Table of Contents
This module is designed to equip professionals in the international cooperation sector with the knowledge and skills necessary to foster culturally competent engagement. In a sector where diverse cultural contexts and perspectives intersect, it is vital to move beyond awareness toward meaningful cultural humility and sustained commitment. This module covers essential terminology, explores historical and contemporary contexts of cultural competency, and introduces key frameworks to help participants integrate these concepts into their daily work. Through guided reflection, practical case studies, and interactive activities, participants will build a personal commitment to culturally competent practices and begin a journey toward deeper cultural humility. This course supports ongoing growth, offering tools to foster respectful, inclusive, and equitable partnerships in international cooperation settings
1. Key Terminology and Contexts
- Gain a thorough understanding of essential terminology related to cultural competency, including cultural awareness, cultural humility, and intersectionality.
- Analyze the historical roots and contemporary dynamics of cultural competency, especially as they apply to international cooperation, to recognize how power, privilege, and systemic inequality influence cross-cultural interactions.
2. Frameworks and Practical Application
- Learn to differentiate and integrate key frameworks for cultural competency, such as the cultural iceberg model, intercultural competence frameworks, and anti-oppressive approaches, into professional practices.
- Apply these frameworks through real-world case studies and problem-solving activities that simulate cultural challenges faced in international cooperation work, encouraging both individual and group-based learning.
3. Personal Reflection and Commitment
- Engage in deep, ongoing self-reflection to examine personal biases, assumptions, and worldviews, understanding how these shape professional interactions and decision-making.
- Cultivate a personal commitment to anti-racist and culturally competent practices by setting clear goals, acknowledging areas for growth, and identifying strategies to continually refine these practices within your work and personal life.
4. Ongoing Growth and Cultural Humility
- Move beyond basic cultural awareness by actively practicing cultural humility—acknowledging the limits of your knowledge and continuously learning from others’ lived experiences.
- Develop a personalized, sustainable plan for ongoing professional and personal development in cultural competency, ensuring that this journey evolves with changing global contexts and emerging challenges in the international cooperation sector.
This module is structured around 3 learning sessions and takes approximately 4 to 5 hours to complete.
- Session 1: 50 minutes
- Session 2: Individual activities
- Session 3: 50 minutes
We suggest that you respect the order of the learning sessions, as the proposed structure enables learning from the individual to the organizational level.
Icon legend:
- Duration
- Learning target - Individual level
- Learning target - Organizational level
- Important information
- Interactive session (activities)
- Recommended supplies
- Support material for the session
1. Understanding cultural competency in the context of international cooperation
- 50 minutes
- Individual level
- Paper and pencil for note-taking
This first presentation in the cultural competency module, delivered by Shanese Steele, provides an introduction to culturally competent engagement for professionals in the international cooperation sector. The presentation emphasizes the importance of understanding and respecting diverse cultural backgrounds, highlighting key concepts such as cultural awareness, intersectionality, and power dynamics. Participants are guided through self-reflective exercises to unpack their positionality, biases, and privileges, with the goal of fostering more equitable and respectful relationships in their work. The session also covers best practices for engaging with globally racialized and Indigenous communities and explores frameworks for anti-racist, decolonial, and feminist approaches.
Key Takeaways:
- Understanding Cultural Competency: Participants will gain a foundational understanding of cultural competency, focusing on the knowledge, skills, and attitudes needed to engage effectively and respectfully with diverse communities.
- Intersectionality and Power Dynamics: The session highlights the importance of recognizing and addressing the complex ways in which individuals’ intersecting identities influence their experiences, while also unpacking the power dynamics present in international development and humanitarian work.
- Self-Reflection and Positionality: Through self-reflective exercises, participants will explore their own identities, biases, and privileges to better understand how these factors impact their interactions and decision-making processes.
- Best Practices for Engagement: Participants will learn best practices for building trust, fostering collaboration, and promoting culturally sensitive, locally-led solutions when working with marginalized and Indigenous communities.
2. Cultural Competency - Reflexion activities
- Individual reflexion
A. Cultural awareness self-assessment quiz
This interactive self-assessment encourages participants to reflect on their own levels of cultural competency. By answering a series of questions about their interactions, communication styles, and approaches to cultural diversity, participants will gain insight into their current practices and attitudes toward cross-cultural engagement. The questions cover key areas such as frequency of interaction with different cultures, adaptability in communication, efforts to learn about local traditions, and the involvement of local communities in decision-making. Participants will also explore their own cultural awareness, biases, and responses to mistakes or misunderstandings in cross-cultural contexts.
The scoring system provides an opportunity for self-evaluation, with higher scores indicating a stronger commitment to cultural competency. This activity helps participants identify areas for growth and encourages proactive reflection on their ability to engage respectfully and effectively in diverse cultural environments.
Key Reflection Areas:
- Frequency and depth of cross-cultural interactions.
- Efforts to learn and adapt to new cultural contexts.
- Comfort with handling cultural misunderstandings and conflicts.
- Involvement of local communities in decision-making processes.
- Awareness of personal biases and commitment to cultural humility.
- How often do you meaningfully interact with people from different cultural backgrounds?
