What is Cultural Appropriation?
As organizations become more diverse, cultural appropriation can be a common issue. Whether due to cultural ignorance or inadequate policies and training, cultural appropriation at the workplace poses significant negative effects.
Understanding cultural appropriation, its impact, and how to navigate it sets the center stage for a truly diverse, inclusive, and respectful workplace.
What Does Cultural Appropriation Mean?
Cultural appropriation refers to adopting customs, practices, ideas, or other elements of a particular people, community, or society inappropriately or without proper acknowledgment. This practice is usually done by a dominant group of people or culture, appropriating elements of a minority group or culture.
The concept has a complex history and has been the subject of considerable debate and discussion in various academic and social contexts.
Cultural Appropriation vs. Cultural Appreciation
The easy-to-understand part is that cultural appropriation and cultural appreciation are complete opposites of one another.
Cultural appropriation has a negative connotation and involves taking away elements of one’s culture without proper acknowledgment, credit, or appreciation.
Cultural appreciation, on the other hand, honors and respects other cultures, history, and practices. Cultural appreciation comes from a positive place, usually with an interest in cultural exchange or diversification. Done correctly, cultural appreciation results in a better understanding, respect, and admiration for another culture.
❌Cultural Appropriation
Takes away cultural elements without acknowledging or giving credit
Encourages stereotypes
Done without any deep understanding of the cultural context, significance, or history
Disrespects oppressed, marginalized, or racialized group
✅Cultural Appreciation
Celebrates cultures in a respectful way
Asks for permission
Gives credit or compensation
Seeks deeper learning, meaning, stories, and understanding from the appropriate group
Cultural Appropriation: A History of the Term
The idea behind cultural appropriation can be traced back to early anthropological studies in the late 19th and early 20th centuries. Anthropologists observed and documented how cultures interacted and influenced one another, often noting instances where dominant cultures borrowed from or imposed upon minority cultures.
The concept began to take a more defined shape during the civil rights movements of the 1960s and 1970s in the United States. During this time, activists and scholars from marginalized communities started to critique how mainstream, predominantly white, culture appropriated elements of their cultural practices, symbols, and identities. This era saw a heightened awareness of the power dynamics involved in such exchanges.
Popularization
The term "cultural appropriation" started to gain more widespread recognition and usage in the 1980s and 1990s. It was during this period that post-colonial and critical race theorists began to explore the concept in greater depth. Scholars like bell hooks and Edward Said discussed how cultural appropriation relates to power imbalances and the ongoing effects of colonialism and imperialism.
By the late 20th century, cultural appropriation had become a common topic in academic discourse, particularly within the fields of cultural studies, sociology, and anthropology. The term also started to enter public discourse, often through discussions about music, fashion, and popular culture. High-profile instances, such as Madonna’s use of South Asian religious symbols and African American cultural elements in her music videos and performances, sparked debates on cultural appropriation.
In the 21st century, the advent of social media amplified discussions about cultural appropriation. Platforms like Twitter, Facebook, and Instagram provided spaces for marginalized communities to voice their concerns and experiences with cultural appropriation more broadly. Hashtags like #culturalappropriation began to trend, bringing the issue to the forefront of public consciousness.
Today, scholars argue that cultural appropriation affects power dynamics. Cultural theorists, such as Min-Ha T. Pham, refer to cultural appropriation as racial plagiarism. Min-Ha theorizes dominant groups benefit from the exploitation of the knowledge, labor, and cultural heritage that racialized groups possess. This, in turn, helps to maintain a dominant socioeconomic relationship.
Historical Examples of Cultural Appropriation
While the majority groups adopt particular cultural aspects with proper acknowledgment, the same marginalized group from which the culture was appropriate is disrespected for the same cultural aspect. This is true even when the marginalized group has had a longer history with it.
🏈Sports Teams x Native American Culture
America and Canada have long used indigenous cultural elements as their major sports team mascots, uniforms, and names. Major sports teams have used names, such as Cleveland Indians, Edmonton Eskimos, and Washington Redskins.
