Cultural humility moves away from notion of mastery to a notion of “not knowing.” Humility suggests that the individual take a position that mutes one’s own worldview and perspective, refrain from imposing one’s worldview and ways of knowing on the other, and adopt a learner stance. Cultural humility suggests that individuals develop an understanding of oneself and others, recognize one’s own prejudices and cultural misconceptions, engage in continuous self-critique and change, challenge power differentials, and develop an attitude of not knowing and to learn from the client. Furthermore, cultural humility requires that the individual demonstrate openness to differences, egolessness, and supportive interaction with clients who are different from themselves (Foronda et al., 2016).
Cultural competence has been criticized as tokenistic, assuming the worker is from a dominant culture, lacking a power analysis, and treating culture as a phenomenon to be studied and mastered by the practitioner. Cultural competence suggests that the worker is capable of gaining competency or mastery with the other, who are different from themselves. Cultural competency suggests that individuals can gain “competency” in working with those who are different from them following acquisition of “knowledge” and “awareness” of differences, and that the acquisition of a set of “skills” is possible which can then prepare one for working with differences.
Unity or agreement of feeling or action, especially among individuals with a common interest; mutual support within a group
The action or practice of publicly expressing opinions or sentiments intended to demonstrate one's good character or the moral correctness of one's position on a particular issue
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