Cultural and Status Differences in Intergroup Conflict Resolution: A Longitudinal Study of a Middle East Dialogue Group in the United States

Abstract

Supporters of the contact hypothesis have argued that positive intergroup contact is facilitated when participants have equal status with one another. However, the exact dimensions of equal status are often unclear, having been defined variously as equal occupational status, having close friends of another race, or having equal roles in the contact situation. This paper argues that cultural differences between groups must be taken into account, particularly when intergroup contact occurs in formal conflict resolution exercises. Non-Western participants will be at a disadvantage when attempting to find common ground with Western participants in conflict resolution exercises based on Western cultural practices. Based on a 6-year participant observation study of a Palestinian-Jewish dialogue group, this paper argues that familiarity and expertise in using the culture-based rules of interaction play an important but often subtle role in intergroup conflict resolution. Participants must have some basic equality in their ability to function within the dominant culture.