Even worse, most of these team names stem from negative stereotypes and typical ridicule of Native Americans. Terms, like redskins, were a humiliating and offensive derogatory term used towards Native Americans. Cleveland Indians have uniforms displaying Chief Wahoo - a caricature of a Native American with red skin and a toothy smile.
Such symbols aren't only demeaning, but they also send a message to non-native American people, including children, that it is acceptable to participate in cultural appropriation and abusive behavior.
Fortunately, the NFL along with major teams are making the effort to eliminate these negative elements of the league. However, more needs to be done. While teams like the Indians and Redskins have dropped their names, the Braves have chosen not to.
👻Culture Appropriation at the Workplace: Halloween
It's not uncommon to witness cultural appropriation in the workplace. Halloween celebrations at work are among the days when cultural appropriation can come into play at work. During this day, employees will be tempted to dress up in costumes as celebrities, and historical and even cultural figures.
Unfortunately, some people may attempt to imitate or implicate a particular culture, whether through costume, makeup, or other physical cultural elements. This is where organizational policies and procedures that address cultural appropriation are essential. Such guidelines can help outline appropriate behavior, dos, and don'ts, and the consequences of disrespectful behavior at work.
Identifying Cultural Appropriation
Understanding cultural appropriation makes it easier to recognize and work to mitigate cultural appropriation. Author of Witnessing Whiteness, Shelly Tolchuk, argues that a deeper understanding of ourselves and reasons for our actions makes it easy to identify our prejudices and biases.
“Understanding how our cultural explorations may be perceived in relation to an oppressive history helps us navigate our way through challenging conversations, address years-long built-up wounds, and build authentic relationships. Through this understanding, we might even learn to avoid enacting disrespectful forms of appreciation”.
Some nuances of cultural appropriation are easily identifiable while others can be ambiguous. However, some reflection can help you realize when cultural appropriation is at play.
Here are essential questions to ask yourself when deciding whether or not your actions are cultural appropriation:
What are you trying to do or convey (your goal)?
Are you exploring a culture or following a trend?
Do you understand the cultural context or history of what you are trying to do?
Are you being respectful of a culture or trying to make fun of it?
How would people of a particular culture feel about it?
Are there stereotypes or biases associated with it?
Are you crediting the source or roots of your inspiration?
In a diverse workplace setting, cultural sensitivity goes a long way. Being able to answer these questions shows your sensitivity and respect for fellow employees. If you notice that you are wrong, accept your mistake and apologize for it.
This is a stepping stone for learning and becoming a better colleague. Open and authentic communication within a diverse workplace is also a great way to learn about cultural appropriation and create a safe and respectable workplace setting.
The Four Forms of Cultural Appropriation
Exchange Appropriation
Exchange appropriation is a reciprocal exchange between two cultures with similar socioeconomic power and dominance. This is sometimes known as cultural exchange - not a per se form of appropriation.
2. Dominance Appropriation
Dominant group or culture taking elements of a marginalized group or culture that has had a dominant culture forced upon it. Think of it this way - one dominant culture pressuring another to adopt their ideals while stealing theirs in return.
For instance, people of non-Western culture are forced to wear business suits and other Western attire just to survive. Most are unable to wear their cultural attire - even in their own country - as this may lead to employment loss.
After all, ethnic clothing is usually deemed unprofessional. On the other hand, the dominant culture (western culture, in this case) doesn't have to adopt ethnic culture to survive. For Western people, ethnic clothing, cultural foods, and even the vernacular of people of color are used as times and objects of fun and ridicule.
For most Western people, these elements of ethnic cultures are simply used to satisfy one’s curiosity or self-expression without a full understanding of it - a true reflection of their privilege!
3. Exploitation Appropriation
Exploitation appropriation is the classic type of cultural appropriation. It involves taking cultural elements from a marginalized group without compensation or acknowledgment. For example, white artists embraced and even claimed jazz without acknowledging its Black American roots and influence.
4. Transcultural Appropriation
Transcultural appropriation involves combining multiple cultural elements without proper acknowledgment; making it difficult to trace or identify the roots or give credit. A good example is Cuba as a country in a culturally historical context.
