When we say that different cultural and ethnic groups have different worldviews, we mean that:

There is no doubt that cultural awareness promotes cultural safety – the gold standard of inclusion, equality, staff welfare and organisational success.

If you are investigating the potential options to introduce Torres Strait Islander and Aboriginal cultural competency training into your workplace, it is worth understanding the vital components of a robust learning framework.

Today we answer the question, “What are the four features of cultural competence?”, as a way to showcase the skills and knowledge that will benefit your workforce – and what to look for in a quality educational process.

What Does Cultural Competence Mean?

Somebody who is culturally competent can empathise, acknowledge, and interact effectively with individuals of cultures different from their own.

This ability is essential in a diverse world with a wealth of ideas, experiences and perspectives to study and grow from.

Multicultural competency provides a basis for excellent communications, dynamic collaborations and an accessible, inclusive workplace with cross-cultural teams working side by side.

There are several elements to cultural competence:

  • An understanding of our own cultures and ethnicities.
  • Openness to discover different cultural principles and worldviews.
  • Demonstrating positivity towards the value of cultural differences.

The four features we’ve mentioned all play a part: awareness, attitude, knowledge, and ability.

1. Cultural Competence Awareness

Any learning process begins with self-awareness, assessing our beliefs and values, along with the way they may impact how we form ideas about others or interpret different behaviours and responses.

Awareness also means determining ways we may be unconsciously biassed or noting blind spots that need to be addressed.

2. Cultural Competence Attitude

Put simply, an open approach is necessary to ensure we realise our deeply held beliefs and how that feeds into our emotional responses when we encounter cultural differences.

There are inherent variances in attitudes towards diversity and equality between communities and ethnic groups, usually due to exposure, discrimination, and oppression within our sphere of experience and interpretation.

3. Cultural Competence Knowledge

Many of us are uninformed about diverse cultures, and knowledge can profoundly affect how we behave and show consideration.

For example, knowing how culture impacts problem solving, management styles, or asking for help can benefit cross-cultural communications.

We don’t know what we don’t know, so cultural competence necessitates a learning process to fill those gaps in our knowledge.

4. Cultural Competence Ability

The fourth element of cultural competence is the ability or skill to put that knowledge and self-analysis into action in proactive and positive ways.

It’s great to have a solid awareness, but we need to practise skills and apply that competence to avoid unintentional discrimination or bias.

Why is Cultural Competence so Important?

Australia is composed of a diverse range of individuals with different racial and ethnic backgrounds, including Torres Strait Islander and Aboriginal people with a distinct history and cultural identity.

We all need to engage and interact with each other in our daily lives and in the workplace, which gives us broader opportunities to build relationships.

A lack of cultural competence makes it impossible to develop those connections without navigating cultural barriers, exercising empathy and respect, or appreciating varying socioeconomic statuses.

Cultural competence encompasses accepting and recognising cultural beliefs, backgrounds and behaviours to help us showcase equality, inclusion and diversity.

How Can Organisations Improve Cultural Competence?

Increasing cultural competence requires an ongoing effort and continued skill development.

There are several ways to initiate a journey of discovery and education, which may begin with:

  • Listening and learning: many of us are not experts in every culture. It is important to accept this and ask those questions to understand what we don’t yet know and embrace the opportunity to comprehend.
  • Self-awareness: committing to self-assessment and critique can help us to identify unconscious bias and re-evaluate the way we approach the world through the lens of our own culture and experience.
  • Education: cultural competence training is an effective way to familiarise yourself and your teams with the different perspectives around you, enhancing your knowledge and skills through learning programmes to work through each step to build a solid foundation.

An acknowledgement of our own worldviews, a positive approach towards cultural differences, and knowing how to put that education to good use is an excellent way to improve cultural competence and demonstrate positive leadership.

Organisations in Australia that welcome diversity and make concerted efforts to advocate for the importance of cultural competency benefit from a broader range of talent and more successful, respectful customer engagements.

