1.3 Cultural Competence

Figure 1.3.1 – Word Art by Denise Halsey – Hello

Creating cultural competence is essential on college campuses, in our communities, and in the workplace. Cultural competence, as defined by the Intercultural Development Inventory, is the capability to shift cultural perspective and adapt—or bridge—behaviour to commonality and difference.

The IDI⁽¹⁾ is an assessment-driven approach to developing individual intercultural competence and to build cultural competence through adaptation of behaviour to cultural differences and commonalities.

What defines cultural competence, according to college students’ diverse perspectives ranges from a monocultural to intercultural perspective: Denial, Polarization, Minimization, Acceptance, and Adaptation. The monocultural mindset uses cultural differences and commonalities based on an individual’s own cultural perspectives and values and often uses stereotypes as a way to identify cultural differences. The intercultural mindset is more able to make sense of commonalities and differences of culture based on their own cultural practices and values and those of the other’s culture. They are more likely to use cultural generalizations that recognize cultural differences and support more complex perceptions and experiences based on difference and commonality.

Cultural Competence will always be a work in progress.  There are so many differences in the communities that we will work with.  It is important to be aware of people as individuals as well as their culture and populations.  One size does not fit all so it is important to understand that we will serve communities that have different culture backgrounds that may dictate who can do the interview (i.e. Orthodox Jewish Woman would have a female intake worker), as well as those with disabilities, language barriers, or seniors to give a few examples.  This being the case there are times when a neighbour or friend can accompany them to assist with the situation.