- Rarely (1 point)
- Occasionally (2 points)
- Frequently (3 points)
- Almost daily (4 points)
- When encountering a new culture, do you intentionally and proactively seek to understand its customs and traditions?
- Not at all (1 point)
- Sometimes (2 points)
- Often (3 points)
- Always (4 points)
- How comfortable are you with adapting your communication style to fit different cultural contexts?
- Very uncomfortable (1 point)
- Somewhat uncomfortable (2 points)
- Comfortable (3 points)
- Very comfortable (4 points)
- Do you make an effort to learn key phrases in the local language when working in a different country?
- Never (1 point)
- Rarely (2 points)
- Sometimes (3 points)
- Often (4 points)
- How often do you reflect on your own cultural identity, biases, and assumptions?
- Never (1 point)
- Rarely (2 points)Sometimes (3 points)
- Often (4 points)
- When planning projects or initiatives, how much do you involve local community members in the decision-making process?
- Not at all (1 point)
- Minimally (2 points)
- To some extent (3 points)
- Significantly (4 points)
- How well do you handle misunderstandings or conflicts that arise due to cultural differences?
- Poorly (1 point)
- Adequately (2 points)
- Well (3 points)
- Very well (4 points)
- Do you consider and/or prioritize cultural norms and values when designing and implementing projects?
- Never (1 point)
- Rarely (2 points)
- Sometimes (3 points)
- Always (4 points)
- How familiar are you with the concept of cultural humility?
- Not familiar at all (1 point)
- Somewhat familiar (2 points)
- Familiar (3 points)
- Very familiar (4 points)
- How do you respond when you realize you have made a mistake or caused harm?
- Ignore it (1 point)
- Feel embarrassed but don’t address it (2 points)
- Apologize and move on (3 points)
- Apologize, seek to understand, and make meaningful change (4 points)
- 10-20 points: Emerging Cultural Awareness
- You are at the beginning stages of developing cultural awareness. Consider seeking out more opportunities to engage with different cultures and reflect on your own cultural biases.
- 21-30 points: Developing Cultural Awareness
- You have a basic understanding of cultural awareness and make some efforts to adapt. Continue to build on this foundation by deepening your understanding and seeking out diverse experiences.
- 31-35 points: Competent Cultural Awareness
- You demonstrate a good level of cultural awareness and actively seek to understand and respect different cultures. Continue to enhance your skills and share your knowledge with others.
- 36-40 points: Advanced Cultural Awareness
- You have a high level of cultural awareness and are skilled at navigating cross-cultural situations. Continue to model cultural competency and mentor others in developing these skills.
- What are some cultural biases or assumptions you hold that you were unaware of before taking this quiz?
- How can you improve your cultural awareness in your professional role?
- What specific actions can you take to better integrate cultural competency into your daily work?
B. Reflective Questions about personal cultural biases and assumptions
Description: This reflective exercise encourages participants to deeply explore their own cultural norms, biases, and assumptions. Through a series of introspective questions, participants will examine how their cultural background influences their behaviour, how they perceive and engage with others, and the impact of biases or stereotypes on their interactions. The activity also asks participants to reflect on experiences of feeling marginalized, their openness to feedback, and challenges they face in understanding other cultures.
By identifying areas for growth, participants will be encouraged to challenge their biases, foster empathy, and take actionable steps toward creating more inclusive and culturally competent environments in their professional roles.
Key Reflection Areas:
- Awareness of personal cultural norms and values.
- Recognizing and addressing assumptions, stereotypes, and biases.
- Understanding reactions to cultural differences and openness to feedback.
- Developing strategies to create a more inclusive and respectful environment.
- What are my own cultural norms and values?
- Think about aspects of your culture that influence your behaviour, such as communication style, time perception, and social hierarchy. Think about where they might come from and how they affect how you engage with others.
- Can I recall a time when I made an assumption about someone based on their culture? What happened?
- Reflect on the outcome and how it affected your interaction or relationship.
- How do my cultural biases influence my interactions with others?
- Consider how your preconceived notions might shape your expectations and behaviours. Examine your relationship to these biases how open are you to letting them go?
- What stereotypes do I hold about certain cultures?
- Identify any stereotypes and consider how they might impact your work and relationships. Try challenging them, how does it feel?
- How do I react when I encounter cultural practices different from my own?
- Assess whether you feel discomfort, curiosity, or acceptance, and why. What is fuelling these reactions and how can you use it to shape your journey towards cultural competent engagement?
- Have I ever felt misunderstood or marginalized because of my culture?
- Reflect on this experience to develop empathy for others who may feel the same. It’s important to note that if you are from a dominant culture this should shape your reflection.
- What steps can I take to become more aware of my cultural biases?
- Think about actions such as educating yourself, seeking diverse experiences, and engaging in conversations about culture. How can you intentionally challenge yourself and face discomfort? How do you feel that your cultural identity support or hinder these reflections?
- How open am I to receiving feedback about my cultural competency?
- Consider how you handle constructive criticism regarding your cultural awareness. Are you invested in accountability?
- What cultural behaviours do I find challenging to accept or understand?
