Understanding the Meaning of Culturally and Linguistically Diverse in DEI
Definition:
The term Culturally and Linguistically Diverse (CLD) refers to individuals or groups who identify with different cultural backgrounds, languages, and traditions from the dominant culture in a particular setting. This term is widely used in fields such as education, healthcare, social services, and corporate settings, where there is a conscious effort to support, include, and engage individuals from varied cultural and linguistic backgrounds. Recognising and appreciating culturally and linguistically diverse communities is essential in promoting Diversity, Equity, and Inclusion (DEI), fostering environments where all individuals feel respected and understood.
Importance of Recognising Culturally and Linguistically Diverse Communities
In the context of DEI, understanding and acknowledging Culturally and Linguistically Diverse groups helps create a more inclusive and supportive society. People from CLD backgrounds often bring unique perspectives, skills, and knowledge that enrich social and professional environments. However, they may also face specific barriers—such as language differences, cultural misunderstandings, and systemic biases—that impact their ability to participate fully and equally in society.
By promoting DEI initiatives that recognise and support CLD communities, organisations and institutions can improve access to services, increase engagement, and create a sense of belonging. These efforts contribute to a more inclusive, productive, and harmonious environment that respects the identity and needs of all individuals.
Key Aspects of Supporting Culturally and Linguistically Diverse Individuals
- Language Accessibility: Providing information in multiple languages or offering translation services is critical for CLD individuals to understand and access services effectively. Language accessibility helps break down communication barriers and ensures that everyone can participate fully.
- Cultural Sensitivity: Educating employees and stakeholders on cultural differences fosters understanding and reduces the likelihood of cultural misunderstandings. Cultural sensitivity training can help employees be more responsive to CLD individuals’ unique needs and backgrounds.
- Representation and Advocacy: Ensuring that CLD individuals are represented in decision-making processes is crucial. This can involve hiring practices that reflect cultural diversity and advocating for policies that protect the rights and needs of these communities.
Example:
An example of a culturally and linguistically diverse initiative in education is a program that offers bilingual resources and support for students who speak languages other than English at home. In many multicultural schools, teachers work alongside bilingual aides to ensure students understand their lessons, especially for complex subjects. Additionally, schools may offer cultural exchange days, inviting students to share aspects of their culture, food, and traditions. This approach fosters a sense of pride among CLD students and encourages their peers to appreciate cultural diversity.
Why Culturally and Linguistically Diverse Inclusion Matters in DEI
Addressing the needs of Culturally and Linguistically Diverse groups is a fundamental aspect of DEI. It demonstrates an organisation’s or community’s commitment to equity and inclusion by acknowledging the value of cultural and linguistic diversity. When organisations and communities work to be inclusive of CLD individuals, they not only empower those individuals but also enhance the richness and creativity of the entire environment.
Creating inclusive policies that support CLD individuals positively impacts the organisation’s reputation, employee satisfaction, and engagement. Furthermore, organisations committed to DEI values that include culturally and linguistically diverse support are more likely to attract and retain top talent from various backgrounds.
Conclusion:
Promoting inclusion and equity for Culturally and Linguistically Diverse individuals is essential for building a fair and inclusive society. Through accessible language services, cultural sensitivity training, and genuine representation, organisations can ensure that everyone—regardless of cultural or linguistic background—feels seen, valued, and empowered. Embracing culturally and linguistically diverse perspectives enriches our communities and workplaces, fostering environments where diversity is celebrated, and inclusion is actively practiced.
References:
Henderson, S., Kendall, E., & See, L. (2011). The effectiveness of culturally appropriate interventions to manage or prevent chronic disease in culturally and linguistically diverse communities: a systematic literature review. Health & social care in the community, 19(3), 225-249. https://onlinelibrary.wiley.com/doi/full/10.1111/j.1365-2524.2010.00972.x
Chamberlain, S. P. (2005). Recognizing and responding to cultural differences in the education of culturally and linguistically diverse learners. Intervention in School and Clinic, 40(4), 195-211. https://journals.sagepub.com/doi/abs/10.1177/10534512050400040101
Pham, T. T. L., Berecki-Gisolf, J., Clapperton, A., O’Brien, K. S., Liu, S., & Gibson, K. (2021). Definitions of culturally and linguistically diverse (CALD): a literature review of epidemiological research in Australia. International journal of environmental research and public health, 18(2), 737. https://www.mdpi.com/1660-4601/18/2/737
Be impressively well informed
Get the very latest research intelligence briefings, video research briefings, infographics and more sent direct to you as they are published
Be the most impressively well-informed and up-to-date person around...