Intercultural Unity: A Organizational Imperative
What it is & Why it Matters
Mission Leaders Conference
September, 2014
Atlanta, GA
Presenters: Bob Rasmussen & Ken Baker
1. WHAT IS INTERCULTURAL UNITY AND WHY DOES IT MATTER?
a. Definition: Embracing culturally diverse Christian fellowship and intentional mutuality in leadership and
relationships while celebrating cultural and social inclusion as a redemptive witness of Christ's love in the
world.
b. “Intercultural” contrasted with other terms:
i. Multicultural, multi-ethnic, etc. (which emphasize ‘cultural multiplicity’)
ii. not ‘uniformity’ (all the same) , not ‘compatibility’ (my kind of people)
c. Handout: EAN paper. This is a call to understand and implement the unity of the body of Christ.
d. Foundational statement: If we belong to Jesus, then we belong to those who belong to Jesus.
i. It is possible for an organization or congregation to be culturally diverse but stop short of
pursuing intercultural unity.
e. John 17:20,21 - “I do not ask for these only, but also for those who will believe in me through their
word, that they may all be one, just as you, Father, are in me, and I in you, that they also may be in us, so
that the world may believe that you have sent me.” (ESV)
f.
John 13:35 – “By this all people will know that you are my disciples, if you have love for one another.”
(ESV)
g. Eph 2:14 – “For he himself is our peace, who has made us both one and has broken down in his flesh the
dividing wall of hostility.” (ESV)
h. 1 Cor 12:21 - “The eye cannot say to the hand, “I have no need of you,” nor again the head to the feet, “I
have no need of you.” (ESV)
i.
Implications of Intercultural Unity:
i. No one is exempt.
ii. Who we are communicates that either diversity or separation is important.
iii. Lack of diversity may communicate that others are not needed (and not wanted).
iv. Intercultural unity needs to be the pursuit of every church and Christian organization.
j.
Fleshing it out:
i. Diversity of cultures, ages, genders. Not just tokenism, nor color-blindness, but mutual respect
and learning.
ii. Throughout the organizational structures:
1. Leadership
2. Personnel
3. Culture
4. Networks
5. Policies
k. We call for church and organization leaders to embrace Jesus’ desire that genuine unity be characteristic
of every expression of His kingdom. This calls for a re-examination of attitudes and behaviors in light of
the standard of intercultural unity.
l.
Once any Christian organization embraces IU, that priority will begin to shape the way we do ministry,
our structures, our systems, our conversations, our personnel, and even our own spirituality.
m. Quote from Ed Gilbreath: “Without unity we never shine as brightly as God intends.”
i. We would add: And without diversity we never reflect the full beauty of that light.
n. We are encouraged to see an increasing number of leaders catching a vision for IU. But it seems there is
so much more the Spirit of God would want to do.
2. WHY IS INTERCULTURAL UNITY (IU) MISSING?
(Objection) One might say that the pursuit of intercultural unity is optional—a luxury if and when you can have
it. He might argue that the Great Commission task is to make disciples of all the nations and then the end will
come.
a. Incomplete missiology:
i. We maintain that this vital focus on KINGDOM EXPANSION must be matched by the essential
priority of KINGDOM CHARACTER.
1. The Homogeneous Unit Principle (HUP) in our churches and missiology have had
pervasive influence
2. Cultural gravity
a. The shared structures, attitudes, behaviors, etc. which have created a climate of
neglect and indifference toward Otherness
ii. Kingdom expansion propels us to plant a church among every people.
1. Yes, we are to minister TO the nations.
iii. But Kingdom character calls us to envision, embrace and work for our new humanity
1. We are to also minister WITH AND AMONG the nations and cultures
iv. Kingdom expansion & Kingdom character
1. Both of these are gospel outcomes.
b. Personal lack of concern and motivation:
i. (Objection) One might object that achieving IU is simply too hard to do.
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1.
It is impractical given all the other concerns and pressures to survive organizationally.
2.
Or one may say that they have tried this before and it only resulted in conflict.
ii. IU is missing because many organization and church leaders do not have enough conviction to
overcome all the difficulties.
iii. Leaders must honestly ask themselves to what degree they are apathetic to this priority, and
address the reasons.
iv. As Western society becomes increasingly multicultural, churches also are beginning to reflect
increased diversity. New church growth in the USA is increasingly carried by immigrant
communities.
c. Blind spots
i. Cultural insensitivity
1. The role of cultural and economic privilege.
2. We as leaders pick topics and issues that we are interested in.
3. We make assumptions about others’ preferences.
4. We publicize our events in our language because we don’t expect anyone of another
language to be interested.
