Generalizations, Stereotypes, and Biases

When dealing with people of different ethnicities or cultures that you are not that familiar with, it's important not to make sweeping generalizations or unfair judgments about the people of a certain group. Following are some tips to make sure that you put your most professional self forward at all times when dealing with clients of diverse backgrounds.

Generalizations

People generalize as a way of coping with the confusing details of life. Generalizations are useful and necessary, as long as they remain guidelines and do not turn into rules. We can summarize our experiences with some safety by saying “most,” “many,” or “some” of the individuals in a certain group have certain characteristics. This leaves us open to revise our opinions and responses as we see how an individual confirms or contradicts a generalization.

Assumptions, Stereotypes, and Myths

It is not safe is to say that “all” or “no” individuals in a particular group have certain characteristics. First, we cannot possibly be correct, since we have not met and never will meet all the members of the group, and individual variability within any culture is vast. The more ignorant we are of the individuals who belong to the group, the more the stereotype turns into a cultural myth that describes no one and resists examination.

Second, by assuming that all individuals of a group are a certain way, we make it impossible to communicate or form a relationship with the individuals. You must recognize a stereotype for what it is, and concentrate on the individuality of another person.

Biases

Just as we generalize about others, make assumptions about them, and are inclined to treat them according to our stereotypes of their groups, we form preferences about the kind of people with whom we want to associate. It is understandable for people to be most comfortable with others who are of the same social, cultural, or ethnic group. However, biases only become negative and harmful when we allow them to interfere with treating other people fairly.

Categories of Cultural Stereotypes

To begin acknowledging how people stereotype each other culturally, it is helpful to recognize some of the aspects of culture that commonly appear in our stereotypes. This list is not exhaustive, but it includes features that should be familiar to everyone, even to those who feel that they do not have any cultural stereotypes.

• Self-Control—Others have a lower or higher degree of self-control. They are better or worse at following rules, weighing their own needs against those of others, and expressing or containing emotions.
  
• Outlook on Life—Others are more organized or less organized, have different societal aims, and place differing amounts of emphasis on the value of life, individual, and group.
  
• Honesty/Reliability—Others are shifty and dishonest, or they are as trustworthy as our own group.
  
• Time Orientation—Others think about time differently. They waste it, are too concerned about it, or are ruled by it.
  
• Social Classes—Others have a class structure, some are all of a single class, or some all think the same way about class.
  
• Work Ethic—Others are lazy, spoiled, lacking in purpose, or obsessed with work and unable to enjoy life.
  
• Talents and Abilities—Others, by nature of belonging to a group, have or lack certain talents.
  
  Excerpted from “At Home With Diversity®” and the “International Real Estate for Local Markets” (formerly “Essentials of International Real Estate”) courses from the NATIONAL ASSOCIATION OF REALTORS®. "International Real Estate for Local Markets” is the first of six international courses developed by NAR’s international section and is required to earn the Certified International Property Specialist (CIPS) designation. “At Home with Diversity®” is a six-hour NAR certificate course that trains real estate professionals to incorporate cultural skills into their business to reach a growing, multicultural market. This entry-level program provides REALTORS® with continuing education credit and credit towards the Performance Management Network (PMN), Certified Residential Specialist (CRS®), and CIPS designations. To learn more about the “At Home With Diversity” course, click here.To learn more about the CIPS designation, click here.
  
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