Let's Talk About Cultural Humility

Adapted from Chapter 5: The Power of Cultural Humility, from my soon to be released book. Woke is Not a Four Letter Word. Available soon from Amazon.

For decades, many organisations, educational institutions and community programmes have centralised cultural competence as a core component and learning outcome of their diversity training. Cultural competence – defined as ‘the ability to effectively interact with, understand, and practice within cultures other than one’s own’ – was built on the assumption that with time and practice, we could gain an inherent mastery over different cultures. But cultural competence has now been largely supplanted by a new modality – cultural humility – which offers a more dynamic framework for cross-cultural relationships.

Cultural humility is more than mastery of scientific knowledge about other cultures. It is a paradigm shift in attitudes and approaches to cultural differences and power. Cultural humility is a lifelong process of coming to know oneself, of self-scrutiny and self-critique, of attempting to redress imbalances of power, and of developing respectful and non-paternalistic partnerships with people and communities from different cultures. Here, culture is not about nationality or ethnicity, but about culture in its widest definition.

This most expansive definition of culture includes not just nationality, ethnicity or race, but also other forms of identity and lived experience that shape one’s worldview, behaviours and interactions; this includes, but is not limited to:

Gender Identity and Expression: Acknowledging the gender identification of people who have a gender identity that is transgender, non-binary, or gender nonconforming.

Sexual Orientation: The range of human experiences in terms of sexual identity and sexual attraction, including but not limited to inherently social, historical and cultural identities of lesbian, gay, bisexual, trans, intersex, queer, and other individuals (LGBTQ+).

Socioeconomic Status: How economic conditions and social class impact one’s experiences and worldview.

Disability: Recognising the embodied experiences of those with physical, cognitive or emotional disabilities, and exploring how these aspects of identity can influence the cultural experience.

Age: Differences across generations, and how different age groups perceive and experience the world.

Religion and Spirituality: How religious beliefs, practices and spiritual traditions contribute to cultural identity.

Discourse and communicative behaviour: The influence of interactional and communicative styles on the way people relate to one another.

Geographic Region: Living in different parts of the world. For example, the differences between living in the city versus living in the countryside.

Educational background: how much and what kind of schooling shapes cultural outlooks.

Professional Identity: The norms, values and behaviors of different professions and their impact on one’s cultural identity.

Political Beliefs: The influence of political ideologies and affiliations on cultural identity and interactions.

This broadest definition of culture refers to those influences that provide the raw materials of an individual’s identity, beliefs, values and behaviours. It extends beyond the old emphasis on ethnicity and nationality to include the full spectrum of human difference, including but not limited to such factors as gender, sexuality, ability and other social and individual characterisations.

Cultural humility requires acknowledging and engaging the individual in their multifaceted humanity, with an open, reflective and nonjudgmental stance that avoids presumptions based on one’s own cultural background.

Kimberly Olsen is a distinguished leader in the field of transgender inclusion and a trailblazer for diversity in large corporate environments. As the winner of the 2018 Sapphire Inspire Award, Kimberly's impactful work has set a high standard for inclusion and equity in the business world.

With a wealth of experience in advocating for meaningful change within major corporations, Kimberly has become a leading voice in transforming organizational cultures to embrace diversity and foster genuine inclusion. Her innovative approaches and commitment to creating equitable opportunities have earned her recognition as a key influencer in corporate inclusion strategies.

Kimberly’s dedication extends beyond her professional achievements; she is a passionate advocate for ensuring that all individuals, regardless of their gender identity or background, are valued and empowered in the workplace. Her insights offer invaluable guidance for organizations striving to build inclusive environments where everyone can succeed.

Through her leadership and advocacy, Kimberly continues to inspire and guide corporations towards more inclusive practices, proving that true progress is made when vision meets action.