This book includes model curriculum and exercises for diversity training programs on racism, sexism, heterosexism, anti-Semitism, ableism and classism.

Athar, Shahid, “Reflections of an American Muslim.” Internet at http://www.islam-usa.com/rl.html.

Information about the Muslim religion and culture.

Atkinson, Donald, Counseling American Minorities: Across-Cultural Perspective, Brown & Benchmark Publishers, 1992 (4^th Ed.).

Discusses the development of cross-cultural competency programs and the definition of specific competencies trainees are expected to acquire. Proposes specific cross-cultural training goals and tasks for counselor training programs. Also, discusses counseling and intervention techniques that have been effective for counselors working with clients who are members of specific cultural groups.

Augsburger, David W., Conflict Mediation Across Cultures - Pathways and Patterns. Westminster/ John Knox Press, 1992.

Author explores the need for change in approach to dispute resolution to provide for an international understanding of conflict. Perceptions of conflict within traditional cultures and techniques for its resolution are compared to common mediation techniques.

Bailey, Sharon Perkins, “Diverse Traditions in Peacemaking Bibliography”, National Conference on Peacemaking and Conflict Resolution (NCPCR) in Association with Alliance of African / African American Peacemakers, 2000.

Bibliography of resources on communication, conflict resolution, culture and peacemaking for many cultural groups.

Barsky, Allan; Este, David and Collins, Don, “Cultural Competence in Family Mediation.” Mediation Quarterly 1996; 13 (3), 167.

Cultural competence requires mediator creativity and changes in mediator’s attitude and behavior paired with a nonjudgmental approach. Findings of a study of mediation issues specific to Canadians of Vietnamese and Pakistani descent are presented.

Baytos, Lawrence M., Designing and Implementing Successful Diversity Programs. Prentice-Hall, 1995.

Author identifies the human tendency to prejudge those who are different and suggests that diversity training must identify these preconceptions and discuss the results of stereotyping. Effective diversity training includes exercises directed toward intellect, insight, and implementation.

Beer, Jennifer, The Mediator’s Handbook. 3rd. Ed., New Society Publishers, 1997.

Introductory text for mediators includes section on cultural factors that may impact mediation. Discusses the effect of mediation techniques, participant behavior, and variations in the meanings of certain behaviors in different cultures.

Blackwell, James E., The Black Community: Diversity and Unity, New York: Harper Collins, 1991.

Explores how the African-American community has been profoundly affected by the interaction of race, color and class, and has developed into a highly diversified community.

Blaustone, Beryl, “The Conflicts of Diversity, Justice, and Peace in the Theories of Dispute Resolution. A Myth: Bridge Makers Who Face the Great Mystery.” University of Toledo Law Review 1994; 25, 253.

Author created an engaging story (myth) to facilitate reflection and discussion on the issues of diversity, peace and justice in the practice of dispute resolution.

Bryant, Suzanne, “Mediation for Lesbian and Gay Families.” Mediation Quarterly 1992; 9 (4), 391.

Mediation within lesbian and gay families is a valuable dispute resolution option because it occurs outside the traditional legal system. Mediators must evaluate their own sensitivity to issues unique to gay and lesbian families and their understanding of such issues.

Butler, Fred D., “The Question of Race, Gender & Culture in Mediator Selection.” Dispute Resolution Journal 2001: 55-JAN, 36.

A mediator who understands the cultural, racial or gender nuances of the case diated can give the parties an opportunity to resolve not just the issues that are on the table but also the underlying issues that may have created the dispute.

Campbell, Alan, “Mediation of Children’s Issues when One Parent is Gay: A Cultural Perspective.” Mediation Quarterly 1996; 14 (1), 79.

Mediators need to recognize the homosexual subculture as distinct from the heterosexual culture and be able to connect with the homosexual community. Cultural clash may occur when one party declares that he or she is homosexual. Mediators who encourage parties to develop understandings and break down stereotypes may be able to diminish the impact of this clash upon mediation.

Carr, Clay, “Diversity and Performance: A Shotgun Marriage?” Performance Improvement Quarterly 1993; 6 (4), 115.

Article discusses conditions under which the conflict inherent in the presence of diversity may benefit organizations.

Christiansen, Von J., “Ritual and Resolution: The Role of Reconciliation in the Mediation Process - Lessons from a Traditional Chinese Village.” Dispute Resolution Journal 1997; 52 (66) [Fall].

Describes elements of conciliation and reconciliation in mediation and need for mediator to gain trust of parties before this process can take place. Distinguishes mere settlement of issues from the resolution of underlying disputes.

Coker, Donna, “Enhancing Autonomy for Battered Women: Lessons from Navajo Peacemaking.” UCLA Law Review 1999; 47 (1).

