By Devan Moonsamy CEO of The ICHAF Training Institute Cross-cultural competence involves the knowledge, skills, and motivation to adapt to diverse interactions. It is a major way in which we can contribute to intercultural cooperation. Some aspects of our behaviour are critical in terms of the values of a culture. However, certain key abilities and attitudes enable us to adapt to any culture effectively. Cross-cultural competency is among the most important skills for the future workforce, according to the Institute for the Future, a global research body based in California. Tim Rettig, author on interpersonal struggle and success, explains, ‘Research has long shown that diversity of thought increases creativity and, with it, the innovation potential of both teams and corporations.’ In future and now, organisations are compelled to work more with people and partners from faraway places. This does not mean emailing and Skyping with them. No, they are right there in the office with us on a daily basis. Sometimes we are the cultural outsider, and we need to adapt while trying not to be too sensitive to what would be inappropriate back home. We need to be able to explain our views as well, allowing others to understand our needs better. Benign terms? Conflict will happen in cross-cultural encounters. In itself, it may not be such a major problem, provided it leads to mutual understanding. As an example of how cross-cultural competency doesn’t happen, consider the following: An overseas client visits the workplace. They know little about SA. In chatting with a company employee, they hear that their accent is distinct, and ask, ‘Are you a Boer?’ The employee is indeed Afrikaans, but they find the term Boer offensive. Some Afrikaans people do not mind the term, but others feel that it has been used in a derogatory way. The employee becomes angry and says, ‘You can’t speak to me like that!’ The visitor is taken aback and feels insulted and confused. In . . .

By Devan Moonsamy CEO of The ICHAF Training Institute How much do you know about Nomalizo Leah Tutu (86), the wife of Desmond Tutu (87)? The dynamic couple have been married for almost 65 years. Mrs Tutu has always been a stronghold for the Archbishop. She is highly accomplished and has devoted her life to workers’ rights and education, among other causes. Nomalizo’s half century of activism has seen tremendous success and brought relief to the lives of others. It has also empowered and inspired others to keep pushing the workers’ movement forward. How so? Fighting for domestic workers’ rights In 1981, Nomalizo Tutu co-founded the SA Domestic Workers Association. The organisation grew into the South African Domestic Service and Allied Workers Union (Sadsawu). Sadsawu is part of the International Domestic Workers Federation (IDWF) which operates in 20 countries. The seeds sown by Nomalizo and her comrades almost 40 years ago have flourished and now form part of an organised global labour movement. What is more, an exciting development in domestic workers’ rights is taking place in South Africa now. The Second IDWF Congress was held in Cape Town in November last year. Keynote speaker Shawna Bader-Blau stated, ‘South African domestic workers are about to win equal standards for health and safety and wages. When we stand together, South African domestic workers will win.’ Bader-Blau is referring to an amendment to the Compensation for Occupational Injuries and Diseases Act (Coida). The legislation excludes domestic workers from its definition of an employee. This encourages the harmful view that domestic work is not ‘real’ work. Thus, in the case of an occupational injury, illness or death, domestic workers cannot claim from the compensation fund. Sadsawu correctly highlights that this exclusion of domestic workers is ‘irrational and unconstitutional’. We currently await the amendment to the Act, which will be a landmark victory for workers’ . . .

By Devan Moonsamy CEO of The ICHAF Training Institute A dynamic public speaker is someone who can deliver a talk or lead a discussion successfully according to the needs of the context and the audience. It doesn’t mean that you need to put on a show or pretend to be someone you are not. Fear of public speaking is the most common phobia that people have. How do we overcome this fear? It was something I needed to do, and which many people have done already. You too can overcome your fear of speaking in front of groups of people. This phobia is not abnormal. Speaking in front of others is daunting because we feel they are judging us. But this can be used to our advantage. If we do well in our speech or discussion, we will make a major positive impression on the audience and promote us in our career. To deliver a dynamic presentation, there are three broad categories of aspects to master. The body: Focus on slowing your breathing and taking deeper, more full breaths. Breath management is key to helping you stay calm and speak well. Experts also say that we need to control nervousness, not eliminate it. Nervousness is an ally if we redirect it. It gives us an extra spurt of adrenaline that we need to give us the edge in public speaking. The secret is in learning how to control it, not trying to get rid of it because that is a losing game. Use diaphragmatic breathing and avoid upper chest breathing. This helps amplify your voice. You don’t have to open your mouth too wide. Rather use a medium closed mouth which creates resonance and medium volume which is preferable. There is no need to shout or raise your voice too much; it puts people off. If you are using a microphone, don’t speak too close to it. Hold it at a 45° angle at least 10cm from your mouth. Remember that people’s ears can be hurt if you speak too loud. If you speak too close to the microphone, it creates a ‘boom’ noise and the sound engineer will have to reduce the volume considerably . . .

By Devan Moonsamy CEO of The ICHAF Training Institute Do we truly understand what racism and sexism are? Do we truly understand why it is offensive, and why it should end? The word offensive has been overused in the context of discrimination. It feels like it has a weak meaning. What is this offence caused? We need to go deeper. Racism and sexism cause pain. That is something we seem to miss in all this mess of accusations and flaring tempers. Discrimination tells the target that they are not good enough simply because of certain physical features, but which do not fully define who they are in any case. Certainly, our gender, race and colour do determine some things about us – and we should all be proud of the positive aspects of our heritage. However, it is extremely hurtful when these features are used as an excuse for ‘less than’ treatment. Racism and sexism lead to anger. People want to get even, often more than even, because it is not the first time they have faced such treatment and the pain and frustration has built up inside them. It is thus a case sometimes of the straw that broke the camel’s back. Racist or sexist remarks and acts of discrimination tell the victim that they are inferior and will never be anything other than what the racist or sexist defines them as. This is ‘offensive’, yes, but let’s forget about that word for now. Let’s focus on the fact rather that it causes immense pain, sometimes long-term or life-long distress which, while people may hide very well for a time, is no less a reality. It damages a person’s and even an entire population’s sense of self-worth, and it oppresses them. It may force them to accept a lower position, which there is no valid reason for them to occupy, at least until they fight back and reclaim equality. What has happened about the allegations of sexism at the African Union Commission? Institutionalised or politically sanctioned racism and sexism are out. However, there is a subtle . . .