Topic Understanding

Workplaces bring together people with different cultures, identities, family backgrounds, religions, languages, values, communication styles, and life experiences.

Those differences can make a workplace more dynamic and broaden the perspectives people bring to their work. But they can also create misunderstandings when people assume that everyone communicates, handles conflict, or approaches work in the same way.

Cultural humility at work offers a different approach.

Rather than expecting people to become experts on every culture, cultural humility encourages ongoing self-reflection, openness, respectful curiosity, and recognition that another person's experience may be different from your own. The concept was developed in healthcare education but has broader relevance to relationships across cultural differences.

This matters because workplace relationships are not only about productivity. They can also influence whether people feel heard, respected, included, and comfortable communicating with coworkers and supervisors.

Research on workplace relationships and humility suggests that humility can be associated with greater relationship-specific psychological safety, while research on workplace discrimination has linked higher levels of discrimination with greater psychological distress over time.

Cultural humility does not solve every workplace problem. It also does not mean avoiding disagreement or expecting everyone to think alike.

Instead, it provides a practical mindset for navigating cultural differences in the workplace with greater awareness and respect.

Key Highlights

• Cultural humility means approaching cultural differences with openness, self-awareness, and a willingness to learn rather than assuming you already understand someone else's experience.
• It can support healthier workplace relationships by encouraging better listening, communication, and reflection.
• Cultural humility is different from simply learning facts about other cultures or completing a diversity training.
• Employees and managers can practice cultural humility through everyday behaviors such as asking rather than assuming, accepting correction, and making room for different perspectives.
• Cultural humility can contribute to inclusive workplace relationships, but organizations also need fair policies, supportive leadership, and meaningful responses to discrimination.

What Is Cultural Humility at Work?

Cultural humility at work is an ongoing practice of recognizing cultural differences, examining your own assumptions, listening to others, and remaining open to learning.

The word "humility" is important.

Cultural humility does not mean thinking that your own culture, values, or experiences are unimportant. It means recognizing that your perspective is not the only possible perspective.

For example, suppose a coworker approaches a workplace situation differently from you.

A quick assumption might be:

"They are being difficult."

Cultural humility encourages a different question:

"Is there something about their perspective or experience that I may not understand?"

That question does not require you to agree with the person.

It simply creates space for curiosity before judgment.

Researchers have described cultural humility as involving ongoing self-evaluation, recognition of power differences, and a commitment to addressing cultural differences without assuming that one can completely master another person's culture.

Why Cultural Humility Matters for Workplace Relationships

Workplace relationships are shaped by everyday interactions.

A short conversation with a coworker, feedback from a supervisor, a team meeting, or a disagreement about how something should be handled can either strengthen or strain a relationship.

Cultural differences can sometimes become part of those interactions.

For example, people may have different expectations around:

• How directly they communicate
• How they give or receive feedback
• How they approach authority
• How comfortable they are speaking in groups
• How they express disagreement
• How they approach personal boundaries
• How they balance work and family responsibilities
• How they observe religious or cultural traditions
• How they interpret certain behaviors

These differences do not automatically create conflict.

The difficulty often comes when one person's approach is treated as the only "normal" or professional way to behave.

Cultural humility can help people pause before making that judgment.

Workplace Relationships Depend on More Than Good Intentions

Good intentions are valuable, but they do not guarantee that an interaction will be experienced positively.

Someone might intend to be helpful but accidentally make an assumption about another person's culture.

Someone might intend to be funny but make a comment that feels dismissive.

Someone might intend to give constructive feedback but communicate it in a way that does not account for the other person's perspective.

Cultural humility creates room to ask:

"How did my behavior affect the other person?"

That is different from focusing only on:

"What did I mean?"

Both intentions and impact can matter when repairing a workplace relationship.

Cultural Humility and Workplace Communication

One of the clearest ways cultural humility can influence relationships is through communication.

Effective workplace communication does not mean everyone has to communicate in exactly the same way.

Instead, it can involve learning how to communicate clearly while remaining aware that people may interpret tone, silence, directness, disagreement, or feedback differently.

Ask Instead of Assuming

Imagine a manager notices that an employee rarely speaks during large meetings.

It would be easy to assume:

"They have nothing to contribute."

But there could be many explanations.

Perhaps the employee prefers to think before speaking. Maybe they communicate more comfortably in writing. Perhaps they are new to the team. Or there may be cultural or interpersonal factors that influence how they participate.

