Using cultural competence to boost diversity

October 23, 2024

The Role of Cultural Competence in Embracing Diversity

In this post

Introduction

The UK is a multicultural country with people from different cultural backgrounds. Individuals and organisations need to navigate the challenges of interacting with people of various cultures and grasp the opportunities diversity can bring, which cultural competence can help to achieve.

Many definitions of cultural competence exist. The NHS defines it as “a set of aligned and transparent skills, attitudes and principles that acknowledge, respect and work together as a system towards optimal interactions between individuals and the various cultural and ethnic groups within a community”. Simply, it is about understanding, respecting and interacting with people from diverse cultural backgrounds.

Cultural competence is significant in today’s society, as settings like corporate organisations, educational institutions and healthcare are becoming increasingly diverse. It allows individuals to communicate effectively with people from various cultural backgrounds and promotes inclusivity where everyone feels valued, thus leading to more harmonious and productive environments. Ultimately, cultural competence helps to build a more cohesive, empathetic and just society.

Diversity is recognising and valuing the differences between people. It is vital to foster and value diversity and inclusion in various settings, as it can lead to enhanced innovation and creativity, better decision making and improved employee satisfaction and retention. It also helps organisations comply with the law and creates a positive organisational culture. According to McKinsey, there is a strong business case regarding diversity and inclusivity.

Cultural competence plays a crucial role in achieving diversity and inclusion, as it helps individuals and organisations understand and appreciate the diverse cultures that make up society. Understanding other cultures helps create an inclusive environment that bridges cultural gaps and provides everyone with opportunities to thrive.

Whether working in private business, healthcare, education or another industry or looking for further information, this blog post explores the essential role of cultural competence in fostering diversity, offering practical advice and strategies for individuals and organisations.

Understanding Cultural Competence

It is vital to understand cultural competence and its importance to develop awareness, knowledge and skills.

What is Cultural Competence?

Culture is the set of ideas, values, beliefs, practices, customs, objects and behaviours that people share in common and define them as a group, i.e. their cultural backgrounds. Cultural competence essentially means the ability of individuals and organisations to understand, appreciate and effectively interact with people from different cultures. It involves:

Being aware of one’s own cultural identity and worldview.
Recognising own cultural biases, prejudices and assumptions.
Enhancing knowledge of different cultural practices and worldviews.
Developing positive attitudes towards cultural differences.
Acquiring cross-cultural skills.

Becoming culturally competent requires the following key components:

Cultural awareness – recognising and valuing the differences and similarities between cultures. It is the initial step in understanding how culture shapes our own and others’ behaviour, perceptions, attitudes and interactions.
Cultural knowledge – learning about different cultural practices, beliefs, customs, communication styles and values, and understanding various cultural groups’ lived experiences and historical contexts.
Cultural sensitivity – demonstrating respect and appreciation for cultural differences and considering cultural contexts when interacting with people from diverse backgrounds.
Cultural skills – the practical element of cultural competence. It involves developing the necessary skills to effectively communicate and interact with individuals from diverse cultures. It includes listening actively, being open to different perspectives, and adapting one’s communication style and behaviour to be inclusive and respectful.

Some confuse cultural competence with cultural humility, and while they are related concepts, there are differences. The former is about gaining knowledge and skills in cultural differences through education, training and experiences. The latter is about people seeing themselves as learners, not viewing themselves as experts in other people’s cultures (BASW). Cultural humility encourages self-reflection and recognises learning and understanding is a lifelong journey (Oxford Review).

The Importance of Cultural Competence

Workplaces, educational settings and healthcare are becoming increasingly diverse. For example, in the NHS, nearly one in five NHS staff in England reported a nationality other than British (House of Commons Library). Cultural competence matters in diverse environments as it:

Enhances communication by helping break down language and cultural barriers, making communication more effective and reducing misunderstandings.
Reduces biases and stereotypes, thus leading to more harmonious environments and more equitable treatment of individuals from different cultural backgrounds.
Promotes inclusivity by creating inclusive environments where everyone feels respected and valued, regardless of their cultural background.
Leads to better service delivery and outcomes in some sectors, e.g. healthcare and education, as they are personalised to meet the individual needs of diverse populations.
Helps stay legally compliant, as the Equality Act 2010 places a legal duty on organisations and public service providers to promote equality and prevent discrimination.
Encourages better teamwork and collaboration, as it bridges cultural gaps.

