Cultural mainstreaming

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Cultural mainstreaming (also intercultural mainstreaming or German intercultural mainstreaming , with reference to immigrants also migrant mainstreaming ) is to be understood as part of a comprehensive diversity management analogous to the principle of gender mainstreaming , i.e. as part of a strategy, diversity not as a problem but as a Resource considered. Like “gender”, “cultural” or “ethnic” are not based on a biological disposition, but on the social construction of ethnic groups and their opportunities as members of ethnic minorities in the country of immigration .

tasks

Unlike diversity management, the concepts of gender and cultural mainstreaming were not conceived as corporate strategies, but politically and legally anchored approaches for administration and institutions. Gender mainstreaming was enshrined in the 1997 Treaty of Amsterdam and has been a binding principle for all member states ever since. It is a strategy of the European Union to achieve equal opportunities for women and men in institutions, organizations and politics. In contrast, cultural mainstreaming is still a fairly newly discussed term. It is based on the strategy of gender mainstreaming and, like this , should be understood as a cross-sectional task in institutions and politics. The legal bases include the anti-racism directive (June 29, 2000) of the EU and the General Equal Treatment Act (August 14, 2006) as a German federal law. The aim is to ensure equal opportunities for participation. The task of cultural mainstreaming is to ensure that the target group of people with a migration background is reached and involved in the implementation of projects on an equal footing. Approaches aimed at this not only require the adjustment of immigrants, but also changes in the majority society .

In connection with cultural mainstreaming, two main approaches are discussed. First, the approach, the intercultural opening of the administrations, institutions and services of the municipality and second, the approach of cultural mainstreaming as a test criterion for all projects and political concepts to ensure that people of different national, cultural or ethnic origins in their possibly specific conditions and living conditions and orientations are taken into account.

Practical implementation

As with gender mainstreaming, cultural mainstreaming is implemented in institutions, administrations and organizations in a top-down process . This requires a hierarchy and can therefore do little to change people's attitudes. As a test criterion, it can be applied to three levels of an organization, such as a training organization: The levels of organizational, personnel and service development.

Organizational development

  • What is the quantitative ratio of employees with and without a migration background ?
  • How do we divide the groups into management positions?
  • What are the reasons for these relationships?
  • Is a group disadvantaged within the institution?
  • Are Gender and Cultural mainstreaming in the mission statement anchored the facility?

Personnel development

Educational concepts and offers

  • Is the diversity of the living environment of people with a migration background taken into account when designing the offers?
  • Which forms of address are chosen?
  • Is media from the ethnic communities used for public relations ?
  • Are there multilingual advertising materials and websites?
  • Has a check been carried out for “migrant sensitivity” and for gender sensitivity with regard to slogan, photos and text?
  • Are the female and male forms used in the formulations?
  • The medical profession, sports clubs, cultural associations as well as travel agencies and other tradespeople in the ethnic communities are provided with information and can act as multipliers.

criticism

Migrant mainstreaming presupposes an essentializing construction of culture (belonging) as a rigid group identity to which the people are determined. It would have to be avoided to reduce the addressing and dealing with individuals to their migration background or their gender. There is a danger of creating group identities through the construction of “cultures” and affiliations to these cultures, to which people are then unreflectively determined. Equality between men and women or between people with and without a migrant background can only be achieved if the mechanism of constitution and hierarchization of differences that is subject to the prevailing social order is reflected.

Individual evidence

  1. ↑ a b Improvement of the professional integration chances of disadvantaged adolescents and young adults through network formation . In: Federal Ministry of Education and Research (Ed.): Series of publications on the program “Promote Competence - Professional Qualification for Target Groups with Special Needs (BQF Program)” . Volume II d, 2009, p. 47 ( PDF [accessed June 13, 2009]). PDF ( Memento of the original from October 20, 2007 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.  @1@ 2Template: Webachiv / IABot / www.bmbf.de
  2. ↑ a b Angelika Blickhäuser, Henning von Bargen: More quality through gender competence: A guide for training and advice in gender mainstreaming . Helmer, Königstein / Taunus 2006, ISBN 978-3-89741-199-9 , pp. 13 .
  3. ↑ Cultural Mainstreaming: Definition / Explanation. In: good-practice.de. Federal Institute for Vocational Training, accessed on June 13, 2009 .
  4. ↑ Improvement of the professional integration chances of disadvantaged adolescents and young adults through network formation . In: Federal Ministry of Education and Research (Ed.): Series of publications on the program “Promote Competence - Professional Qualification for Target Groups with Special Needs (BQF Program)” . Volume II d, 2009, p. 48 ( PDF [accessed June 13, 2009]). PDF ( Memento of the original from October 20, 2007 in the Internet Archive ) Info: The archive link was inserted automatically and has not yet been checked. Please check the original and archive link according to the instructions and then remove this notice.  @1@ 2Template: Webachiv / IABot / www.bmbf.de
  5. ↑ Victoria Schnier: Gender Mainstreaming and Diversity Management in Organizational Development: Theoretical Backgrounds and Practical Approaches for Institutions of Continuing Education . VDM Verlag, Norderstedt 2007, ISBN 978-3-8364-3329-7 , p. 18th f .
  6. ↑ Thorsten Voss: Cultural mainstreaming is more than language promotion . In: Practical Help . No. 2 , November 2007, p. 2 f . ( PDF [accessed June 13, 2009]).
  7. ↑ See: Elisabeth Aram, Astrid Fischer: Mainstreaming is more than quota regulation . In: Practical Help . No. 2 , November 2007, p. 1 f . ( PDF [accessed June 13, 2009]).