Cultural sensitivity training and cultural competency training are both essential in creating an inclusive, understanding, and productive environment at work. However, while these terms are often used interchangeably, they’re not quite the same thing.
In today’s blog, we’ll explore the differences between cultural sensitivity and cultural competency training. We’ll look at why they matter, both for employers and employees, and we’ll share some practical guidance on implementing these types of training for everyone’s benefit.
What Is Cultural Sensitivity Training?
Cultural sensitivity training is all about understanding, acknowledging, and respecting differences among cultures. It focuses on raising awareness of potential biases and improving interpersonal interactions. Ultimately, the goal is to create an inclusive workplace where everyone feels respected and valued. The primary aim is to help employees recognise how their own behaviours, language, and actions may affect people from different backgrounds.
Let’s look at the example of training employees to understand cultural differences regarding holiday celebrations. For instance, in many workplaces, offering flexibility around the Christmas season is common, but employees from other cultural backgrounds may celebrate different holidays that also require flexibility or accommodation. Cultural sensitivity training helps employees and employers develop empathy, making workplaces more welcoming and comfortable for everyone.
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What Is Cultural Competency Training?
While cultural sensitivity focuses on awareness, cultural competency training goes a step further, aiming to equip employees with specific skills to communicate effectively and interact meaningfully across diverse cultures. This is especially relevant in sectors that work with international clients, diverse teams, or multicultural communities.
Cultural competency training often includes skills such as adapting communication styles to suit different cultural expectations, recognising and avoiding culturally inappropriate behaviour, and applying cultural insights to business strategies. For instance, when negotiating with international clients, understanding cultural norms around communication, negotiation styles, and decision-making can help avoid misunderstandings and strengthen relationships.
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Key Differences Between Cultural Sensitivity and Cultural Competency
Let’s now take a look at the main differences between cultural sensitivity training and cultural competency training. These occur across two different areas:
1. Focus and outcomes
The primary difference lies in focus:
- Cultural sensitivity aims to raise awareness of biases and create respect for differences.
- Cultural competency, on the other hand, builds practical skills that improve the way individuals engage and collaborate in a diverse environment.
In short, while cultural sensitivity encourages empathy, cultural competency focuses on functional interaction skills.
2. Training approaches and methods
Cultural sensitivity training might include reflective activities like discussions on recognising and addressing microaggressions, building emotional intelligence, or identifying personal biases. Workshops often use scenario-based learning, where participants can think through hypothetical situations that reveal the impact of language, behaviour, or personal assumptions.
Cultural competency training, however, is typically more hands-on, involving tools like role-playing and real-world case studies to develop cross-cultural communication skills. This could include training on understanding cultural dimensions, like high-context and low-context communication styles, and how they affect business dealings.
Real-World Applications of Each Type of Training
To understand how these types of training play out in the real world, let’s take a look at how they’re practically applied.
Real-world examples of cultural sensitivity
Imagine an office scenario where a team member inadvertently uses a phrase that may carry a negative connotation in another culture. With cultural sensitivity training, they’ll have a better understanding of the possible impact of their words and avoid language that might be unintentionally offensive.
Another example could be respecting dietary restrictions related to religion or culture, especially when planning workplace events or meetings where food is served. These actions build a respectful and welcoming environment by ensuring people feel understood and accepted without having to explain or justify their choices.
Real-world examples of cultural competency
Imagine a company expanding into international markets. In this case, cultural competency training can be essential, equipping employees with the skills to communicate effectively and understand cultural norms in new regions. For instance, if a team member is negotiating with a Japanese client, knowing the importance of hierarchy and indirect communication can help build trust and close deals.
Cultural competency is also crucial in healthcare, where professionals work with patients from diverse backgrounds. Understanding different health beliefs enables practitioners to provide more inclusive, culturally respectful care.
Why Cultural Sensitivity and Competency Training Matter for Employers
Both cultural sensitivity training and cultural competency training play an important role in creating an inclusive and effective workplace.
Here’s why these trainings benefit employers:
Improve employee engagement and retention
An inclusive environment where employees feel valued is a significant factor in boosting morale, loyalty, and retention. Employees who feel that their cultural backgrounds are respected and understood are more likely to stay, feel engaged, and contribute positively to the workplace.
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Enhance brand reputation and expand market reach
Organisations that prioritise diversity and inclusion training, including cultural sensitivity and cultural competency training, often enjoy a stronger brand reputation. This not only attracts a wider talent pool but also enhances the company’s image in the eyes of clients, partners, and stakeholders. By understanding and respecting cultural nuances, companies can better serve diverse customer bases, reaching new markets and building long-term business relationships.
➡️ Bonus reading: How to Attract Candidates from Diverse Backgrounds
Implementing Cultural Sensitivity and Competency Training
If you’re an employer looking to implement these types of training, there are a couple of things you need to be aware of in advance:
Choose the right training programme
Selecting a programme tailored to the organisation’s needs and goals is crucial. Many companies opt for workshops led by experienced trainers or use online courses that offer flexibility. Look for providers with expertise in cultural awareness training, who use evidence-based practices and up-to-date resources.
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Encourage continuous learning
Cultural awareness needs to be an ongoing process, not a one-off task. Employers can support this by organising regular training refreshers, monthly discussions, or workshops on specific cultures and cross-cultural communication. This continuous learning environment strengthens diversity commitment and keeps cultural competency skills sharp.
For example, you could host lunch-and-learns on cultural topics or plan ‘culture weeks’ where employees share insights about their backgrounds. These activities demonstrate the company’s dedication to growth in both productivity and inclusivity.
➡️ Check out: 8 Diversity And Inclusion Activities For The Workplace
Conclusion: Building a More Inclusive Workplace with Cultural Training
In summary, cultural sensitivity training and cultural competency training both play valuable roles in our diverse workplaces. While sensitivity training helps raise awareness and create a respectful work environment, competency training offers practical tools to interact effectively across cultures.
For employers, investing in both types of training isn’t just beneficial for employees but for the entire organisation’s growth and reputation. By building an inclusive, culturally competent workforce, companies can enhance employee satisfaction and build meaningful relationships. As a result, you’ll open new doors in diverse markets.
If you’re an employer looking to build a more inclusive environment, Aspiring to Include can help. Our resource hub for employers is packed with guidance on everything from inclusive recruitment to monitoring EDI figures. You can also connect with diverse talent by posting your latest opportunities on our inclusive job board.
Browse our range of employer services for more information or feel free to get in touch with our team.