Cultural competence significantly impacts communication, relationships and understanding, as it promotes effective communication with individuals from diverse backgrounds, which can foster trust and respect, thus building stronger relationships. It leads to a deeper understanding and appreciation of diverse perspectives and experiences, enhancing cooperation and collaboration. It can also prevent misunderstandings and conflicts in various settings, and here are some examples of how:

Healthcare – it helps healthcare professionals effectively communicate with patients from diverse backgrounds, identify their unique needs and preferences and provide person-centred care. It can prevent miscommunications and misunderstandings, which could lead to serious medical errors, incorrect treatments and patient dissatisfaction.
Education – it helps teachers tailor their teaching methods and learning materials and create more inclusive classrooms. It avoids misunderstandings and ensures all students feel a sense of belonging, valued and understood.
Workplaces – it helps businesses create a more inclusive and harmonious working environment, promoting teamwork and collaboration and reducing employee conflicts.

The Role of Cultural Competence in Fostering Diversity

Cultural competence fosters diversity by creating an environment where everyone feels valued and understood. It can promote inclusivity and belonging, enhance communication and collaboration, address bias and stereotypes and support diverse teams and communities.

Promoting Inclusivity and Belonging

In all settings and aspects of life, it is vital to have inclusive environments where everyone feels heard, valued and respected. Cultural competence can help create these environments by promoting understanding and appreciation of different cultures and deeply respect these differences. It enables people from diverse cultural backgrounds to feel understood and more comfortable, fostering trust, mutual respect and a sense of belonging.

Cultural competence plays a vital role in recognising and appreciating the diversity of experiences and perspectives, as it:

Recognises the valuable contributions individuals bring, regardless of their backgrounds.
Encourages individuals to look beyond biases, stereotypes and prejudices and become more empathetic and understanding.
Promotes inclusive practices that accommodate diverse needs and preferences, e.g. policies and communication styles.
Assists in understanding and appreciating each other’s cultural backgrounds to enhance collaboration.

Overall, it can lead to a more inclusive and innovative environment and foster a sense of belonging among diverse groups.

Here are some strategies for promoting inclusivity and belonging:

Implement inclusive policies and practices

Consider areas such as flexible working arrangements, anti-discrimination measures and religious accommodations.

Provide cultural competence training

Train employees, students and others within the community.
It can help individuals develop cultural awareness, thus reducing misunderstandings and enhancing relationships.

Embrace and celebrate diversity

Recognise and celebrate various cultural events and holidays to promote awareness and appreciation of different cultures.
Organisations may want to consider sharing educational materials, hosting events, recognising special days, weeks and months and getting involved in campaigns.
There are diversity and inclusion calendars, and an example is here.

Inclusive leadership

Leaders set the tone for an entire organisation and should model inclusive behaviour and actively promote diversity within their settings.
They should actively listen and support individuals and create an inclusive environment that fosters a sense of belonging.

Establish mentorship programs

Pair individuals from diverse backgrounds with experienced mentors to provide support, guidance and opportunities for personal and professional growth.

Create spaces for open dialogue and communication

Provide spaces and opportunities for individuals to discuss diversity and inclusion and share their perspectives and experiences.
Have team-building activities where people can get to know each other better.

Form Employee Resource Groups (ERGs)

Promote the formation of ERGs for various cultural, ethnic or interest groups to create a sense of community.
Employee Benefits has further information on ERGs here.

Enhancing Communication and Collaboration

Effective communication in diverse settings is vital in ensuring all voices are heard and respected and helps to reduce misunderstandings. It can foster trust with people from diverse backgrounds and lead to more cohesive and inclusive environments.

Cross-cultural communication and collaboration are important in diverse settings:

Cross-cultural communication – exchanging information between individuals from different cultural backgrounds and understanding and navigating the cultural differences in language, non-verbal cues and social norms.
Cross-cultural collaboration – involves working with people from diverse cultural backgrounds towards a common goal. It requires mutual respect, cultural awareness and the ability to integrate different perspectives and approaches.

