Problem:
In your reply post,
Share an alternative suggestion on how you would support the colleague in the above scenario.
Or reflect on your peer's personal experiences with cultural differences and share additional solutions to resolve or manage those differences.
Peer: Brittney
If I heard that exchange, I would have to pull my colleague aside to privately let her know that what she said to the family is not okay. Although punctuality is important, the family is communicating with us the reasons for their consistent tardiness, and this type of cultural difference is something we should be able and willing to accommodate. I'd remind her that equity doesn't always mean everyone follows the exact same rule in the exact same way, but rather sometimes it means we pause and ask what's underneath the behavior. I would suggest we bring the director into a conversation, not to "make an exception," but to problem-solve. Could the child enter quietly at 9:10? Could we build in a soft-start window? If we say we value families, then this is where we prove it. In terms of cultural humility, I'd encourage her to get curious instead of defensive. It would be beneficial to read, listen, ask families about what matters to them, and reflect on where our own assumptions come from. Humility starts with admitting we don't know everything and that our way isn't the neutral default. With this particular situation, I would suggest looking into the cultural differences of the child and her family with the colleague, as something we could learn more about together.
In my own classroom, I've seen cultural differences show up around communication styles, expectations for independence, and how families view play. Early on, I sometimes defaulted to "this is just how we do it," especially when policies felt non-negotiable. Over time, I realized that approach can unintentionally center one cultural norm as the "right" one. I've learned to slow down and ask more questions before reacting. When a family's practice didn't align neatly with our routine, I started framing it as a partnership issue rather than a compliance issue. Usually, once families feel respected, they're much more willing to collaborate. Looking back, I would have leaned into those conversations sooner and with more openness. Structure matters, but relationships matter more, especially when a child is already navigating the stress of a major transition. Need Assignment Help?