5. We value direct communication and undervalue indirect. We use written forms of
communication and undervalue face to face forms.
ii. Organizational climate
1. We talk about current events from the assumption of our perspective.
2. We forget that others in our organizational context may be using their 2nd or 3rd
language.
3. We appear to believe that whatever we do is what really matters.
4. We sometimes value efficiency and results at the expense of relationship.
iii. Unequal potential in the individualized support-raising method.
1. The individualized method of raising support favors those who already have a missionminded network.
2. The system of support-raising needs to be seriously re-examined.
3. http://ministerdifferent.com/support-raising-white/ is raising some good questions and
proposing potential options toward a solution.
3. INTERCULTURAL UNITY: PRACTICAL HELPS
a. Assess your level of discomfort with the status quo.
b. Take an honest assessment of your congregational competency. See Intercultural Competency Stages –
Organizational Assessment (as well as the Personal and Congregational Assessments)
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c. Be intentional - once you are aware of the need to pursue intercultural unity…what are you waiting for?
i. Inform yourselves (review handouts, seek out other resources)
ii. “put off” segregating attitudes & behaviors
iii. “put on” intercultural competency (see Intercultural Competency Stages)
iv. Help the majority understand what the minority always feels. Ask for help in this.
d. Recognize the power of personal narrative
i. It moves us from the generic Other to the concrete Other
ii. It moves us away from the liability of knowing and identifying with only one Christian narrative
4. INTERCULTURAL UNITY: A LEADERSHIP OPPORTUNITY
a. Let’s be honest. If this is just another one of ten issues you face, you will not have the fortitude for this
long journey over rocky terrain. The obstacles and detractors will defeat you.
b. What does it require? Consider what God did to the first mega-church pastor.
c. Peter knew God loved all peoples, including Gentiles. He said as much on the first day of the church (acts
2:39). He had the vocabulary. He repeated the right slogans. But he did not envision God’s heart for all
peoples significantly changing his ministry. He did not see God bringing Gentiles as Gentiles. “Come as
Jewish proselytes following Messiah and you are welcome.”
d. Just like the church or mission leader today who says, “Yes, we need to become more diverse. Let’s work
on recruiting some of them to join us.” That perspective will not bring about intercultural unity. (i.e.
inclusion is not enough...the goal is mutuality)
e. So we need for God to do for us what He did to Peter. We need repentance of an incomplete missiology.
We need to confront our blind spots.
f.
If your organization is to reflect not only the expansion of the Kingdom, but the character of the King,
there must be a “champion” for intercultural unity. Someone who moves beyond saying the words, to
understanding the implications, and working diligently toward transformation.
5. RESOURCES
a. Key Books:
Leading Across Cultures, James Plueddemann, IVP
The Wolf Shall Dwell With the Lamb, Eric H.F. Law, Chalice Press
Leading Cross-Culturally, Sherwood G. Lingenfelter, Baker Academic
God’s New Humanity, David E. Stevens, Wipf & Stock
Cultural Intelligence, Brooks Peterson, Intercultural Press
Cultures and Organizations, Geert Hofstede, McGraw-Hill
The Multicultural Leader, Dan Sheffield, Clements Publishing
Biblical Multicultural Teams, Sheryl Takagi Silzer, William Carey Int. Univ Press
Leading with Cultural Intelligence, David Livermore, Amacom
b. Websites
Unity in Christ magazine. http://unityinchristmagazine.com/
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Emmanuel Gospel Center – Intercultural Ministries http://egc.org/intercultural
Mosaix Global Network – www.mosaix.info
Intercultural Coaching Alliance - http://www.interculturalcoachingalliance.webs.com/
Ethnic America Network (IU paper) - http://ethnicamerica.com/understanding-and-embracingintercultural-unity/
Renew Partnerships - http://renewpartnerships.org/
Proskuneo (Worship) Ministries - http://www.proskuneo.info/
c. Our contact information:
Dr. Ken Baker, ken.baker@sim.org. SIM Culture ConneXions - http://www.simusa.org/ccx
Rev. Bob Rasmussen, bobrasmussen@oci.org. www.OneChallengeUSA.org.
www.RobertERasmussen.com
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