Cultural competence creates a foundation to improve cross-cultural communication and collaboration:

When individuals are culturally competent, it enables them to improve their understanding of different cultures’ norms, values and communication styles, which helps them communicate more effectively and reduces misunderstandings.
Cultural competence allows individuals to have respect for different cultural perspectives, which can foster trust and respect from people from diverse backgrounds. Trust is key to building strong and collaborative relationships.
When teams are culturally competent, their problem-solving skills improve, and they can better navigate cultural differences and viewpoints. It helps them collaborate more effectively, bringing together various ideas and solutions.
Cultural competence can create a more inclusive environment where everyone feels comfortable and safe, thus making them more likely to participate and collaborate.

It is vital to bridge cultural gaps to enhance communication and collaboration, and here are some examples of successful strategies to help achieve this goal:

Be culturally aware – learn more about different cultural norms, values and communication styles.
Actively listen – pay close attention to what others say, demonstrate a genuine interest and ask clarifying questions to enhance understanding.
Demonstrate empathy and respect – understand things from other people’s views and experiences and show respect during interactions.
Be mindful of non-verbal cues – body language, facial expressions and gestures, as they can vary significantly across cultures.
Use clear and simple language – avoid jargon, complex terms or slang, as others may not understand.
Encourage open dialogue – ask respectful questions and have open and honest conversations about cultural differences.
Seek feedback – ask for clarification to ensure messages are understood and reduce misunderstandings.
Celebrate diversity – encourage cultural exchanges and celebrate cultural differences through various events and activities.

Here are some case studies and examples that detail successful communication strategies:

Addressing Bias and Stereotypes

Unconscious bias is also known as implicit bias and ACAS defines it as:

“How a person thinks can depend on their life experiences and sometimes they have beliefs and views about other people that might not be right or reasonable.”

Biases are often based on stereotypes and prejudices, which NHS England defines as the following:

“A stereotype is an exaggerated belief, image or distorted truth about a person or group. It is a generalisation that does not account for individual differences.”

“A prejudice is an opinion or attitude about a group or individual. Prejudices are often built on ignorance, fear or hatred.”

Cultural competence plays a crucial role in identifying and addressing unconscious biases and stereotypes for the following reasons:

It increases awareness and understanding of different cultures, which can help individuals become more aware of their own biases and stereotypes.
It helps identify the origins and impacts of biases and stereotypes, thus aiding in recognising and challenging them.
It encourages individuals to be empathetic and see things from other people’s perspectives, thus reducing prejudicial actions and attitudes.
It promotes ongoing self-reflection, thus reducing bias and stereotypes and improving interactions with people from diverse backgrounds.
It enhances inclusive practices, countering biases and stereotypes.

Biases can be personal or systemic (institutional or structural), and it is important to avoid and challenge these to create a more inclusive and equitable environment. Here are some techniques that can help:

Personal

Practice self-awareness, empathy and mindfulness, and continuously reflect on personal biases and assumptions.
Use tools such as implicit bias tests to help identify unconscious biases.
Participate in cultural competence and unconscious bias training programs to provide insights and strategies.
Engage in continuous learning about different cultures and experiences. Attend workshops and training sessions on diversity and inclusion.

Systemic

Develop, implement, review and update organisational policies to ensure they encourage diversity, promote equality and do not inadvertently introduce biases.
Implement diverse hiring practices that promote diversity and inclusion.
Foster open conversations about biases and stereotypes to raise awareness, promote understanding and reduce prejudice.
Create channels for individuals to provide feedback on bias-related issues to help identify and address systemic biases.
Establish mentorship and sponsorship programs to support underrepresented groups, thus providing them with guidance, helping to break down barriers and providing equal opportunities.

Reducing biases has a significant impact on fostering a more diverse and equitable environment by:

Ensuring people from different cultural backgrounds feel valued and respected, thus improving morale, productivity and positivity.
Ensuring everyone has equal opportunities, regardless of their backgrounds, and the chance to succeed personally and professionally.
Helping organisations and communities through enhanced collaboration, creativity, innovation and decision-making.
Fostering inclusivity, thus enhancing social cohesion and creating a more harmonious community.

