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Essay on Cultural Competencies


Strategy is the road map of organizations to achieve success, mission, and vision to remain competitive in the global market and offer better guidelines to employees. The cultural competition offered a broad view to understanding cultural beliefs, ideas, and values and developing the understanding to interact with other people from other cultures. Different approaches to cultural competency in the literature bring knowledge and understanding. These approaches focus on the ‘structural, functional theory,’ ‘social conflict theory,’ and the ‘sociology’ to help the organizations to become competent and examine the cultural aspects. The lack of knowledge and understanding of the different peoples creates a high risk and becomes a major societal issue (Kurbanova et al., 2022). Their organization needs to develop a better relationship with the people. Focusing on a better governance system to develop the organization’s understanding, skill, and education helps the company to become. Innovative, critical thinking and better communication help organizations become competent. Better management help to bring cultural competence that supports equality and inclusion. These are the most effective and significant elements to maintain equality and diversity in organizations and create better opportunities for all members. The different sectors, for example, the industries, are developing the cultural competency to bring equality and respect for all cultures, different appearances, and behavior, accept the drivers’ clients from various backgrounds, and offer effective services to achieve growth. In this essay, the researcher has successfully Focused on equality and diversity to understand cultural competence better and solve problems by developing strategies (Wu et al., 2022).


The strategy of equality and the diversity

The strategies are the most important and effective principles to achieve excellent growth in organizations and managers the entire business activities by creating opportunities to manage the staff and the consumers to gain success and growth and motivate everyone to contribute to the growth and success (Boulware et al., 2022).

The equality strategy is the backbone of better governance where the company will offer the right to equality to the employees and provide freedom and flexibility to everyone without discrimination based on color and gender, and successfully advocates the changes in the organization to bring success and growth. The equality strategies create better job opportunities in the organizations, and the employees are treated fairly. Everybody should be treated fairly in the organizations. The business professor has to provide the proper training and promotional knowledge and standing to all the employees and impress people without making any differences to make the workplace more profitable (Iyer, 2022).

The diversity strategy– The diversity strategies help organizations bring the appropriate motivation to increase workplace productivity and respect all cultures to develop better health. It is the most important and effective element of the business organization that offers a wide range of talent and respects people to boost the customer base and contribute to the overall growth and success of the organizations to achieve a comparative advantage. It is very clear that diversity brings a wide range of cultures and a variety of backgrounds where the organization can learn the different elements and factors to accept the values and better uses human resources and talent (Byams et al., 2022).

Equality, Diversity, and Inclusion Strategy

Equality and diversity offer the knowledge and understanding to understand ethnicity, language, communication, disability, diversity, mental health, and gender to develop better strategic planning in the organizations to handle all the diverse elements of organizations to achieve success in growth and create the better workplace to respect everyone to create value in the organizations to achieve success and growth and run the business efficiently in the global market (Davenport et al., 2022).

Equality and diversity boost cultural competition in organizations to respect all languages and help all employees equally. It provides equal opportunity for the man and women in the organization to mitigate the discrimination against gender and bring equality, as well as also focus on diversity to bring better gender equality. The practicing strategy help to focus on the diverse element. As business owners, it helps the workers to remain unchangeable in the commitment to sustaining multiplicity and correspondence among the staff. It ensures an excellent employer that values and welcomes coworkers by increasing their sentiments, aptitudes, propensities, and experiences. We also want to create a culture that supports everyone’s success by fostering well-being and good mental health. The execution schedule supports the system’s successful realization (Rosas et al., 2022). The delivery plan details the steps that will be taken to accomplish each subject through various work streams of operations: “Disability, race, gender, and sexual orientation” are the areas where this approach enables everyone to successfully utilize our resources while paying attention to important ‘Equality, Diversity, and Inclusion Strategy’ (EDI) components. Despite having four main areas of attention, it will resume investigating, carrying out, and creating assignments and employment streams conveying to other protected groups. For instance, it will continue to work on subsidizing researchers and attendants that identify as religious as well as those who identify as transgender, intersex, and gender non-conforming (Kahn et al., 2022).

It helps to recognize that achieving equal opportunity for women calls for dedication and measure from all organizational levels, particularly active supervision from top positions. Recognizing that programs and actions that help individuals alone will not effectively promote equality, it must pledge to implement and mainstream permanent structural and cultural reforms.

The strength and weaknesses of the strategy

Increased creativity- Cultural competency increases creativity in organizations where people of various backgrounds bring talent, innovations and skills, and knowledge that provide better growth opportunities for the company to achieve success and growth and satisfy the potential customers in the market to remain competitive (Todic et al., 2022).

Multicultural workforce- It helps to create a multicultural workforce in the organizations that help the business leader to achieve comparative advantage and expand the businesses in the overseas market to adopt the various skills and talent knowledge to support the creativity and innovation society potential customers as well as also better develop the understanding of the laws and regulations of the different countries to satisfy the people behavior.

Language barrier- language helps to bring better opportunities in understanding the different aspects of the global skills in developing the product services to satisfy the customers and engage the potential employees in the organizations to achieve the business objectives successfully.

