In the dynamic landscape of Family Dispute Resolution, practitioners often encounter diverse populations with unique cultural backgrounds. I’m not a fan of Cultural Competency. However, I’m a big fan of Cultural Humility. It’s a transformative mindset that fosters genuine understanding and respect for cultural differences.
Last month I did a parenting mediation where the Pakistani culture and Muslim faith were important to both parents. In the private session with the father, I said my knowledge of his culture and faith is very limited and asked about the importance of the father as the figurehead of the family in Islam. The agenda item was ‘Parental Responsibility & Decision Making’. His reply was fascinating and surprised me. He said a man came to the Prophet and asked, "Who is most deserving of my focus?" The Prophet replied, "The mother." The man then asked, "Who next?" The Prophet again replied, "The mother." The man asked a third time, "Who next?" The Prophet once more replied, "The mother." Finally, the man asked, "Who next?" and the Prophet replied, "The father." … I was, “wow, thank you. I have learnt something.” … and I’m sure the father felt good that he had share something about his faith.
So much in mediation is about enabling people to feel understood and heard. So, what is the difference between Cultural Competency and Cultural Humility?
Understanding Cultural Competency
Cultural competency refers to the ability of practitioners to understand, appreciate, and interact with individuals from different cultural backgrounds. It involves acquiring knowledge about various cultures, developing skills to communicate effectively, and implementing strategies to provide culturally appropriate services. While cultural competency is a valuable foundation, it has its limitations.
The Limitations of Cultural Competency
1. Static Knowledge: Cultural competency often relies on acquiring a fixed set of knowledge about different cultures. However, cultures are dynamic and constantly evolving. Relying solely on static knowledge can lead to stereotypes and oversimplifications.
2. Power Dynamics: Cultural competency can inadvertently reinforce power imbalances between practitioners and clients. It may create an illusion of expertise, where practitioners believe they fully understand a culture, potentially leading to paternalistic attitudes.
3. Checklist Mentality: Cultural competency can sometimes be reduced to a checklist of dos and don'ts. This approach can hinder genuine engagement and limit the practitioner's ability to adapt to the unique needs of each individual.
Embracing Cultural Humility
Cultural Humility, on the other hand, is an ongoing process of self-reflection, self-critique, and lifelong learning. It emphasizes the importance of recognising one's own cultural biases and limitations while remaining open to learning from others. The key advantages of Cultural Humility:
1. Continuous Learning: Cultural Humility encourages practitioners to engage in continuous learning and self-reflection. It acknowledges that no one can fully understand every culture and that there is always more to learn.
2. Mutual Respect: By embracing Cultural Humility, practitioners approach clients with a sense of mutual respect and curiosity. This fosters a collaborative relationship where clients feel valued and understood.
3. Flexibility and Adaptability: Cultural humility promotes flexibility and adaptability in practice. Practitioners are encouraged to tailor their approaches to meet the unique needs of each individual, rather than relying on a one-size-fits-all model.
4. Empowerment: Cultural humility empowers clients by recognizing their expertise in their own cultural experiences. It shifts the focus from the practitioner's knowledge to the client's lived experiences, promoting a more client-centred approach.
Practical Steps to Cultivate Cultural Humility
1. Self-Reflection: Regularly engage in self-reflection to identify and challenge your own cultural biases and assumptions. Consider how your cultural background influences your interactions with clients.
2. Active Listening: Practice active listening to truly understand the perspectives and experiences of your clients. Avoid making assumptions and be open to learning from their unique cultural contexts. Ask the curious questions.
3. Lifelong Learning: Commit to lifelong learning by seeking out opportunities for cultural education and professional development. Attend workshops, read literature, and engage in discussions that broaden your cultural awareness.
In the realm of Family Law, cultural humility offers a more dynamic and respectful approach to working with diverse populations. By embracing cultural humility, practitioners can foster genuine connections, empower clients, and provide more effective and culturally responsive services.
MAGENTA 4 MEDIATORS