The process leads to more open-minded environments, where employees can respect varying viewpoints, improving teamwork and providing a basis for culturally synergised collaborations with hugely positive outcomes.

In order to continue enjoying our site, we ask that you confirm your identity as a human. Thank you very much for your cooperation.

Home Lifestyles & Social Issues Sociology & Society

race, the idea that the human species is divided into distinct groups on the basis of inherited physical and behavioral differences. Genetic studies in the late 20th century refuted the existence of biogenetically distinct races, and scholars now argue that “races” are cultural interventions reflecting specific attitudes and beliefs that were imposed on different populations in the wake of western European conquests beginning in the 15th century.

The modern meaning of the term race with reference to humans began to emerge in the 17th century. Since then it has had a variety of meanings in the languages of the Western world. What most definitions have in common is an attempt to categorize peoples primarily by their physical differences. In the United States, for example, the term race generally refers to a group of people who have in common some visible physical traits, such as skin colour, hair texture, facial features, and eye formation. Such distinctive features are associated with large, geographically separated populations, and these continental aggregates are also designated as races, as the “African race,” the “European race,” and the “Asian race.” Many people think of race as reflective of any visible physical (phenotypic) variations among human groups, regardless of the cultural context and even in the absence of fixed racial categories.

The term race has also been applied to linguistic groups (the “Arab race” or the “Latin race”), to religious groups (the “Jewish race”), and even to political, national, or ethnic groups with few or no physical traits that distinguish them from their neighbours (the “Irish race,” the “French race,” the “Spanish race,” the “Slavic race,” the “Chinese race”, etc.).

For much of the 20th century, scientists in the Western world attempted to identify, describe, and classify human races and to document their differences and the relationships between them. Some scientists used the term race for subspecies, subdivisions of the human species which were presumed sufficiently different biologically that they might later evolve into separate species.

At no point, from the first rudimentary attempts at classifying human populations in the 17th and 18th centuries to the present day, have scientists agreed on the number of races of humankind, the features to be used in the identification of races, or the meaning of race itself. Experts have suggested a range of different races varying from 3 to more than 60, based on what they have considered distinctive differences in physical characteristics alone (these include hair type, head shape, skin colour, height, and so on). The lack of concurrence on the meaning and identification of races continued into the 21st century, and contemporary scientists are no closer to agreement than their forebears. Thus, race has never in the history of its use had a precise meaning.

Although most people continue to think of races as physically distinct populations, scientific advances in the 20th century demonstrated that human physical variations do not fit a “racial” model. Instead, human physical variations tend to overlap. There are no genes that can identify distinct groups that accord with the conventional race categories. In fact, DNA analyses have proved that all humans have much more in common, genetically, than they have differences. The genetic difference between any two humans is less than 1 percent. Moreover, geographically widely separated populations vary from one another in only about 6 to 8 percent of their genes. Because of the overlapping of traits that bear no relationship to one another (such as skin colour and hair texture) and the inability of scientists to cluster peoples into discrete racial packages, modern researchers have concluded that the concept of race has no biological validity.

Get a Britannica Premium subscription and gain access to exclusive content. Subscribe Now

Many scholars in other disciplines now accept this relatively new scientific understanding of biological diversity in the human species. Moreover, they have long understood that the concept of race as relating solely to phenotypic traits encompasses neither the social reality of race nor the phenomenon of “racism.” Prompted by advances in other fields, particularly anthropology and history, scholars began to examine race as a social and cultural, rather than biological, phenomenon and have determined that race is a social invention of relatively recent origin. It derives its most salient characteristics from the social consequences of its classificatory use. The idea of “race” began to evolve in the late 17th century, after the beginning of European exploration and colonization, as a folk ideology about human differences associated with the different populations—Europeans, Amerindians, and Africans—brought together in the New World. In the 19th century, after the abolition of slavery, the ideology fully emerged as a new mechanism of social division and stratification.