In the late twentieth century, the emphasis on diversity within organisations has evolved into a pursuit of cultural competence in the twenty-first century. But what exactly does cultural competence entail, and how can it be cultivated both within individuals and organisations? This exploration delves into the concepts of culture and cultural competence, shedding light on their meanings and offering insights into developing this critical skill.
Defining Culture and Cultural Competence
Culture encompasses the customary beliefs, social forms, and material traits shared by a racial, religious, or social group. It’s the characteristic features of everyday life in a specific place or time. Culture can be broken down into values, norms, institutions, and artefacts that are passed between generations.
Cultural competence is the ability to effectively interact, work, and build meaningful relationships with individuals from various cultural backgrounds. It goes beyond mere tolerance, requiring active recognition and respect for diversity in all contexts.
Four Elements of Cultural Competence
In 2007, Martin and Vaughn identified four key elements of cultural competence:
Awareness: Understanding your own cultural worldview, including being conscious of personal reactions to those perceived as ‘different.’
Attitude toward Cultural Differences: Examining and cultivating beliefs and views about identified differences. Knowledge of Different Cultural Practices: Acquiring information about how people from different cultures behave and what is considered acceptable.
Cross-Cultural Skills: Developing interaction skills with people from diverse backgrounds, especially focusing on effective communication.
While diversity brings undeniable benefits to organisations, effective communication across cultural divides becomes increasingly challenging as diversity grows. As populations become more diverse, the ability to communicate across different cultural backgrounds becomes crucial for societal functioning. Cultural competence, which originated in healthcare, is now recognised as essential in various organisational contexts.
To foster cultural competence, individuals and organisations need to work across four dimensions: awareness, attitudes, knowledge, and skills.
Increasing Awareness: Be conscious of your cultural views and unconscious biases. Notice reactions to those different from you, question your responses, and explore alternative reactions.
Expanding Knowledge of Other Cultures: Research and learn about various cultures, both online and through direct conversations with co-workers. Share information about your own culture and encourage discussions.
Changing Behaviours: Embrace differences with an open mind, viewing them as opportunities to learn rather than challenges to your culture. Actively respect and learn from one another, fostering a culture of empathy and understanding.
Organisations can contribute by promoting a culture of learning, encouraging the celebration of cultural and religious festivals, and sharing information about diverse backgrounds.
As diversity continues to rise, cultural competence becomes paramount for effective collaboration and preventing misunderstandings. Organisations play a role, but every individual has the capacity to expand their knowledge of other cultures. Developing cultural competence is a collective responsibility that benefits both workplaces and society at large.