CPD Online College has further information on bias here. They also have an article on controlling and overcoming unconscious bias.

Supporting Diverse Teams and Communities

Cultural competence contributes to the success of diverse teams in the workplace by enabling team members to communicate effectively across cultures and helping them to navigate cultural and communication barriers. It also helps to reduce the risk of misunderstandings and conflicts, which can hinder teamwork and progress if left unmitigated, thus improving morale and productivity.

People from different cultures have unique backgrounds, experiences and talents and can bring these positive attributes to organisations. Cultural competence fosters an inclusive environment where individuals understand and respect these differences, thus boosting collaboration, innovation and problem-solving. Overall, diverse teams can be strategically advantageous.

Cultural competence can also be beneficial for community-building and social cohesion, as it:

Breaks down communication barriers and promotes effective communication when individuals understand and respect other cultures, which can foster trust and mutual respect across communities.
Promotes inclusivity and empowers individuals when their cultural identities are acknowledged and celebrated by others, giving them a sense of belonging and shared purpose and making them feel part of society.

Case studies and examples of organisations that have successfully implemented cultural competence initiatives include:

Diverse Cymru – has a certification scheme that supports workplaces in Wales in exploring commonly held unconscious bias and developing their cultural competence so their services and employment practices are fair and equitable. It is available to private, public and third-sector organisations.
King’s College London – has a Cultural Competency Co-Creation Steering Group (4C) and Cultural Competency programme, part of their 2029 strategy.
North West London ICS – details how their cultural competency training received prestigious Royal College accreditation.
The University of Sunderland – introduced new Inclusion Essentials and Understanding Diversity training and a Cultural Competency toolkit. The video on the link details their successes.
Transformation Partners in Health and Care – has details about culturally responsive initiatives within IAPT services to reach out to ethnic minority groups.

The Role of Cultural Competence in Fostering Diversity

Developing Cultural Competence

Self-reflection and awareness, education and training, adopting practical strategies and institutional support are all important in developing cultural competence.

Self-Reflection and Awareness

The Cambridge Dictionary defines self-reflection as:

” The activity of thinking about your own feelings and behaviour, and the reasons that may lie behind them”.

Self-reflection is crucial in developing cultural competence for the following reasons:

It helps individuals identify and understand their own cultural identity and biases and consider how they may affect their interactions with others in and out of the workplace.
It enables them to recognise and appreciate cultural differences and diversity, thus promoting open-mindedness and empathy, enhancing communication and reducing misunderstandings.
It creates inclusive and respectful environments in both personal and professional settings.

Understanding cultural biases and assumptions is essential in many aspects of life, from professional environments to personal interactions. Some examples of techniques individuals can use to assess their own cultural biases and assumptions include:

Self-reflection

Reflect on their cultural background, experiences, beliefs and biases.
Acknowledge the impact of these factors on their worldview and actions.
Consider how they may influence interactions with people from different cultures.

Diverse interactions

Find opportunities to regularly engage with individuals from different cultural backgrounds and diverse communities; it can help challenge stereotypes and broaden perspectives.

Tools, tests, quizzes and checklists

Undertake various tools, tests and quizzes to identify unconscious biases that might affect behaviour and decision-making.
Use cultural competence checklists to ensure diverse perspectives are considered in decisions and actions.

Training and education

Participate in training programs, workshops and seminars on cultural competence, which can help recognise and address biases and assumptions.

Feedback

Ask colleagues, friends or mentors for feedback about interactions, as they can provide valuable insights and constructive criticism into areas of improvement.

Continuous learning

Undertake ongoing learning and stay informed about various cultures, issues and developments, as it will aid in improving understanding of diverse backgrounds.

Ongoing learning and personal growth are pivotal in enhancing cultural competence, as they improve individuals’ knowledge, understanding and appreciation for different cultures and diverse views. It also helps them become more aware of their biases and empathetic, thus fostering genuine connections with others and reducing misunderstandings. Overall, it helps to break down cultural barriers and promote inclusivity.

Education and Training

Education and training programs are instrumental in building cultural competence, as they enhance individuals’ knowledge, skills and understanding of different cultures and their norms, beliefs and values. They also promote awareness and acceptance of diversity, thus reducing prejudices and stereotypes and fostering empathy and inclusivity.

