness or accident.
Some basic tips to use when meeting a person with a disability:
A handshake is not for everyone. If you are in doubt, ASK the person with a disability what they would
prefer.
Speak directly to the person with a disability unless instructed not to.
Dont patronize or talk down to people with disabilities. Treat adults as adults.
If you dont understand what the person is saying, dont pretend to. Ask for clarification.
Do not push, lean on, or hold onto a persons wheelchair unless the person asks you to. The wheelchair is a
part of his/her personal space.
Rearrange your classroom furniture or objects if needed for a person with a disability before the person
arrives.
Know how to direct someone to accessible restrooms, exits, and water fountains in the building.
When meeting a person who is blind, identify yourself and introduce others who may be present. Also,
dont leave without excusing yourself first.
When asked to guide someone, never push or pull the person. Offer your arm and allow him or her to
reach for you, then walk slightly ahead. Point out doors, stairs, and curbs as you approach them.
Dont pet or distract a service animal. The dog is responsible for its owners safety and is working.
When meeting a person who is deaf, let the person take the lead in establishing the communication mode
and talk directly to the person even when a sign language interpreter is present. He or she may also choose
to lip-read or write notes.
Use the reference person with a disability instead of disabled person. Individuals with disabilities are
people first and should not be defined by their disability.
Ask before you help. Dont assume that people with disabilities always need assistance.
If a person with Tourette makes vocalizations during a conversation, simply wait for him or her to finish,
then, calmly continue.
People with disabilities are individuals with families, jobs, hobbies, likes and dislikes, and problems and joys.
While the disability is an integral part of who they are, it alone does not define them. Treat all people as
individuals.