Guest Blog: Why We Need Cultural Intelligence

Below, Dr. Andrea Hendricks explains the importance of cultural intelligence for organizations and communities.

This year, Black History Month marks the centennial of the first Black History celebration initiated by Carter G. Woodson in 1926. This milestone reflects a century of honoring Black achievement, resilience, and the ongoing pursuit of equality. However, it raises a crucial question: how do we honor the diverse dimensions of individuals without compromising the culture and climate to include and advance all groups in the workplace? True self-honor requires believing that everyone deserves equal recognition, regardless of their background. Organizations must actively work to treat all employees and clients equitably, as they are integral to the company’s culture.

In connection with this theme, I would like to share how workplace efforts are focused on advancing equity for all. I authored a book titled “The BIG Journey: Bold Inclusion for Greatness” that explores six key areas that I believe offer a comprehensive and fresh perspective for leveraging and embracing inclusion. The sixth area delves into cultural intelligence (CQ), which is crucial for both individuals and organizations.

CQ includes the capacity for knowledge, understanding, and self-awareness that is gained through interacting with individuals from diverse backgrounds, both in the workplace and in the community. Employees and organizations can strengthen their CQ by intentionally adapting their behaviors and programs to create more inclusive, meaningful interactions. This approach can positively impact an organization’s ability to attract, engage, and retain employees and clients. Being adaptable in this way enables everyone to gain new insights and develop better initiatives with team members and clients. By embracing differences in the workplace, we can drive significant change.

Research suggests that human nature dictates our thinking, feelings, and actions based on our own experiences, especially when confronted with workplace differences. However, this limitation prevents us from expanding our relationships beyond our immediate, familiar circle. Consequently, we miss out on learning from others and providing relevant solutions to our diverse clients and communities, hindering our personal and professional growth.

For instance, everyone values a safe and productive work environment. Let’s all contribute to building that environment and ensure that the foundational value for clients, teams, and organizations is incorporated.  Here are some examples from the research for our space at Cornerstones of Care that directly correlate to equity work linked to CQ:

• For clients, especially children and families, cultural connection acts as a protective shield against adversity. It instills strength, pride, and a sense of belonging. Representation—feeling seen, understood, and reflected within their systems of support—is not just a desirable outcome in work with children and families. It is an essential, non-negotiable component of effective, ethical, and compassionate care. When we discuss representation in mental health, foster care, and education, we are talking about ensuring that a family’s cultural, historical, and personal identity is validated, not seen as a problem to be fixed. Trauma-informed care truly works when we use a cultural lens. While trauma-informed care is crucial, it is incomplete without cultural responsiveness. Historical understanding, or cultural humility and competence, is vital in providing comprehensive and effective care.
• Research has shown that multicultural teams often perform worse than homogeneous teams. This is because it’s challenging to accomplish tasks within a multicultural team. What may make sense to one person might not make sense to another, whether it’s the purpose of a team meeting or a logical approach to tackling a project or client issue. Fortunately, research also reveals that there’s more to the story. Multicultural teams with moderate to high levels of CQ outperform homogeneous teams in various outcomes.  Cultural intelligence motivates team members, fosters understanding, and equips them with strategies to not only tolerate but actively leverage their differences to achieve the team’s goals.
• For employees in organizations, CQ provides valuable insights into both internal and external cultural issues. This experience can positively impact employees, leading to measurable success such as increased equity and growth. Cultural intelligence heavily relies on inclusion.  I had the opportunity to experience diverse cultures and communities from a young age. Whether it was traveling for career opportunities, family vacations, or simply exploring different places, I successfully navigated language, customs, and other cultural nuances. Through these experiences, I learned the importance of engaging authentically with people from various backgrounds and demographics. Each journey boosted my confidence and enhanced my CQ.

These insights offer renewed hope by providing practical thoughts and actions for team members, regardless of their current understanding or experience. When clients and families see themselves reflected in the people serving them and the materials used to support them, they feel safe. This fosters greater participation, trust in the process, and the likelihood of achieving positive outcomes.

Finally, CQ stands out as a crucial concept that most organizations have yet to fully harness. We are currently presented with an opportune moment for organizations to refocus and respond to the evolving landscape of inclusion by leveraging CQ. Successful implementation will pave the way for organizations to become more agile, innovative, and ultimately more culturally intelligent over time. By examining our work through a broader historical perspective as leaders did 100 years ago, we can better serve the future trajectory of our organizations for years to come.