Author explores the process of Navajo Peacemaking and argues that peacemaking may effectuate change in conditions that foster battering. Methods of dispute resolution should be assessed for this potential prior to use with battered women.

Delgado, Richard; Dunn, Chris; Brown, Pamela; Lee, Helena and Hubbert, David, “Fairness and Formality: Minimizing the Risk of Prejudice in Alternative Dispute Resolution.” Wisconsin Law Review 1985; 1985 (1359).

Argues that informal methods of dispute resolution may place minority disputants at a greater disadvantage than do formal processes. Authors conclude that certain conditions must be met to decrease the potential for prejudice in mediation. Mediation for parties of unequal power or status is opposed.

Dominguez, Jessica, “The Role of Latino Culture in Mediation of Family Disputes.” Journal of Legal Advocacy & Practice, 1999; 1 (154).

Article states that mediators must become multiculturally competent in order to be able to adequately address the issues of Latino participants in mediation. Mediators should gain familiarity with unique Latino cultural issues.

Duvall, Lynn, Respecting Our Differences: A Guide to Getting Along in a Changing World. Free Spirit Publishing, 1994.

A book on cultural sensitivity for older children and teens.

Felicio, Diane M. and Sutherland, Michelle, “Beyond the Dominant Narrative: Intimacy and Conflict in Lesbian Relationships.” Mediation Quarterly, 2001; 18 (4)

Relationship dynamics and issues that may be present in mediations with lesbians.

Fong, Rowena and Furuto, Sharlene, Culturally Competent Practice: Skills, Interventions and Evaluations. Allyn & Bacon, 2001.

Discussion about the cultures, values, and common challenges of African Americans, Latino/Hispanic Americans, First Nations Peoples and Asians and Pacific Islanders and techniques for a culturally competent social work practice with members of these groups.

Freshman, Clark, “Privatizing Same-Sex ‘Marriage’ Through Alternative Dispute Resolution: Community-Enhancing Versus Community-Enabling Mediation.” UCLA Law Review, 1997; 44, 1687.

Discusses benefits of mediation for same sex couples when the mediator is gay or lesbian. Describes tension between community enhancing mediation, which gives community a very strong role, and the passive neutrality of much mediation, which gives little room to notions of community and community values. Examples from the Jewish, Muslim and Native American included.

Garrett, Robert D., “Mediation in Native America.” Dispute Resolution Journal, 1994; 49 (38).

Discusses importance of consensus in Native American communities as a tool for dealing with the outside world. Article explores the longstanding history of mediation in Native American communities.

Goodmark, Leigh, “Alternative Dispute Resolution and the Potential for Gender Bias.” Judges’ Journal 2000 39 (2), 21.

Article examines the potential for gender bias in mediation and how the attitudes of the participants can jeopardize the fairness of the mediation process unless they are acknowledged and addressed.

Grillo, Trina, “The Mediation Alternative: Process Dangers for Women.” Yale Law Journal, 1991; 100 (1545).

Dangers to women caused by mediation’s requirement of direct engagement with their adversary.

Gunning, Isabelle R., “Diversity Issues in Mediation: Controlling Negative Cultural Myths.” Journal of Dispute Resolution, 1995; 1995 (55).

Article acknowledges the potential for prejudice to flourish in mediation due to its informal processes. The author identifies techniques to reduce the potential impact of negative cultural myths.

Gunning, Isabelle R., “Mediation as an Alternative to Court for Lesbian and Gay Families: Some Thoughts on Douglas McIntyre’s Article.” Mediation Quarterly, 1995; 13 (1), 47.

Author discusses issues in mediating with gay and lesbian parties.

Helms, Janet E. and Cook, Donelda A., Using Race and Culture in Counseling and Psychotherapy: Theory and Process. Allyn & Bacon, 1999.

Techniques for becoming a race and culture-sensitive therapist, description of sociopolitical histories of original socioracial groups and culture-based socioracial groups, discussion of racial and cultural nuances, themes and dynamics in therapy and group interventions.

Hemphill, Helen and Haines, Ray, Discrimination, Harassment, and the Failure of Diversity Training – What to Do Now. Quorum Books, 1997.

The focus of diversity trainers on awareness, understanding and appreciating differences has not resulted in effective training. Author suggests that diversity training should focus on eliciting change in workplace behaviors.

Jandall, Ameena, “Understanding Islam and Muslims.” Internet http://www.cahro.org/html/decjan98-5.html.

Discussion of Muslim religion and culture.

Julia, Maria, Constructing Gender: Multicultural Perspectives in Working with women. Wadsworth, 2000.

Describes culture, roles, values and common challenges of women living in the United States who are members of African-American, Amish, Appalachian, Arab, Hispanic, Jewish, Native American and Southeast Asian cultures.

