Cultural Competence Evaluation: Understanding Cultural Sensitivity

Introduction

It has become increasingly apparent, through our expanding global community, that communication and culture are intrinsically linked. As a result, it has become fundamental that we nurture the competence to engage with people across cultures different from our own. Developing cultural intelligence, however, is not only tied to the awareness of others; it demands cognizance of self as well. This is cultural sensitivity essay and in this paper, I will be evaluating my cultural sensitivity and cultural profile, as measured by two online tests and reflecting on how I may overcome the limitations of both to communicate more proficiently in our diverse world. 

Cultural Sensitivity and Profile Results 

My intercultural sensitivity, which Kubokawa and Ottaway define as one’s recognition, regard and appreciation of other cultures, was measured using the LINK-Inc. project’s “Intercultural Sensitivity Scale”. Out of a total of 120, I scored 82 points, indicating a consideration for cultural differences and a desire to better embrace them. My cultural profile, on the other hand, was evaluated through the Harvard Business Review’s “What’s Your Cultural Profile?” test. This test aimed to assess the correlation between behaviour and cultural dimensions, a culture’s “value constructs”. As Cardon and Okoro cite House, Hanges, Javidan, Dorfman and Gupta as noting, communication practices and cultural values are not synonymous; rather, our practices are a demonstration of the extent to which we apply those values. In this way, our cultural profiles are telling of the degree to which our cultural differences impact our interactions across cultures. Amongst the eight dimensions that the assessment measured, I showed a greater inclination towards “low-context” communication, “indirect” negative evaluation, “principles-based” persuasion, “hierarchical” leadership, “top-down” decision-making, “relationship-based” trust, confrontation aversion and “flexible” scheduling. 

Reflection of Results 

I believe my cultural sensitivity score is a true reflection of my cultural awareness and genuine drive to rid myself of ignorance. These traits are likely to have resulted from the experiences I have had growing up in Mozambique and attending international schools within and outside of Africa, both of which exposed me to cultural heterogeneity and thus, taught me to engage cross-culturally. Though I regard this score positively, I also recognise that it is not within the highest possible tier. A probable explanation for this may be the uncertainty I encountered in affirming statements such as “I always know what to say…” or “I am very observant when interacting with people from different cultures.” There is a degree of reluctance I have when engaging with others across cultures, at times for fear of saying something nescient, while at others, for feeling wary about my opposing views. Recognising the relativity of worldviews has aided me in the latter aspect as I no longer hold views to be right or wrong, but see them instead as alternatives, moulded to suit each person’s or culture’s individual perception of reality. Nonetheless, there is much room for growth in regards to the former. I have realised through this assessment that my habit of concealing nescience in silence is counterproductive and only serves to limit the opportunities I have for developing cultural competence. The culture profile test did not specifically account for my Mozambican nationality. Nevertheless, it enlightened me to the possible limitations that general African values may cause in my cross-cultural engagements. African culture is traditionally hierarchical and collectivist. Based on Seed’s, as well as Cardon and Okoro’s studies, this should, respectively, imply a natural concern for community and a tendency towards more integrating and compromising styles of conflict resolution. These assumptions were partially confirmed in my inclinations towards hierarchical leadership and top-down decision-making. Moreover, I found that my partiality towards direct, low-context communication may be the cause for my difficulty in noticing subtle cross-cultural cues in conversation. Similarly, my preference for indirect criticism and conflict aversion may explain my previously mentioned reluctance towards confronting cultural disparities.

Conclusion

This paper sought to examine the current state of my cultural intelligence, and the outcomes of this assessment have left me optimistic about the progress of my intercultural competence. My degree of cultural sensitivity has reaffirmed my willingness to embrace differences and propelled my ambition to do so. Apart from the communicating, evaluating and trusting dimensions, my cultural profile was generally centred, which to me communicates my potential for improving my adaptability to different cultural practices. I know now that it does not suffice to simply accept the existence of other cultures; I must progress to understanding others’ beliefs and customs. Doing so will require that I acknowledge my ignorance within the contexts in which they exist, and this means seeking answers to the doubts I have regarding cultural differences directly from the people who live them. As Meekins  reinforces, it is only through conversation that we can demystify our differences and make the most of what diversity has to offer.