Some examples of cultural competence training methods include:

Workshops – can be online or in-person and may involve discussions, lectures, role-playing and group activities.
Online courses – are more accessible and flexible options that may include multimedia presentations, interactive elements and quizzes. Some may be called cultural competence, others diversity, equality and inclusion.
Immersive experiences – involve engaging with various cultural communities directly through volunteering or cultural exchange programs.
Self-assessment tools – these can be used in training to enable individuals to recognise their own cultural biases and where they need to improve.

Various sectors have run effective cultural competence training programs, and here are some examples and case studies:

Elearning for healthcare – has a Cultural Competence and Cultural Safety e-learning tool to support clinicians in the NHS.
Ewgroup – has a case study of how they worked with the London Probation Service to implement high-impact training programmes that focused on fostering an inclusive culture.
Fair, et al. (2021) – a study on the Operational Refugee and Migrant Maternal Approach (ORAMMA) project, which developed cultural competence training for health professionals to help provide perinatal care for migrant women. They concluded that training improved midwives’ knowledge and self-perceived cultural competence in three European countries with differing contexts and workforce provision.
NHS North Kensington Major Incident Response – details their journey to cultural competence, which began when local communities and those impacted by the Grenfell Tower fire shared their experiences, concerns and views on making services more culturally relevant. A key aspect of this was the development of a training module on Developing a Culturally Competent General Practice.

Practical Strategies for Enhancing Cultural Competence

Improving cultural competence in everyday interactions is vital to developing essential knowledge and skills, and some tips for achieving this include:

Undertake self-learning – use various resources, such as books, credible websites, online courses and documentaries, and take time to learn and understand about different cultures, traditions and social norms.
Actively listen – listen carefully and with empathy to what others are saying without interrupting, which will demonstrate respect and help better understand their perspectives.
Be mindful of non-verbal cues – body language, eye contact, and gestures can have different meanings in different cultures. Being aware of these nuances can prevent misunderstandings.
Ask questions – demonstrate a genuine interest in learning about others’ backgrounds and experiences by asking respectful questions.
Reflect on self-biases – practice self-awareness by identifying prejudices about other cultures, challenging preconceived notions and working towards overcoming them.
Be respectful – demonstrate respect for other cultures by simple gestures, such as using the correct pronunciation for names, being polite and acknowledging cultural holidays.
Be open to feedback – seek constructive criticism about interactions and demonstrate a willingness to make adjustments where necessary.
Commit to continuous learning – cultural competence is an ongoing journey. Seek new learning opportunities, cultures and experiences for growth.

Active listening, empathy and open-mindedness are the cornerstones of cultural competence, so it is vital to incorporate these qualities for the following reasons:

Active listening – paying full attention to the speaker, demonstrating understanding and thoughtfully responding can foster trust and show respect for different perspectives.
Empathy – seeing things from other people’s perspectives and understanding their feelings, challenges and experiences can help bridge cultural gaps and enhance emotional connections.
Open-mindedness – means being willing to learn, receptive to new ideas and different ways of thinking, and accepting different cultural perspectives without judgment. It can lead to more inclusive environments and harmonious interactions where diverse voices are heard and valued.

Individuals should learn about and respect different cultural practices and traditions to continue to enhance their cultural competence. Some examples of strategies they can adopt, in addition to the ones already covered, include:

Engage with local communities and gain practical experience by attending community gatherings, festivals and other cultural events.
Visit cultural centres and museums to delve into different cultures.
Participate in cultural exchange programs to experience living and interacting with people from different cultures.
Learn a new language, even basic phrases, to demonstrate respect and foster understanding.
Join cultural organisations, societies or clubs to provide opportunities to interact with people from various cultural backgrounds.
Volunteer with multicultural organisations to provide direct exposure to various cultural practices.
Learn about local customs and traditions when travelling and engage with locals about their culture.