A culturally humble response might be:

"I want to make sure everyone has a chance to contribute. Is there a format that would make it easier for you to share your ideas?"

The manager does not assume the reason.

They ask.

Listen Without Immediately Defending Yourself

Cultural humility becomes especially important when someone says:

"That comment made me uncomfortable."

A defensive response might focus immediately on intention:

"I didn't mean anything by it."

A more reflective response might be:

"Can you help me understand what felt uncomfortable?"

Listening does not automatically mean admitting that every criticism is correct.

It means allowing yourself to understand another person's perspective before deciding how to respond.

Learn How People Prefer to Communicate

Different employees may prefer different communication methods.

Some may appreciate direct feedback in a private conversation.

Others may prefer time to process information before responding.

Some may feel comfortable speaking spontaneously in meetings.

Others may communicate their ideas more effectively after having time to prepare.

Cultural humility does not mean assuming that these preferences are caused by culture.

Instead, it encourages people to recognize that individual differences exist and should not automatically be interpreted negatively.

Cultural Differences in the Workplace: Avoiding Stereotypes

One of the biggest misunderstandings about cultural awareness is believing that learning about a culture means learning how every person from that culture behaves.

It does not.

A person's cultural background may influence their experiences, but culture is only one part of a person's identity.

Two people who share the same:

• Nationality
• Religion
• Ethnicity
• Language
• Gender
• Generation
• Family background

can still have completely different personalities, values, communication preferences, and life experiences.

That is why cultural humility is valuable.

Instead of thinking:

"People from this culture are..."

try thinking:

"I wonder how this particular person experiences this situation."

That small change can make workplace conversations less dependent on stereotypes.

How Cultural Humility Can Improve Workplace Relationships

Cultural humility can influence relationships in several practical ways.

1. It Encourages Better Listening

When people believe they already understand another person's perspective, they may stop listening carefully.

Cultural humility encourages people to remain curious.

Instead of planning your response while someone is speaking, you can focus on understanding what they actually mean.

That can be particularly useful during disagreements.

2. It Reduces the Pressure to "Be Right"

Workplace disagreements can become unnecessarily personal when people feel that changing their perspective means losing an argument.

Cultural humility offers another possibility:

You can remain confident in your own perspective while recognizing that you may not have the entire picture.

Research examining humility and diversity has found associations between humility and more openness during disagreement, while also noting that research in this area is still developing and that humility itself is defined and measured in different ways across studies.

3. It Can Strengthen Psychological Safety

Psychological safety generally refers to whether people feel able to speak, ask questions, raise concerns, or contribute without expecting interpersonal humiliation or punishment.

A workplace study found that relationship-specific humility was associated with relationship-specific psychological safety among coworkers, with psychological safety helping explain the relationship between humility and performance. Importantly, this research examined humility broadly rather than cultural humility specifically.

That distinction matters.

The research does not prove that cultural humility directly causes psychological safety.

But it provides useful evidence that humility within individual workplace relationships can matter.

4. It Can Make Conflict More Productive

Cultural humility does not eliminate workplace disagreement.

Instead, it can change how disagreement is approached.

Consider two coworkers who disagree about how a project should be handled.

One approach is:

"That's not how we do things."

Another is:

"That's different from how I've approached it. Can you explain what led you to that approach?"

The second response creates an opportunity to understand before deciding.

The coworkers may still disagree.

But the disagreement does not have to become a personal conflict.

Practical Examples of Cultural Humility at Work

Example 1: A Different Communication Style

A coworker speaks less frequently during meetings and prefers to send detailed ideas afterward.

Instead of describing them as disengaged, a team leader can provide multiple opportunities for participation.

This might include:

• Asking for written feedback
• Sharing agendas in advance
• Allowing time for questions
• Inviting contributions without putting someone on the spot

The goal is not to assume why someone communicates differently.

The goal is to create more than one path for participation.

Example 2: Religious or Cultural Holidays

An employee requests time away for a religious observance that another coworker does not celebrate.

Cultural awareness begins with recognizing that not everyone follows the same calendar or traditions.

Cultural humility adds another layer:

Do not assume that you already know what the holiday means to that employee.

If the subject is relevant, respectful questions can help you understand their needs without turning them into a representative for an entire religion or culture.

Example 3: A Mispronounced Name

You mispronounce a coworker's name.

They correct you.

A culturally humble response does not need to become complicated.

You can simply say:

"Thank you for correcting me. I'll work on getting it right."

Then make a genuine effort.

The important part is not never making mistakes.

