refers to the level of knowledge-based skills required to provide meaningful, supportive and respectful service delivery to clients from various  marginalized groups in society (e.g. based on: gender, race, ethnicity, age, abilities, socio-economic status, language, religion, sexual orientation, immigrant status, religion, language ability, mental health status). This involves a recognition of and commitment to addressing the complex relations of power based on varying forms of social and racial location and privilege (including those structuring the relationship between service providers and clients from marginalized groups within organizational settings) and how this positioning provides or denies people material advantages in society. Within this framework, the notion of “culture” is defined broadly (as above) and is not seen as static or homogeneous, but recognized as being a complex, changing and diverse form of social organization and reference. Responding to and affirming cultural diversity as a valued component of human social and psychological organization is critical to service delivery in a plural society. Building an inclusive methodology for service delivery involves adopting the principles of anti-oppression and basing professional practice upon critical reflection, accountability, power-sharing, collaboration with marginalized groups,
and valuing, legitimating and integrating the knowledge and experience of diverse cultural groups within the services and interventions provided. In a broader sense, cultural competence should act as a means to provide the critical knowledge and skills to transform institutional/ organizational systems and cultures based on principles of social justice and equity.

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