The iceberg has been used in many ways to describe human mindsets and behaviors. In this case, behaviors are represented by what is “above the water line” - that which is seen by others such as our actions, words, gestures, tonality, and body language. Mindsets are represented by the majority of the iceberg residing “below the line” - that which others cannot see such as our beliefs, values, prejudices, fears, experiences, dreams, needs.
The iceberg is an important tool to use not only in understanding and shifting our own mindsets and behaviors but in understanding others’ behavior as well. As highlighted throughout this resource guide, inequities in agriculture are historical and systemic; to drive towards true equality, it is critical to acknowledge, understand, and honor the needs, values, and feelings - everything “below the water line” - of individuals who have been marginalized. Understanding how current and past systems have impacted someone and their experiences (i.e. institutions, history, cultural norms, etc…), whether visible or invisible, provides important context for working with them.
The iceberg model can also be used to represent the culture of an organization or group of people and aid in achieving cultural competence: the ability to understand, appreciate and interact with people from cultures or belief systems different from one's own. In this article Gary Weaver uses the image of an iceberg to explain the many layers of culture. Like an iceberg, part of a culture is “above water” in that it is visible and easy to identify and know to anyone: arts, dancing, dress, food, etc. But just as nine tenths of an iceberg is out of sight under water, nine tenths of a culture is also hidden from view and is often ignored within our lives and wor: concept of faith, definition of justice, decision making processes, notion of age, etc. The influence of culture on an individual and how they show up must be explicitly explored rather than taken for granted or ignored.
Think about an implicit or explicit bias you would like to change. Describe a situation in which this bias surfaces.
Now imagine a new behavior in this situation. Imagine a time when that need was being met.
Research the indigenous groups who inhabited your area before colonization.
Learn more about the values and cultures of agriculture in North America through the history section and additional research
Notice when your behaviors are not serving you or others well.
Use observable data, not judgement in naming behaviors. “I noticed your shoulders have risen.” “I’ve noticed your voice is getting louder.” “I’ve noticed you haven’t said anything in a while.”
The Preconscious, Conscious, and Unconscious Minds to learn more about Freaud’s perspective on the iceberg.
To understand what is driving behaviors in the workplace:
Organizations also mimic an iceberg
This is a growing, evolving, and community-created resource. Please share any additional resources, personal experiences using this tool, or ways this page could be improved!