Cultural Competence, Diversity and Inclusion Toolkit

Click on one of the titles below for more information:

1. What is Cultural Competence?
2. What is Diversity?
3. What is Inclusion?
4. Why are these things important?

Putting Cultural Competence, Diversity & Inclusion into practise

• How can my organization become more culturally competent, diverse and inclusive?      

     The cultural competence, diversity and inclusion of an organization is impacted by numerous

     factors.  This section suggests seven strategies for promoting and sustaining organizational

      and systemic cultural competence, diversity, and inclusion. These strategies represent initial

      steps that organizations can employ as a means of becoming more self-reflective and

      committed to continually improving cultural competence, diversity and inclusion.

     Click here for more information

• How will cultural competence, diversity and inclusion benefit my business?

      Organizations who commit to cultural competence, diversity and inclusion as core

      competencies of the organization will be successful in reaping the benefits of a diverse,

      culturally competent, inclusive workforce.

      This section describes how cultural competence, diversity and inclusion benefit organizations 

      and in what ways.     Click here for more information 

• How can I (as an individual) embrace diversity, become more culturally competent and practise inclusion?

      Becoming culturally competent, diverse and inclusive involves gaining knowledge about people

      who are different from you, examining one’s attitudes towards different cultures and people,

      and obtaining skills to provide services for all people.

      This section provides suggestions about how individuals can become more

      culturally competent, how they can embrace diversity and how they can practice inclusion. 

      Click here for more information 

Practising Cultural Competence, Diversity & Inclusion with different populations

As we are all cultural beings who possess multiple identities, including but not limited to race and ethnicity, sex and gender, sexual orientation, ability/disability, religious affiliation, and socioeconomic status, understanding how our own identities and others' intersect is critical to developing cultural competency.

Given the many facets of culture, it is worth noting that every exchange is, potentially, a cross-cultural exchange; two individuals are unlikely to be identical in every aspect of cultural identity and expression.

As you read the following sections dealing with a variety of specific populations, we hope you do not see the information as an end in itself, but rather as a means to assist you when working collaboratively with clients in your work.

It is important not to stereotype clients or over-generalize based on the information presented. Clients must be seen in their totality, as unique individuals, as people who share similarities with their reference groups, and as Homo sapiens who share the human condition with everyone. 

1. LGBTQIA (an abbreviation for lesbian, gay, bisexual, transgender, questioning, intersex and asexual.
2. Immigrants, Refugees and Asylees
3. Racial/Ethnic
4. People experiencing Homelessness
5. People with Disabilities
6. People with limited English Proficiency
7. People with low literacy