Author, Fernando Ortiz, examines the multicultural and diverse migration into Cuba, incorporating Portuguese, West Africans, Anglo-Saxons, French, Asians, and North Americans. This movement resulted from the need for territorial and colonial expansion and slavery.
Through this migration, scores of people of different cultural and racial backgrounds underwent an adjustment, readjustment, deculturation, and acculturation experience. Due to this intercultural interaction, Cuba features a unique blend of cultures.
It is worth noting that some of these adaptations were exchanged while others were exploitative (especially at times of enslavement or economic servitude). While some cultures in Cuba can be traced to specific groups, others have become vague.
The Negative Impacts of Cultural Appropriation at Work
⛔Brand Image and Reputation
People, whether consumers or employees, value cultural sensitivity, respect, and inclusion. Therefore, organizations that turn a blind eye to culture appropriation - or facilitate it - risk damaging their image and reputation. Companies with a toxic culture appropriation reputation will appear as exploitative and can potentially lose both consumers and employees.
⛔Encouraging Greater Harm, Stereotypes, and Poor Relationships
A toxic and negative workplace that encourages cultural appropriation can further perpetuate harm, and stereotypes and lead to poor employee relations. In turn, this makes it difficult for people from various cultures to freely express and even open up about their cultural practices and traditions.
Without open and authentic communication in a diverse workplace, this is a recipe for disastrous workplace relations and a work setting that isn't truly inclusive.
⛔Preventing True Learning and Culture Exchange
In addition to impacting employee relations, culture appropriation can prevent true learning, culture exchange, and appreciation. Employees within an organization can use cultural elements to further understand and appreciate one another.
Thus, a lack of positive employee relations can risk personal and professional growth due to a restricted learning environment.
⛔Legal Implications
Like workplace discrimination, cultural appropriation at the workplace can set grounds for ethical and legal repercussions. Employers risk being sued for creating toxic work environments and even appropriating cultural elements through copyright or trademark infringement.
Ethically, cultural appropriation leaves a bad taste in the public, leading to negative association with your brand and image.
How to Mitigate Cultural Appropriation in the Workplace
✅Incorporate Non-Tolerance Into DEI Strategy
A proper DEI strategy can help fuel an authentically diverse and inclusive organization. Therefore, as part of the strategy, companies include their stance and zero tolerance for cultural appropriation.
This doesn't just help leaders in fostering a positive work environment. It also helps employees know what is expected of them. For members of marginalized groups, this reassures them of the company’s recognition of them and commitment to creating a tolerant workplace for them.
✅Educate Through Training
Cultural sensitivity training for leaders and employees is a great way to prevent cultural appropriation at the workplace and foster a more understanding environment. Employees and their leaders can also benefit from other indirect training.
These trainings can help identify negative intercultural relationships, such as culture appropriation. These include anti-racism training, cultural competence training, and inclusive leadership training.
✅Host Talks, Workshops & Seminars
Workplace events, like talks, workshops, and seminars, offer an opportunity for better cultural understanding. For instance, organizations can hire cultural DEI consultants or speakers from particular cultures to run these sessions.
Having first-hand experience with experts from the appropriate culture ensures more accurate information sharing. You can even host internal employees for in-house sessions. However, remember the ethical implications.
Employees must volunteer and not be pushed to do so. Remember, it is not the responsibility of people from marginalized groups to teach others about the impact of their oppressed experiences.
✅Create a Culture Spotlight in Your Newsletter
Whether an organization, HR, or internal newsletter, incorporating weekly or monthly cultural spotlights can help foster cultural understanding. This is a great way for employees of different cultures and backgrounds to learn about each other.
Cultural spotlights can include significant holidays, such as Juneteenth or Hanukkah, food, religion, and even cultural traditions.
✅Organize Fun Events and Trips
Learning about different cultures and reducing cultural insensitivity in the workplace doesn't have to be boring. Employers can also organize fun events where co-workers get to learn about and appreciate each other better.
These include activities such as office potlucks, lunch and learns, and even team visits to cultural and heritage centers.
