Cultural Sensitivity Vs. Cultural Competence

8 mins read

by Pete Ford

Updated On Sep 12, 2024

Content

In today's changing business landscape, the need for cultural sensitivity and cultural competence in the workplace continues to grow.

A report published by Latino Observatory Organization showed that the multicultural population in the US has increased by about 4 million, and this growth will double in the coming years.

As globalization grows rapidly, companies will employ people from various backgrounds. They will also have clients from different parts of the world and venture globally. When the organization becomes more diverse, it is essential for HR and Business Leaders to implement policies and best practices to support varying backgrounds and points of view.

Failure to embrace cultural sensitivity and competence can lead to missed business deals and workplace issues. For example, misunderstanding or not aligning with a client’s cultural norms can hinder relationship building and result in missed business deals. Similarly, ignoring employees' diverse needs can lead to low morale or high turnover, harming team productivity and company growth.

Cultural sensitivity and cultural competence among teams are crucial for an organization's competitive advantage, especially in today's interconnected market.

In this post, we explain the two concepts in depth.

You will learn why cultural inclusivity and cultural competence matter for organizations' success and continuity. We will also explain the role of cultural sensitivity and cultural competence training in building these important skills.

Let’s get into it!

What is Cultural Sensitivity?

According to Global Cognition, cultural sensitivity means recognizing and embracing cultural differences.

Basically, being culturally sensitive implies an individual’s ability to withhold judgment of cross-cultural practices and effectively deal with differences.

Let us put this into perspective;

When employees lack cultural sensitivity and competence, misunderstandings, poor communication, and exclusion may arise, damaging relationships with clients and colleagues. This can result in lost business opportunities, especially in diverse markets. Embracing both fosters inclusive environments improves collaboration, and opens doors to global partnerships, enhancing business growth and success.

What’s Cultural Competence in the Workplace?

According to Maryville University, cultural competence refers to an organization's overall respect for and understanding of different cultures as defined by nationalities, religions, languages, and ethnicities.

Therefore, cultural competence skills enable employees, managers, and business leaders to work productively with people from diverse cultures. A culturally competent organization creates a psychologically safe workplace where employees from different backgrounds work comfortably.

Cultural competence goes beyond cultural sensitivity by involving some skills and knowledge. According to Global Recognition, cultural competence comprises four aspects namely;

A diplomatic mindset
Agile cultural learning
Reasoning about other cultures
A disciplined approach to intercultural interactions

Cultural competence is about applying the skills and knowledge that help you learn, reason, solve problems, and ensure comfortable real-world interactions. Hence cultural competence focuses on fostering an inclusive and respectful environment where everyone thrives.

Employees, managers, and business leaders can achieve cultural competence through training, education, and continuous practice of the skills.

Cultural Sensitivity vs. Cultural Competence Across Key Business Areas

In understanding the differences between cultural sensitivity and cultural competence, it's important to recognize that sensitivity centers on understanding, awareness, and recognition of cultural differences.

In contrast, competence focuses on the implementation of protocols and processes to build a more diverse and inclusive workplace.

The following table outlines these distinctions in detail.