Improve productivity- The next train is improved productivity, where the company can better utilize the resources in the organization to raise productivity and solve issues.

Employee engagement- As diversity and equality is the playing the major cultural competency in organizations to create business opportunities and attracting more talented candidates in the organization that will help the business organization to make effective strategic planning to achieve the long-term goal as well as highlights strategies to attract more customers to achieve the mission on the core values.

The weaknesses of the strategy

The major weaknesses in cultural competency are the need for more clarity, where the companies need to understand the diversifications and manage them appropriately, bringing a negative impact. The language creates major problems because the employee needs to understand the perspective and ideas that create. The major weakness here is that the organization needs to look at the best practices in approaches to understand the belief, customs, and behavior to develop the strategic directions for the competitive environment.

The resistance to change is the other most important weakness in the sector, where organizations are maintaining the same status quo and heritage to bring innovations and change in the organization by awarding the risk.

Unhealthy promotional practices are the other cultural weaknesses where the business organization manages the day-to-day operations similarly without focusing on the leadership skills, vision, ability to bring reality, and new competencies to support the young generation and respect them in the organization to get development.


The plan serves as the framework for better governance, ensuring everyone has access to freedom and flexibility without experiencing gender or color discrimination and successfully promoting organizational changes that will lead to success and growth. Equality measures produce improved employment possibilities in organizations, and workers receive fair treatment. In the workplace, everybody should receive equitable treatment. The business professor must choose whether to give all employees the right training, promotions, and standing and impress individuals without making any distinctions to increase productivity at work.

For better strategic planning in organizations to manage all the diverse characteristics of those organizations to achieve conquest in growth and create a better workplace to appreciate everyone to create value in the organizations to achieve success and growth and run the business effectively in the global market, equivalency and multiplicity offer the knowledge and understanding of ethnicity, language, interpersonal relationships, disability, diversity, mental health, and gender. In organizations, cultural competitiveness to appreciate all languages and treat all employees fairly is fueled by equality and diversity. It gives men and women in the organization the same opportunities to reduce gender small-mindedness and bring about equality. It also places a strong emphasis on diversity to improve gender equivalency. Cultural competence fosters creativity in workplaces where individuals from diverse backgrounds contribute their skills, innovations, and knowledge to improve opportunities for the business to succeed, grow, and satisfy customers in the market while maintaining a competitive edge.

Developing a multicultural workforce in organizations is important to give business leaders the comparative advantage they need to grow their companies overseas and attract new customers. This workforce should also have a better understanding of the laws and regulations of various nations to accommodate the behavior of the local populace.


Boulware, L.E., Corbie, G., Aguilar-Gaxiola, S., Wilkins, C.H., Ruiz, R., Vitale, A. and Egede, L.E., 2022. Combating structural inequities—diversity, equity, and inclusion in clinical and translational research. N Engl J Med386(3), pp.201-203.

Byams, V.R., Baker, J.R., Bailey, C., Connell, N.T., Creary, M.S., Curtis, R.G., Dinno, A., Guelcher, C.J., Kim, M., Kulkarni, R. and Lattimore, S., 2023. Building the foundation for a community-generated national research blueprint for inherited bleeding disorders: research priorities in health services; diversity, equity, and inclusion; and implementation science. Expert Review of Hematology16(sup1), pp.87-106.

Davenport, D., Natesan, S., Caldwell, M.T., Gallegos, M., Landry, A., Parsons, M. and Gottlieb, M., 2022. Faculty recruitment, retention, and representation in leadership: an evidence-based guide to best practices for diversity, equity, and inclusion from the Council of Residency Directors in Emergency Medicine. Western Journal of Emergency Medicine23(1), p.62.

Iyer, A., 2022. Understanding advantaged groups’ opposition to diversity, equity, and inclusion (DEI) policies: The role of perceived threat. Social and Personality Psychology Compass16(5), p.e12666.

Kahn, J.M., Gray, D.M., Oliveri, J.M., Washington, C.M., DeGraffinreid, C.R. and Paskett, E.D., 2022. Strategies to improve diversity, equity, and inclusion in clinical trials. Cancer128(2), pp.216-221.

Kurbanova, F.K., Botirova, M. and Abdurahmonova, S., 2022. We are promoting learning and developing cultural competence. Academic research in educational sciences3(3), pp.914-917.

Rosas, L.G., Rodriguez Espinosa, P., Montes Jimenez, F. and King, A.C., 2022. The role of citizen science in promoting health equity. Annual review of public health43, pp.215-234.

Todic, J., Cook, S.C., Spitzer-Shohat, S., Williams Jr, J.S., Battle, B.A., Jackson, J. and Chin, M.H., 2022. Critical theory, culture change, and health equity in health care settings. Academic Medicine97(7), p.977.

Wu, H., Peek, L., Mathews, M.C. and Mattson, N., 2022. Cultural competence for hazards and disaster researchers: Framework and training module. Natural Hazards Review23(1), p.06021005.


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