​Cultural Awareness, Competence and Humility

Effective leadership in state government means serving diverse communities equitably and supporting teams of people with varied identities, lived experiences and needs. Cultural awareness, cultural competence and cultural humility are core leadership practices that strengthen public trust, improve decision-making and ensure programs and policies meet the needs of all Minnesotans.

Cultural Awareness

Cultural awareness starts with recognizing that people’s behaviors, communication styles and approaches to tasks, feedback and collaboration are shaped by cultural experiences. It also involves noticing how our own cultural lenses influence how we make policy decisions, navigate team dynamics and engage with the communities we serve.

For example, boundaries between work and home vary greatly among different cultures and different lived experiences. Being culturally aware means that when you notice a team member never comes to after-work activities, don’t immediately assume it’s because they are unhappy or disengaged. In many cultures, family comes before anything; maybe this employee’s cultural background is family focused. Alternatively, this person may care for a sick family member right now and because of that lived experience, attending after-work events is not possible.

Being culturally aware is knowing there are many ways to see and be in the world; it doesn’t mean we have to know everything about every single culture. In practice, cultural awareness helps leaders identify differences and disparities, question assumptions and anticipate how policies and practices may affect groups differently.

One tool that can help us deepen our cultural awareness is the Intercultural Development Inventory, also referred to as the IDI. The IDI is an internationally utilized tool that provides individuals and groups with insight into how they experience and navigate cultural differences. A certified Qualified Administrator works with an individual or group to identify personalized pathways that foster deeper cultural awareness. This is one of many assessments available from Enterprise Talent Development that can support leaders as they develop deeper self-awareness.

Cultural Competence

Cultural competence is the ability to apply cultural awareness and understanding to leadership actions, policies and public service delivery. For state government leaders, this means building knowledge about Minnesota’s diverse communities, learning how to adapt communication and engagement approaches when appropriate and designing programs and policies that are responsive and respectful of cultural differences and nuances.

Culturally competent leadership examples include:

  • Encouraging staff to communicate and incorporate cultural insights into program design and decision-making.
  • Engaging directly with community partners to shape services and solutions.
  • Reviewing policy impacts through an equity and cultural lens.
  • Ensuring internal processes like hiring, onboarding and performance management are inclusive and supportive of all.

What can we do to develop our cultural competency?

Cultural competence is not a destination; it is an ongoing practice grounded in continuous learning, repetition and exposure to ideas and practices that are different from one’s own. Developing our cultural competency requires curiosity and commitment. It also requires us to be flexible in our thinking and open to understanding. Ways to learn more and build your cultural competency include:

Cultural Humility

Cultural humility is essential for leaders who influence systems. It requires curiosity and emphasizes lifelong self-reflection, a willingness to listen without defensiveness and recognition that people are experts in their own experiences. Practicing cultural humility does not demand perfection, but it does require accountability and acknowledging power dynamics inherent in government systems. It means actively working to reduce barriers to participation. Cultural humility requires knowing what we don’t know, admitting it, and creating space for others to help identify the most inclusive and equitable solutions.

Cultural humility in leadership looks like:

  • Being open to feedback from employees and communities, even when it challenges existing assumptions.
  • Acknowledging that no single person can understand every cultural nuance and acknowledging that no single person can represent an entire culture.
  • Pausing to evaluate and review how leadership decisions may unintentionally reinforce inequities.
  • Repairing harm when actions or policies fall short of equitable intent and understanding that repairing harm is a process that takes time and commitment.

Why This Matters for State Government

Deepening cultural awareness, competence and practicing cultural humility help leaders support others while continuing their own growth. Investing in the development of these practices helps ensure and strengthen more equitable policy outcomes, community trust, and inclusive work environments where employees feel valued. Leaders who embrace these principles are better equipped to respond to changing demographics, address systemic inequities, and uphold the commitment to serve all Minnesotans with respect and integrity.

Resources from the Enterprise

From the Office of Inclusion - Equity Analysis Tool

From Enterprise Talent Development

Relevant Resources