Why Cultural Competence?

The research has shown companies that have a robust diversity program recognize the presence of diversity and the practice of inclusion as the context for innovation. This means having a workforce and community outreach plan that reflects the growing demographic shifts which will help leverage the organization to be the best in class model in this new industry.

Benefits of Cultural Competence

  • A diverse workforce drives economic growth.
  • A diverse workforce can capture a greater share of the consumer market.
  • Recruiting from a diverse pool of candidates means a more qualified workforce.
  • Diversity fosters a more creative and innovative workforce.
  • Businesses need to connect with the changing demographics to become and remain competitive in a global economy.

What is Cultural Competence?

Cultural Competence is an ability to interact effectively with people of different cultures. Cultural competence comprises four components: (a) awareness of one's own cultural worldview, (b) attitude towards cultural differences, (c) knowledge of different cultural practices and worldviews, and (d) cross-cultural skills.


Characteristics of being culturally competent

  • Gender and diversity equity
  • Civil communication
  • Teamwork and employee participation
  • Representation of all groups and employee perspectives at all levels.


We leverage and ethnographic approach to consulting.

Ethnographers report what they understand (about a culture): sounds are transcribed into texts; utterances are presented as stories or conversations; events and processes are interpreted or explained.” [1] Ethnographic research entails a complete immersion in the community under study. The attendant complexity of this subject matter will require an immersion into your system that simultaneously acknowledges the fact that the composition of your business or organization may be of varying ethnic, socioeconomic, and geographic backgrounds. To that end, we developed a rubric from a series of questionnaires/interviews/focus groups that aided in providing recommendations and subsequent strategies. For the assessment to be based upon authentic data, our ethnographic immersion must be subtle, and we must be allowed the time and “space” to effectively understand how you conduct business.

Johannes Fabian. “Ethnographic Misunderstanding and the Perils of Context.” American Anthropologist, 97(1) p41, 1995.