Cultural Diversity and insensitivity is when words, actions, policies, or behaviors dismiss, stereotype, disrespect, or ignore the values, identities, or lived experiences of people from different cultures, races, ethnicities, religions, genders, abilities, or communities.

It doesn’t always come from bad intent but impact matters more than intent.

What it can look like

• Making jokes, comments, or assumptions about a group

• Dismissing someone’s experience with bias or discrimination

• Using stereotypes or “one-size-fits-all” language

• Ignoring cultural norms (communication styles, holidays, names, dress, food, family roles)

• Policies or decisions that disadvantage certain groups, even unintentionally

In the workplace and community setting

Cultural insensitivity often shows up as:

• Microaggressions (“You’re so articulate for…”, “Where are you really from?”)

• Unequal discipline or expectations

• Tone-policing or labeling people as “aggressive,” “unprofessional,” or “difficult” based on bias

• Lack of cultural awareness in customer service, healthcare, education, or leadership

Why it matters

• Creates harm and distrust

• Affects morale, retention, and mental health

• Can lead to HR complaints, legal risk, or public backlash

• Undermines equity, inclusion, and effective teamwork

What cultural sensitivity looks like instead

• Listening without defensiveness

• Asking respectful questions

• Acknowledging different perspectives

• Adjusting behavior when harm is pointed out

• Committing to learning not perfection