Institutional Support for Cultural Competence

Organisations and institutions are fundamental in promoting cultural competence, whether in the public, private or charitable sector. They contribute in many ways, including:

Offering training programmes, e.g. workshops, seminars and online courses to raise awareness of cultural differences to help promote understanding and respect and tackle unconscious bias.
Implementing policies that support diversity, equity and inclusion and promote cultural competence. These policies might include guidelines for respectful communication, anti-discrimination measures and strategies for creating an inclusive workplace.
Providing support systems for those from different cultural backgrounds. These systems may include employee resource groups, mentorship programmes and access to cultural competency resources.
Adopting diverse hiring practices to create a more diverse and inclusive workforce and break down cultural and communication barriers.
Engaging and collaborating with diverse communities to identify their needs and understand cultural contexts. It may involve partnerships with community groups, participation in cultural events and outreach programs.

Organisations should support cultural competence and diversity through various policies and practices. Some examples include:

Culturally inclusive recruitment practices that actively seek candidates from diverse backgrounds.
Anti-discrimination policies that protect employees and others from discrimination and enforce them to ensure a fair and respectful workplace.
Flexible working and holiday policies to enable employees from different cultural backgrounds to take time off or work different hours for cultural or religious holidays.
Inclusive communication guidelines to encourage employees to use inclusive language and be mindful of diverse cultural backgrounds when interacting with colleagues.
Cultural awareness training to increase employees’ awareness about cultural differences and diverse perspectives.
Diversity and inclusion training programmes to educate employees about cultural competence, unconscious bias and inclusive communication.

Leadership commitment is crucial in fostering a culturally competent environment. Leaders set the organisation’s tone, and employees will look to them to identify the expected standards, behaviours and actions they must follow. When leaders model cultural competence and demonstrate their commitment to diversity and inclusion, it encourages employees to follow suit, thus fostering a culture of respect and inclusion.

Committed leadership also ensures that policies are enforced and not just implemented, and they allocate sufficient resources to diversity and inclusion initiatives. Overall, investing in cultural competence does not just benefit the individuals within the organisation, but it also enhances its overall effectiveness and reputation.

Challenges and Opportunities in Fostering Cultural Competence

Fostering cultural competence can bring challenges and opportunities.

Overcoming Common Challenges

Developing cultural competence can be challenging due to many factors, such as:

Lack of awareness and training – individuals and organisations may be unaware of cultural competence and not have adequate training, thus making interactions difficult.
Communication barriers – language and non-verbal cue differences can result in miscommunications and misunderstandings.
Cultural norms and values – people from different backgrounds will have diverse cultural norms and values, which can lead to discomfort and conflicts during interactions.
Stereotyping and prejudice – biases can hinder the ability to see others as individuals rather than stereotypes.
Resistance to change – some individuals may be set in their ways and find familiar comforting and changes threatening. They may push back on changing their behaviours or attitudes if they believe there are challenges to their cultural identity.
Limited resources – organisations may not have the time, finances or access to training.

Some examples of strategies for overcoming these challenges and fostering a culture of learning and openness include:

Organisations

Education and training – regular, tailored training on cultural competence can help build awareness and provide individuals with the necessary tools to practice it.
Leadership commitment – leaders should demonstrate a commitment to cultural competence. They should actively promote and participate in initiatives to set a good example.
Policy – developing and implementing policies promoting diversity and inclusion can help drive systemic change.
Resource allocation – investing in cultural competence initiatives demonstrates their importance and helps overcome logistical barriers.
Open dialogue – creating safe and inclusive spaces for open and honest conversations can help break down resistance and foster understanding.
Assessment and feedback – monitoring progress by regularly assessing, seeking feedback and adjusting strategies can enhance the effectiveness of policies, initiatives and programs.

Individuals

Active and empathetic listening – actively listen to others with empathy to understand situations from their perspectives – encourages openness and prevents misunderstandings.
Cultural self-awareness – reflecting on own cultural backgrounds and biases can educate individuals about other cultures and their values, beliefs and communication styles.
Cultural learning – continuously learn about different cultures through research, workshops, formal education and training programs.
Continuous reflection and feedback – reflecting on interactions and seeking feedback to improve can help individuals increase their understanding and awareness.

Overall, it fosters an environment of respect and curiosity where individuals feel safe to explore and embrace different cultures.

Opportunities for Growth

Embracing cultural competence can provide individuals with personal and professional growth opportunities. It can also enhance creativity, innovation and problem-solving in diverse teams.

