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Conflict Resolution Across Cultures:
From Talking It Out to Third Party Mediation

Overview

Different conflicts call for different tactics or approaches to resolution. While we are strong proponents of flexibility and creativity, we suggest that a consistent and structured approach to conflict resolution may be useful in most situations regardless of one's role in the conflict. This book is about developing and using such skills for achieving conflict resolution—skills that we have used effectively in a variety of situations.

Culture affects conflict, how one feels about conflict itself, the ways in which one participates in conflict, and the approaches to conflict resolution that one chooses. Therefore it is useful to be aware of general areas of differences and values, with the understanding that no two people look at the world in exactly the same way. This awareness of culture helps individuals involved in conflict respect diversity—as a necessary element of working successfully across cultures—whether they are parties to the conflict or neutral mediators. Every person comes to a conflict with a set of values, whether conscious or unconscious, that reflects his or her culture. Many of these values are related to perceptions about different groups. This book encourages acknowledging such differences rather than ignoring them and, at the same time, looking for the commonalities that are also present.

Every individual operates in a number of cultures (race, ethnicity, gender, religion, sexual orientation, age, class, etc.). Different circumstances will draw upon different aspects of our multicultural selves. It is increasingly important to recognize not only that the United States is a culturally diverse society, but that cross-cultural encounters are a way of life throughout the world.

We are living in a time of rapidly changing domestic and international conditions. While the indigenous American population continues to grow, international economic, social, and political conditions will continue to draw in additional new immigrants to the United States and create more potential situations for cross-cultural conflict.

A wide range of conflict situations and scenarios are described throughout this book. Each of them illustrates how—without systematic ways of talking about differences or engaging in more formal mediation processes—these conflicts could remain unresolved and/or escalate into more serious and ongoing disputes. These incidents—and many others like them—cannot be quickly, easily, and satisfactorily resolved by the usual legal channels. Courts move very slowly and are often inappropriate forums for resolving disputes that arise directly from cultural misunderstandings.

In court battles, the underlying bases for the conflicts may not be addressed and the "resolution" often leaves a "winner" and a "loser." Therefore, a court decision often sets the stage for the next round of conflict. To deal constructively with disputes stemming from racial and ethnic tensions, we need to learn about cultures, both our own and those of others. With this knowledge comes the possibility for greater awareness and appreciation, or at least tolerance, of our differences.