Cultural Sensitivity vs. Cultural Competence Across Key Business Areas

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Key Business Areas	Cultural Sensitivity	Cultural Competence	Relevant Training Courses
World View	Understanding that people's worldviews are shaped by their cultural backgrounds, involving open-mindedness and respect for diverse perspectives.	Implementing policies that consider and respect diverse worldviews, ensuring inclusivity in organizational practices and decision-making.	Cross-Cultural Leadership
Communication	Recognizing that communication styles differ across cultures, being open to different ways of expressing ideas, listening actively, and avoiding assumptions.	Creating communication protocols that respect linguistic diversity, offering translation services or language support, and promoting inclusive dialogue.	Intercultural Communication, Influential Communication, Strategic Internal Communication Skills
Etiquette	Being aware that social norms and manners vary across cultures and showing respect by adapting to different expectations.	Establishing guidelines for proper behavior that accommodate various cultural norms and expectations, ensuring that everyone feels respected and understood.	Telephone Etiquette
Hierarchy	Recognizing that some cultures place high importance on hierarchical structures, influencing decision-making and interactions.	Integrating cultural differences in hierarchy into management structures, allowing for respectful adherence to formalities while promoting equal opportunities.	Organizational Behavior
Timeliness	Understanding that punctuality and perceptions of time differ, with some cultures being more flexible and others more rigid.	Offering flexibility in schedules or deadlines, understanding that different cultures have varying perceptions of time and punctuality.	Effective Time Task & Work Planning
Values	Being sensitive to core cultural values that shape behaviors, priorities, and motivations.	Incorporating diverse cultural values into organizational policies, ensuring decisions and practices align with the core beliefs of different groups.	Compassionate Leadership
Diversity	Acknowledging and respecting the diverse backgrounds, perspectives, and experiences of individuals within any setting.	Creating policies that promote diversity and inclusion, ensuring that all cultural backgrounds are represented and valued within the organization.	Workplace Diversity
Holidays and Celebrations	Being mindful of different religious and cultural holidays, and showing respect by acknowledging and accommodating these occasions.	Allowing flexible time off for religious or cultural holidays and encouraging the celebration of diverse cultural events within the workplace.	N/A
Dietary Restrictions	Recognizing cultural variations in dietary restrictions and showing respect for these norms in professional or social environments.	Providing meal options that respect various dietary restrictions due to religious or cultural beliefs, ensuring inclusivity during company events or gatherings.	N/A
Dress Codes	Recognizing cultural variations in acceptable attire and showing respect for these norms in professional or social environments.	Developing dress code policies that accommodate cultural attire, ensuring that employees feel comfortable and respected in their cultural clothing choices.	N/A
Gender Roles	Being aware of cultural differences in gender expectations and dynamics, and approaching them with respect and sensitivity.	Establishing policies that recognize and respect different cultural views on gender roles, while promoting gender equality and empowerment.	Sensitivity Training
Religious Practices	Acknowledging and respecting religious rituals, practices, and observances in both personal and professional settings.	Offering designated spaces and time for prayer or religious practices, and accommodating religious observances within work schedules.	N/A
Work-Life Balance	Understanding that different cultures have varying expectations of work-life balance and respecting these boundaries.	Adapting work-life balance policies to reflect cultural expectations, such as family commitments or religious observances, to ensure all employees' needs are met.	Work-Life Balance, Mindfulness
Personal Space	Being sensitive to cultural differences in the concept of personal space and physical proximity.	Ensuring awareness and accommodation of different cultural norms regarding physical proximity and personal space in the workplace.	N/A
Accents and Dialects	Recognizing the diversity in speech patterns, accents, and dialects, and showing respect by listening without prejudice.	Providing training or resources to improve understanding and reduce bias related to accents or dialects, creating an inclusive communication environment.	Unconscious Bias, Accent Neutralization
Humor	Understanding that humor varies widely across cultures, and being careful not to use or interpret jokes in ways that may be offensive.	Establishing guidelines for appropriate workplace humor that respects cultural sensitivities and prevents misunderstandings or offense.	N/A
Non-Verbal Communication	Being mindful that gestures, eye contact, and body language have different meanings across cultures.	Educating employees about the differences in non-verbal communication across cultures to enhance mutual understanding and prevent misinterpretation.	Active Listening, Body Language
Family Roles	Acknowledging that family dynamics and roles differ in various cultures, especially in decision-making processes.	Creating family-friendly policies that respect the different cultural roles and responsibilities regarding family, such as maternity/paternity leave and caregiving support.	N/A
Punctuality	Understanding that time management and punctuality hold different levels of importance in different cultures.	Implementing flexible work schedules that account for cultural differences in punctuality, while maintaining accountability for deadlines and productivity.	N/A
Feedback Styles	Recognizing that some cultures may be direct in giving feedback, while others prefer a more indirect or gentle approach.	Training managers to adapt their feedback style to accommodate cultural preferences for direct or indirect communication, ensuring constructive and respectful feedback.	Constructive Feedback, Peer-to-Peer Feedback
Conflict Resolution	Being aware that approaches to conflict resolution vary, with some cultures favoring direct confrontation and others preferring to avoid conflict.	Establishing conflict resolution procedures that respect cultural differences in how disputes are handled, promoting a fair and peaceful resolution process.	Effective Complaint Handling Skills
Team Dynamics	Understanding that teamwork and collaboration can be influenced by cultural expectations of hierarchy, leadership, and communication.	Facilitating team-building activities that recognize cultural differences in communication and leadership styles, ensuring harmonious and productive collaboration.	Building Team Synergy
Learning Styles	Recognizing that individuals from different cultures may have varied approaches to learning, including preferences for interactive or independent study.	Customizing training programs to accommodate various cultural learning preferences, from interactive to independent methods.	N/A
Customer Interactions	Being sensitive to cultural norms in business etiquette, customer service expectations, and relationship-building with clients.	Adapting customer service approaches to be culturally appropriate, ensuring all customers feel respected and valued regardless of their background.	Customer Service Training, Consumer Behavior, Client Management, Handling Challenging Customers, Customer Retention
Marketing Content	Understanding that cultural context influences how marketing messages are received, and ensuring content is appropriate for diverse audiences.	Tailoring marketing messages to be culturally relevant and sensitive, ensuring that content resonates with diverse audiences without stereotyping or exclusion.	Marketing Strategy and Planning Email Writing and Etiquettes
Long-Term Impact	Acknowledging that the long-term impact of cultural sensitivity fosters trust, inclusiveness, and better relationships in both personal and professional settings.	Implementing practices that foster long-term cultural competence, promoting ongoing education, inclusivity, and respect within the organization to ensure sustainable positive relationships.	Cultural Sensitivity