Julia, Maria, Multicultural Awareness in the Health Care Professions, Allyn & Bacon, 1996.

Descriptions of cultural concepts of health and family, family roles, family structure, child rearing practices, and general cultural information about members of the African-American, Amish, Arab, Asian, Hispanic, Orthodox Jewish and Native American cultures.

Kivel, Paul, Uprooting Racism: How White People Can Work for Racial Justice, New Society Publishers, 1995.

Techniques and exercises to increase awareness and understanding of the dynamics and impact of racism.

Klugman, Julian, “Negotiating Agreements and Resolving Disputes Across Cultures.” Mediation Quarterly, 1992; 9 (4), 387.

Different mediation techniques may be necessary to work with different ethnic groups, and the approach of the mediator must be flexible and nonjudgmental. Article explores situations when race relation problems may be mediated.

Kochman, Thomas, Black and White Styles in Conflict. The University of Chicago Press, 1981.

Culturally distinct patterns of behavior in conflictual situations are explored. The point at which a discussion becomes a conflict in the mind of blacks and whites may be different. The author offers insight into patterns of dealing with intracultural and intercultural conflict.

Lambert, Jonamay and Myers, Selma, 50 Activities for Diversity Training. Human Resource Development Press, Inc, 1994.

Exercises for use in cultural competence training programs.

Lederach, John Paul, Preparing for Peace - Conflict Transformation Across Cultures. Syracuse University Press, 1995.

Lederach urges that we reconsider our training techniques for working across and in diverse cultural settings and that we develop mediation models for specific cultures rather than merely transplanting North American conflict resolution techniques to other cultural settings.

LeResche, Diane, “Comparison of the American Mediation Process with a Korean-American Harmony Restoration Process.” Mediation Quarterly, 1992; 9 (4), 323.

Author provides a framework for comparing dispute resolution processes. Dispute resolution programs may be developed based upon a uniquely cultural view of conflict, and the goal of the process may vary among different cultures. Mediators must be aware of the differences in how conflict is valued in diverse cultures in order for the mediation process to be effective.

Mabry, Cynthia R, “African Americans Are Not Carbon Copies of White Americans - The Role of African American Culture in Mediation of Family Disputes.” 13 Ohio State Journal on Dispute Resolution 1998; 13 (405).

Author describes aspects of African American culture that may impact the parties’ positions in mediation and discusses attitudes about dispute resolution that may be held by African Americans parties.

McIntyre, Douglas, “Gay Parents and Child Custody: A Struggle under the Legal System.” Mediation Quarterly 1994; 12 (2), 135.

Issues for mediators working with gay and lesbian parties.

Meierding, Nina, “The Impact of Cultural and Religious Diversity in the Divorce Mediation Process.” Mediation Quarterly 1992; 9 (4), 297.

Mediators must gain an understanding of the religious and cultural dynamics impacting a divorcing couple. Parties’ willingness to mediate may be influenced by their cultural and religious frames of reference. Mediators need to consider how culturally bound issues impact the mediation process.

Myers, Selma and Lambert, Jonamay, Diversity Icebreakers: A Guide for Diversity Training. Amherst Educational Publishing, 1994.

This guide contains widely applicable activities structured into four sections: introductions, personal awareness, perception, stereotypes and assumptions.

Myers, Selma and Filner, Barbara, Mediation Across Cultures - A Handbook About Conflict & Culture. San Diego Mediation Center, 1993.

Authors advocate the use of mediation in cross-cultural disputes. Culture has an impact on mediation, and mediators can use mediation as a forum for increased cultural understanding if they have the skills to prevent culture from becoming a hurdle. Includes quizzes and conflict scenarios that can be used for training.

Okayama, Chet M.; Furuto, Sharlene B.C.L.; and Edmondson, James, “Components of Cultural Competence: Attitudes, Knowledge, and Skills.” Culturally Competent Practice: Skills, Interventions and Evaluations, R. Fong and S. Furuto, Eds. Allyn & Bacon, 2001.

Explores attitudes, knowledge, and skills of cultural competence needed to work effectively with multicultural clients in social work practice. Maintaining cultural competence requires an openness to build relationships while acquiring new knowledge and skills.

Ottavi, Thomas M.; Pope-Davis, Donald B.; and Dings, Jonathan G., “Relationship Between White Racial Identity Attitudes and Self-Reported Multicultural Counseling Competencies.” Journal of Counseling Psychology 1994; 41 (2), 149.

The hypothesis that racial identity development may influence multicultural competency is tested. A number of variables are determined to be relevant in investigating racial identity attitudes.

Overmyer Day, Leslie E., “The Pitfalls of Diversity Training.” Training & Development 1995, December, 25.