- Reflect on why these behaviours are challenging and how you can approach them with an open mind.
- How can I create a more inclusive environment in my professional role?
- Identify specific actions you can take to foster inclusion and respect for diverse cultures. How do you
3. Building cross cultural competency
- 50 minutes
- Individual level
- Paper and pencil for note-taking
DESCRIPTION: This second presentation, delves into practical applications and deeper reflections on building cross-cultural competency. The session covers foundational concepts, such as the importance of cultural awareness, humility, and the critical role of self-reflection in enhancing competency. The focus is on understanding the significance of applying cultural knowledge in everyday interactions and organizational practices. Case studies, interactive exercises, and tools for ongoing personal and professional development are used to help participants navigate cultural differences more effectively.
Key Takeaways:
- Cultural Competency in Practice: Participants will learn how to apply cultural understanding in real-world scenarios, emphasizing continuous reflection, learning, and action.
- Power of Self-Reflection: Using diverse frameworks and self assessments the presentation highlights the importance of personal and organizational self-reflection in recognizing biases, positionality, and their impact on cross-cultural engagement.
- Effective Communication Skills: Participants will gain tools to improve communication across cultures, including understanding non-verbal cues, active listening, and culturally appropriate engagement strategies.
- Ongoing Journey: Cultural competency is not a one-time effort but a continuous process of learning, adaptation, and building equitable relationships across cultures. Participants will leave with practical strategies for ongoing development.
4. Cultural competency activities
- Individual level
- Organizational level
- Group activities
- Paper and pencil for note-taking
A. Case studies
Case Study 1: Conflicting Health Practices
Scenario: A Canadian health organization is running a vaccination campaign in a remote area of Ethiopia. The local community relies heavily on traditional medicine and is suspicious of Western medical practices. The health workers insist on vaccinating children without explaining the benefits in a culturally sensitive manner, leading to resistance and mistrust.
Issues:
- Conflict between traditional and Western medical practices
- Lack of culturally appropriate health education
- Mistrust and fear due to historical context
Discussion Questions:
- What deeper cultural and historical factors contribute to the community’s resistance?
- How could the health workers have approached the vaccination campaign to build trust?
- What strategies can be used to integrate traditional beliefs with modern medical practices?
Case Study 1: Conflicting Health Practices
Scenario: A Canadian health organization is running a vaccination campaign in a remote area of Ethiopia. The local community relies heavily on traditional medicine and is suspicious of Western medical practices. The health workers insist on vaccinating children without explaining the benefits in a culturally sensitive manner, leading to resistance and mistrust.
Issues:
- Conflict between traditional and Western medical practices
- Lack of culturally appropriate health education
- Mistrust and fear due to historical context
Discussion Questions:
- What deeper cultural and historical factors contribute to the community’s resistance?
- How could the health workers have approached the vaccination campaign to build trust?
- What strategies can be used to integrate traditional beliefs with modern medical practices?
Case Study 1: Conflicting Health Practices
Scenario: A Canadian health organization is running a vaccination campaign in a remote area of Ethiopia. The local community relies heavily on traditional medicine and is suspicious of Western medical practices. The health workers insist on vaccinating children without explaining the benefits in a culturally sensitive manner, leading to resistance and mistrust.
Issues:
- Conflict between traditional and Western medical practices
- Lack of culturally appropriate health education
- Mistrust and fear due to historical context
Discussion Questions:
- What deeper cultural and historical factors contribute to the community’s resistance?
- How could the health workers have approached the vaccination campaign to build trust?
- What strategies can be used to integrate traditional beliefs with modern medical practices?
B. Role-Playing Exercises to practice cultural competency skills
Exercise 1: Navigating Conflicting Beliefs
Roles:
- Aid worker
- Local community leaders
- Observer(s)
- The aid worker engages in a dialogue with community leaders to discuss the program, seeking to find common ground and respectful ways to introduce the concept.
- Observers provide feedback on the aid worker’s cultural sensitivity, negotiation skills, and ability to build trust.
Debrief:
- Discuss what strategies worked well and what could be improved.
- Reflect on the importance of understanding and respecting deep-seated beliefs while promoting beneficial programs.
Exercise 2: Balancing Cultural Respect with Program Goals
Roles:
- Program manager (aid worker)
- Local elders
- Observer(s)
- The program manager facilitates a meeting with local elders to seek their input and approval, demonstrating respect for their authority.
- Observers assess how well the program manager navigates cultural hierarchies and incorporates elders' perspectives.
Debrief:
- Evaluate the interaction and discuss ways to enhance cultural respect while achieving program goals.
- Highlight the importance of involving local leaders in the decision-making process.
Exercise 3: Addressing Gender-Specific Challenges
Roles:
- Female staff member (aid worker)
- Male community member
- Observer(s)
- The female staff member devises a culturally appropriate strategy to communicate health information, possibly through male intermediaries or community events.
- Observers provide feedback on the approach’s cultural sensitivity and effectiveness.
Debrief:
- Discuss the challenges faced and the solutions proposed.
- Reflect on the importance of understanding gender dynamics and finding innovative ways to deliver services.