1. A willingness to learn about one’s own prejudices and biases.

 2. A willingness to identify and overcome personal biases to the extent possible.

 3. An ability to accept responsibility for the harm that both one’s intentional and unintentional actions may create barriers for people who are different from oneself.

 4. An ability to work toward equal status relationships with people who are different (e.g., men treat women with dignity and respect in workplace decision-making, rather than based on stereotypes).

 5. An ability to use language that promotes equal status interactions (e.g., use of the term chairperson, rather than chairman–which is even better than chairwoman in many cases).

 6. An ability to question personal assumptions about the skills and competencies of employees who are different (e.g., those who are not proficient in the dominant language).

 7. An ability to tolerate the ambiguity of not knowing what one expects or what to do in intercultural interactions.

 8. A desire to learn as much as possible about how one’s own culture is different from others, and how that contributes to a particular way of viewing the self and others.

 9. An ability to take risks in an effort to communicate with people from other cultures.

 10. An ability to learn from mistakes made in trying to communicate with people of other cultures.