Many of the problems common to diversity training are identified as stemming from disagreement as to how diversity should be defined.

Pope-Davis, Donald B. and Coleman, Hardin L. K., Multicultural Counseling Competencies: Assessment, Education and Training, and Supervision. Sage Publications, 1997.

Discusses the development of multicultural education and training programs for counselors and assessment tools to measure multicultural competence of counselors.

Rendon, Josefina Muniz, “When You Can’t Get Through to Them: Cultural Diversity in Mediation.” http://www.mediate.com/articles/rendon.cfm

Perception of behavior in mediation may vary from culture to culture and mediators should be aware of these differences. Communication styles, time orientation and application of rules are explored as examples of cultural differences that can influence communication in mediation.

Sabnani, Haresh B.; Ponterotto, Joseph G.; and Borodovsky, Lisa G., “White Racial Identity Development and Cross-Cultural Counselor Training: A Stage Model.” The Counseling Psychologist 1991; 19 (1) 76.

Presents training exercises structured to aid white counselors through the stages of a multicultural training model. The complex nature of interracial relationships must be incorporated into training under racial-identity models.

Savage, Cynthia A., “Culture and Mediation: A Red Herring.” American University Journal of Gender and the Law, 1996; 5 (269).

The article discusses the role culture plays in all mediations, and identifies the importance of acknowledging value orientations rather than relying upon cultural stereotypes.

Singelis, Theodore, “Teaching About Culture, Ethnicity and Diversity: Exercises and Planned Activities.” Sage Publications, Inc, 1998.

Exercises and techniques for use in cultural competency training programs.

Steward, Robbie L., and Douglas M. Neil, “Negative Outcomes of Diversity Training: What Can We Do?” Presented as a Symposium at the 1999 Great Lakes Regional Conference Division 17 of the American Psychological Association

Multicultural training in psychology consists of a tripartite model including personal awareness, cultural knowledge, and cross-cultural counseling skills. The emphasis of diversity training tends to focus too much on behavior during the training process rather than on shifting behaviors.

Townley, Annette, “The Invisible–ism: Heterosexism and the Implications for Mediation.” Mediation Quarterly 1992; 9 (4), 397.

Townley examines the role of the mediator in perpetuating society’s pattern of ignoring issues unique to lesbians and gay men. Provides example of ways that mediators can change this lack of focus and gives examples of conflicts that could be mediated.

Trenary, Sara Kristine, “Rethinking Neutrality: Race and ADR.” Dispute Resolution Journal 1999; 54-Aug, 40.

Article explores racism and the impact of racism on the balance of power in mediation and suggests that mediator neutrality in situations where there are significant power imbalances may facilitate the manifestation of these imbalances in the outcome of the mediation.

Weller, Steven and Martin, John A., “Culturally Responsive Alternative Dispute Resolution for Latinos.” State Justice Institute/Center for Public Policy Studies, 1996.

A report on the need for mediators who are cognizant of the cultural differences between Anglo-Americans and Latinos.

Weller, Steven, Martin, John A. and Lederach, John Paul, “Fostering Culturally Responsive Courts: The Case of Family Dispute Resolution for Latinos.” Family Court Review 2001; 39 (2), 185.

Suggests improvements to court-attached custody and visitation mediation services to better reflect the culture-based needs and expectations of Latino litigants.

Wheeler, Michael L., Diversity Training, The Conference Board, Inc., 1994.

Identifies different models of diversity training and discusses their effectiveness. Potential mistakes in training techniques are also identified.

Wright, Walter A., “Cultural Issues in Mediation: Individualist and Collectivist Paradigms.” http://www.mediate.com/articles/wright.cfm

Describes attributes of individualist and collectivist cultures and the need for mediators to be aware that the traditional mediation model is based on individualist cultural assumptions. The model’s cultural perspective may effectively adjust the model to prevent the emergence of obstacles to agreement.

This bibliography was researched and compiled by Marya C. Kolman and Amy Wenger Bixler, of Columbus, Ohio with assistance from law students, Mara A. Smith and Shama Ahmed. Guidance and assistance was provided by Paula Trout, Margaret Powers and Sue Bronson.

This bibliography is updated regularly. Please send comments, corrections and citations or copies of materials for possible inclusion in the bibliography to Marya Kolman, 3391 N. High Street, Columbus OH 43202, e-mail mkolman@columbus.rr.com or fax (614) 262-2753.

This bibliography may be copied and redistributed provided it contains an acknowledgment that it was prepared by the Association for Conflict Resolution, Family Section. If only a portion of the bibliography is distributed, the document must state, “This is a portion of the Annotated Diversity Bibliography of the Association for Conflict Resolution, Family Section. A copy of the complete Annotated Diversity Bibliography may be obtained from the Association for Conflict Resolution.”

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