Why both Cultural Sensitivity and Cultural Competence are Essential for Organizations

Cultural competence and sensitivity play crucial roles in promoting workplace diversity and inclusivity. As companies become more diverse, they need policies and best practices to support varying backgrounds and points of view.

Creating a culturally sensitive and culturally competent workplace offers benefits to different job roles and during different instances. Here is an overview of these benefits.

Creating Inclusive Workplaces

Cultural sensitivity lays a foundation for an inclusive work environment by promoting awareness and respect among employees of diverse perspectives. Cultural competency turns awareness into actionable inclusivity by equipping business leaders and HR professionals with the knowledge and skills to engage meaningfully.

Developing Inclusive Leadership and Management

Culturally negative leaders often lack awareness of cultural differences, resist adapting policies, and may hold biases that lead to a non-inclusive environment, resulting in low morale and high turnover.

In contrast, culturally positive leaders are aware and respectful of cultural diversity, adapt their policies to be inclusive, and communicate effectively across cultural lines. They create a supportive environment that values diversity, leading to higher employee morale, better retention, and increased productivity.

Inclusive leadership and management, therefore, hinge on cultural sensitivity and competence, which are crucial for fostering a positive and productive workplace.

Helps Businesses Recruit and Retain Experienced Employees

Culture-sensitive HR professionals avoid biases in the hiring process. Cultural competency helps HR professionals implement policies that promote diversity, equity, and inclusivity. When a company is culturally competent, employees feel valued and respected and are less likely to resign.

Improves Client Relationships

Customer-facing employees should be sensitive and competent in dealing with cultural differences. Culturally sensitive employees avoid potential cultural biases that could harm client relationships. On the other hand, culturally competent employees have the skills and the knowledge to operate effectively across borders. For instance, a culturally competent business manager understands how to adjust conflict resolution strategies while working with clients culturally.

Enhanced Team Collaboration

In diverse teams, cultural sensitivity and cultural competence help the employees understand and respect each other’s culture differences. Cultural competence ensures team members recognize differences and how to navigate them to enhance productivity.

Conclusion

Cultural sensitivity and cultural competence training and development offer businesses countless benefits. Ensuring a work environment that embraces cultural diversity and inclusion leaves no room for employee discrimination and client mistreatment.

Therefore, cultural sensitivity and competence are critical in creating a healthy work environment and setting your business up for success. Any organization that wants to minimize employee turnover and build experience talent should embrace cultural inclusivity and competence training and development.