In the North American context, negotiations often involve individuals from diverse backgrounds, including visible minorities. However, these negotiations can pose unique challenges, especially when individuals find themselves in low-power positions. To address these challenges, it's essential to consider the role of mindset, cultural norms, and strategies for achieving positive negotiation outcomes.
1. Mindset Matters
From my experience, it's important to highlight that the perception of low power, rather than actual low power, can significantly impact negotiations. For individuals who belong to visible minority groups, adopting a mindset of being "grateful" can sometimes be detrimental when it hinders their ability to assert themselves. It's crucial not to mistake complacency for genuine gratitude.
Instead, it's vital to recognize that negotiations are a standard practice in Canadian culture, and assertiveness is often expected. Individuals should understand their worth and recognize that their unique perspective, derived from their visible minority status, adds value to the negotiation. For example, being a woman in a male-dominated space can bring a different and valuable perspective to the table.
2. Enhancing Your Position
Increasing your Best Alternative to a Negotiated Agreement (BATNA) is another key strategy. By having alternative options and a strong backup plan, you empower yourself in negotiations. This allows you to negotiate from a position of strength, regardless of your current status.
3. Non-Normative Identities
Individuals who don't fit the norm of their stereotyped group may wonder whether they need to "play along" to achieve the best negotiation outcomes. In some cases, conforming to stereotypes may indeed be beneficial, but it's important to strike a balance and maintain authenticity. Here are some considerations:
Gender Norms: Women who don't conform to traditional gender norms may face challenges, such as in university admissions or alignment with specific jobs. In such cases, there's a need to navigate gender expectations while staying true to oneself.
Seek Diverse Job Cultures: Look for organizations that prioritize diversity and inclusion. A workplace that values diversity is an indicator that conformity is not a focus, and people from various backgrounds can rise into leadership positions. It's important to note that token representation does not suffice; genuine diversity fosters a culture of acceptance.
Power and Relationships: Recognize that power is both a status and a psychological concept. Understanding the dynamics of power in negotiations can help individuals from visible minority groups navigate them more effectively. Moreover, when faced with microaggressions or biases, it's essential not to take them personally. Instead, form relationships with others who can provide support and encouragement.
In conclusion, negotiations in North America can be complex for individuals in low-power positions, especially if they belong to visible minority groups. By adopting the right mindset, understanding their worth, increasing their BATNA, and navigating non-normative identities, individuals can empower themselves and achieve positive outcomes in negotiations. Building relationships and seeking diverse job cultures are key steps toward success in the evolving landscape of negotiations.
What to read next?
When I started exploring the science of negotiations, I became interested in interviewing expert negotiators to comprehend the intricacies of real-world negotiations. These interviews informed my lens on the subject and laid the foundation for how I apply to train negotiators. Among the lessons learned, the central tenet that has remained steadfast is expert negotiators consistently employ relationship-based negotiation strategies.