It is how you respond when someone helps you recognize one.

Example 4: Feedback Is Received Differently

A supervisor gives feedback that they consider straightforward and constructive.

The employee experiences it as unnecessarily harsh.

Instead of immediately deciding that the employee is "too sensitive," the supervisor can ask:

"How did that feedback come across to you?"

This creates an opportunity to understand the interaction and adjust future communication when appropriate.

Example 5: Family Responsibilities

An employee needs to discuss a scheduling issue involving family responsibilities.

A manager does not need to know every detail of the employee's family structure.

But assuming that everyone has identical responsibilities outside work can lead to unnecessary tension.

A culturally humble approach can involve clearly communicating workplace expectations while listening to the employee's circumstances and applying relevant policies consistently.

How Employees Can Practice Cultural Humility

Cultural humility is not only the responsibility of managers or human resources departments.

Employees can practice it in everyday interactions.

Pause Before Making Assumptions

When you notice yourself thinking:

"They probably..."

pause.

Ask yourself:

"What do I actually know?"

That question can prevent assumptions from becoming conclusions.

Ask Respectful Questions

When information is relevant, ask rather than guessing.

Good questions are usually:

• Specific
• Respectful
• Relevant
• Open-ended

Avoid questions that pressure someone to explain or defend their entire culture.

Listen to Individual Experiences

Someone can teach you about their experience without speaking for everyone who shares their background.

Listen to what the person is actually telling you.

Be Willing to Be Corrected

You may occasionally say something insensitive without intending to.

Being corrected does not necessarily mean you are a bad person.

It can be an opportunity to learn.

A useful response can be:

"I hadn't considered it that way. Thank you for explaining."

Examine Your Own Standards

Ask yourself:

"Am I calling this behavior unprofessional because it actually violates a workplace expectation, or because it differs from what I am personally accustomed to?"

That distinction can be surprisingly important.

How Managers Can Build More Inclusive Workplace Relationships

Managers have additional responsibilities because their decisions can affect employees' experiences and opportunities.

Cultural humility should therefore extend beyond interpersonal kindness.

Managers can:

Create Multiple Ways to Participate

Not every employee will contribute most effectively in the same format.

Where practical, teams can use a combination of meetings, written feedback, one-on-one conversations, and structured discussion.

Make Expectations Explicit

Clear expectations reduce the need for employees to guess what a manager considers appropriate.

For example, instead of assuming that everyone understands what "professional communication" means, managers can explain expectations about response times, meetings, feedback, and workplace conduct.

Invite Feedback

Employees may hesitate to challenge a supervisor.

Managers can make it easier by asking questions such as:

• "Is there anything about this process that we could improve?"
• "Is there another perspective we should consider?"
• "What would make this communication clearer?"

Respond Seriously to Concerns

Cultural humility does not mean agreeing with every complaint.

It means taking concerns seriously enough to understand them before dismissing them.

Address Discrimination

Cultural humility should never be used as a substitute for organizational action.

A person who experiences workplace discrimination should not be told simply to "practice humility" or communicate better.

A longitudinal study of 1,546 U.S. workers found that higher reported workplace discrimination was associated with greater psychological distress at follow-up, even after adjustment for demographic, socioeconomic, and health-related factors.

That is why organizational policies and accountability matter alongside individual behavior.

Cultural Awareness Is Not the Same as Cultural Humility

The terms can sound similar, but there is an important difference.

Cultural awareness can involve recognizing that people have different cultural backgrounds and that those differences may affect experiences and perspectives.

Cultural humility adds self-reflection.

It asks:

• What assumptions am I bringing into this situation?
• What might I not understand?
• Am I giving this person room to describe their own experience?
• Am I treating my perspective as the default?
• Am I willing to change my approach when I learn something new?

Awareness can be the beginning.

Humility is the ongoing practice.

What Cultural Humility Does Not Mean

There are several common misconceptions worth addressing.

It does not mean agreeing with everyone.

You can respect someone while disagreeing with their opinion.

It does not mean ignoring workplace standards.

Respect for cultural differences can coexist with clear expectations about performance, conduct, communication, and responsibilities.

It does not mean asking everyone personal questions.

Curiosity should have boundaries.

Not every cultural or personal difference needs to be discussed at work.

It does not mean treating everyone differently.

Cultural humility is not about creating arbitrary exceptions.

It involves understanding individual circumstances while applying appropriate policies fairly.

It does not mean becoming an expert on every culture.

No one can learn everything about every cultural group.