Personal growth

Meeting and interacting with people from different backgrounds increases individuals’ understanding and appreciation for diverse cultures, which can expand their horizons and promote good qualities such as open-mindedness, resilience and adaptability. It helps them to communicate and connect more deeply with people from diverse backgrounds, enriching their social and personal lives.

Engaging and exploring diverse cultures also promotes self-awareness and self-reflection as individuals enhance their understanding of their own identity, biases and values, which can help them appreciate and value other cultural perspectives. It makes them more empathetic and compassionate and helps them navigate and thrive in a diverse society.

Professional growth

Many companies, especially larger ones, value employees who can effectively navigate multicultural environments, which can help them stand out from the crowd and increase their chances of success in their careers. It can even increase the opportunities to work in global markets and with international teams.

Once in the workplace, cultural competence can enhance teamwork and collaboration and improve communication, driving productivity while reducing misunderstandings through effective communication. It ensures everyone’s ideas are heard and valued.

Cultural competence is essential for developing leadership skills. Leaders who are culturally competent can inspire and manage diverse teams more effectively and retain talented workers, thus fostering a more dynamic and committed workforce and driving success in today’s interconnected world.

Enhancing creativity, innovation and problem-solving in diverse teams

Cultural competence can enhance creativity, innovation and problem-solving, as it:

Enables team members from different cultural backgrounds to bring unique perspectives and experiences, which can spark creative solutions and innovative ideas.
Fosters an environment where diverse ideas are not just welcomed but actively encouraged, thus promoting more effective collaboration.
Helps to solve problems, as different cultures can tackle them in various ways and identify alternative solutions.

It is important to seek opportunities to expand cultural competence beyond the workplace into broader social contexts, which can be achieved by:

Undertaking research, training and education, including attending online events, to foster understanding.
Attending local community workshops and seminars to help bridge cultural gaps.
Participating in cultural festivals to learn about different traditions and customs and celebrate diversity.
Volunteering with diverse communities to get hands-on experience and understand different cultures.
Finding networking opportunities and developing personal relationships with people from different backgrounds can provide deeper insights and foster genuine connections.
Travelling to different countries and experiencing various cultures firsthand.

Conclusion

With an increasingly multicultural and diverse society and within various settings, such as workplaces, healthcare and education, effectively communicating and interacting with people from diverse backgrounds is crucial. Hence, one of the reasons why cultural competence is important. It also promotes inclusivity and belonging, enhances collaboration and helps address bias and stereotypes, which can be significant barriers to building trust and relationships.

Individuals can develop cultural competence through self-reflection, awareness, education, and training, and by adopting the practical strategies discussed in this blog. It is only half the story and requires organisational and institutional support for programmes and initiatives to be successful and create a more inclusive and understanding world.

There are challenges in cultural competence, which must be overcome to create equitable and inclusive environments within settings and in society. There are also personal and professional growth opportunities, which can bring many benefits to individuals and organisations. Therefore, it is worth actively pursuing cultural competence as an essential skill in today’s world.

Individuals can start or continue their journey toward cultural competence by self-assessing, looking at where they need to learn and grow and educating themselves in different cultures. Here are some examples that can help in further learning about cultural competence and diversity:

Abimbola Eden, et al (2024) CULTURAL COMPETENCE IN EDUCATION: STRATEGIES FOR FOSTERING INCLUSIVITY AND DIVERSITY AWARENESS.
BBC Bitesize – for students and teachers but has some basic information on diversity and culture.
British Council – has various classroom resources about life and culture in different countries.
CIPD Cultural intelligence – Getting smart to make inclusion work podcast.
CPD Online College Unconscious Bias Course
CPPE Cultural Competence Hub (for pharmacy practice but has some useful resources). They also have a self-reflection tool here.
Diverse Cymru – Resource Hub.
Diversity UK – an equality charity with useful information and links.
Skills for Care – has a guide and resources on culturally appropriate care for those working in adult social care.
The Diversity Trust – a Community Interest Company that has information, newsletters, blogs and podcasts.

There are also various podcasts and videos on YouTube, and other platforms and many books on cultural competence.