The goal is to remain open to learning from the person in front of you.

It does not replace organizational responsibility.

An employee cannot solve systemic discrimination through personal communication skills alone.

Organizations must also address policies, leadership practices, workplace conditions, and discrimination.

How Inclusive Workplace Relationships Can Support Well-Being

Work is only one part of a person's life, but workplace relationships can affect how someone experiences their day.

NIOSH notes that social connection at work can be influenced by coworker and supervisor relationships, mentorship, worker voice, and the overall quality of workplace interactions. It also identifies inclusion and belonging as important considerations for workplace social connection.

This does not mean every coworker needs to become a close friend.

A healthy workplace relationship can simply involve:

• Respect
• Trust
• Clear communication
• Appropriate boundaries
• The ability to ask questions
• The ability to disagree professionally
• Feeling that your contributions are taken seriously

These basic conditions can make everyday workplace interactions easier to navigate.

What If Workplace Cultural Differences Are Causing Stress?

Sometimes cultural differences are not simply interesting differences to navigate.

They can become a source of ongoing stress.

You may find yourself thinking about work long after the workday ends.

You might replay conversations, worry about how coworkers perceive you, feel exhausted from constantly monitoring what you say, or become hesitant to participate in meetings.

It can help to separate three different questions:

What happened?

Try to describe the situation as objectively as possible.

How did it affect me?

Identify your emotional response without judging yourself for having it.

What can I control?

You may be able to control how you communicate, set boundaries, respond, or seek support.

But you may not be able to control another person's behavior or an organization's policies.

That distinction can help prevent you from taking responsibility for problems that are not entirely yours to solve.

Can Therapy Help With Workplace Relationship Stress?

Therapy can provide a confidential setting to explore workplace stress, communication difficulties, identity concerns, anxiety, self-esteem, and relationship patterns.

It does not mean that the workplace problem is necessarily "your fault."

A therapist can help you explore questions such as:

• Why did this interaction affect me so strongly?
• Am I noticing a recurring relationship pattern?
• How can I communicate my needs more clearly?
• What boundaries might be helpful?
• How can I handle difficult conversations?
• What part of this situation is within my control?
• How is work stress affecting my relationships outside work?
• Am I carrying workplace experiences into other parts of my life?

For some people, therapy can also provide an opportunity to explore how culture, family experiences, identity, and past relationships shape the way they experience current workplace interactions.

A culturally responsive approach should leave room for the client's own interpretation rather than imposing assumptions about what their culture means.

When Should You Consider Professional Support?

You do not need to wait until workplace stress becomes overwhelming before seeking support.

Consider talking with a qualified mental health professional if workplace relationship difficulties are contributing to persistent:

• Anxiety
• Sadness
• Irritability
• Emotional exhaustion
• Sleep difficulties
• Low self-esteem
• Social withdrawal
• Difficulty concentrating
• Conflict in relationships outside work
• Difficulty managing everyday responsibilities

Professional support may also be useful if you are struggling to make sense of repeated experiences involving cultural differences, exclusion, discrimination, or workplace conflict.

Therapy cannot change every workplace condition.

But it can provide a place to understand your experience and explore responses that fit your circumstances.

How Riaz Counseling Can Support You

Riaz Counseling provides individual therapy for concerns including anxiety, depression, stress, trauma, life transitions, and personal growth. Its current areas of specialization also include Minority Issues and Self-Esteem & Identity, which may be relevant to people exploring identity-related or workplace concerns.

Individual therapy at Riaz Counseling is described as a collaborative process where clients work with a therapist in a confidential setting to explore concerns and establish goals. The practice currently offers a free 15-minute consultation for people who want to discuss fit before beginning therapy.

For people seeking in-person counseling, Riaz Counseling currently has offices in Houston Galleria, Sugar Land, and The Woodlands. Online therapy is also available to people living throughout Texas.

If workplace relationships, cultural differences, or identity-related experiences are affecting your emotional well-being, speaking with a mental health professional can provide a space to explore what you are experiencing without judgment.

A Simple Cultural Humility Check-In

Before or after a difficult workplace interaction, try asking yourself these five questions:

1. What am I assuming?

Separate what you know from what you are interpreting.

2. Have I listened to the other person's perspective?

You do not have to agree with it to understand it.

3. Am I treating my way of doing things as the only "professional" way?

Consider whether the behavior actually violates a workplace expectation or simply differs from your preference.

4. What can I learn from this interaction?

Even uncomfortable conversations can reveal something about communication, expectations, or your own assumptions.

5. What is mine to address—and what belongs to the organization?

Personal reflection is valuable, but it should not replace organizational responsibility for discrimination, harassment, or unhealthy workplace practices.

Frequently Asked Questions

What is cultural humility at work?

Cultural humility at work is an ongoing approach to navigating cultural differences through self-reflection, openness, respectful listening, and recognition of one's own limitations. It focuses on learning from individual experiences rather than assuming that you already understand an entire cultural group.

How can cultural humility improve workplace relationships?

It can encourage people to listen more carefully, question assumptions, handle differences with greater openness, and respond constructively when misunderstandings occur. Research on humility more broadly has linked relationship-specific humility with psychological safety among coworkers, although this research does not specifically establish the same effect for cultural humility.

What are examples of cultural humility in the workplace?

Examples include asking instead of assuming, learning how someone prefers to communicate, accepting correction without becoming defensive, avoiding stereotypes, making space for different perspectives, and reflecting on whether your own preferences are influencing how you judge another person's behavior.

Is cultural humility the same as cultural awareness?

No. Cultural awareness involves recognizing that cultural differences exist. Cultural humility goes further by encouraging continuous self-reflection, openness to learning, and recognition that you cannot fully understand another person's experience simply from general cultural knowledge.

Does cultural humility mean avoiding workplace disagreements?

No. Cultural humility does not require agreement. Healthy workplace relationships can include disagreement. The goal is to approach disagreement without assuming that your perspective is automatically the only reasonable one.

Can cultural differences cause workplace conflict?

They can contribute to misunderstandings, but cultural differences are not automatically the cause of workplace conflict. Personality, communication habits, organizational culture, workload, management practices, discrimination, and many other factors can also contribute.

Can therapy help with workplace relationship problems?

Therapy can provide a confidential space to explore workplace stress, communication difficulties, identity concerns, boundaries, anxiety, and relationship patterns. A therapist can help you understand your responses and explore strategies appropriate to your circumstances.

What should I do if workplace discrimination is affecting my mental health?

Consider seeking appropriate organizational or professional support rather than assuming you need to handle the situation alone. Depending on the circumstances, this might involve workplace reporting or human resources processes, trusted support, legal or employment resources, and mental health care. Therapy can help you process the emotional impact, but it should not be treated as a replacement for addressing discriminatory workplace conditions.

Conclusion

Cultural humility at work is not about knowing everything about everyone.

It is about recognizing that you do not know everything—and being willing to keep learning.

In everyday workplace relationships, that can mean asking instead of assuming, listening before responding, accepting correction, questioning stereotypes, and giving people room to explain their own experiences.

These behaviors may help create more respectful and inclusive workplace relationships. Research on humility and workplace relationships provides some support for the role of humility in psychological safety, while broader research shows that workplace discrimination can be associated with psychological distress.

But cultural humility is only one piece of the picture.

Healthy workplaces also require organizational accountability, fair policies, supportive leadership, appropriate boundaries, and meaningful responses to discrimination.

For individuals, practicing cultural humility can begin with a simple question:

"What might I be assuming that I have not actually asked about?"

That question can create space for better conversations, stronger workplace relationships, and a greater understanding of the people you work with.

Mental Health Disclaimer

This article is provided for general educational purposes and is not a diagnosis or substitute for professional mental health, medical, employment, or legal advice. Workplace relationship difficulties can have many causes, and the appropriate response depends on the circumstances.

If workplace stress is significantly affecting your emotional well-being or daily functioning, consider speaking with a qualified mental health professional.

Sources Used

• Tervalon M, Murray-García J. Cultural Humility Versus Cultural Competence: A Critical Distinction in Defining Physician Training Outcomes in Multicultural Education.

• AlSheddi M. Humility and Bridging Differences: A Systematic Literature Review of Humility in Relation to Diversity. International Journal of Intercultural Relations.

• Relationship-specific (dyadic) humility: How your humility predicts my psychological safety and performance. Peer-reviewed workplace research.

• Guardiano M, Keller E, Li J. Discrimination in the Workplace Linked to Psychological Distress: A Longitudinal Study in the United States. 2024.

• CDC/NIOSH. Social Connection and Worker Well-being.

• Riaz Counseling. Individual Therapy.

• Riaz Counseling. Our Specializations.

• Riaz Counseling. Therapy Locations.

  If you feel that you or someone you know may benefit from therapy, please reach out to our office for a FREE 15-minute consultation: LINK.