The power of cultural intelligence in the Scottish legal profession

Cultural intelligence can be utilised to improve workplace environments, making them more inclusive. Without it, we see organisations struggle with communication, integration, and innovation. This article will explain what cultural intelligence is, why it is essential in the Scottish legal industry, and offer tips to improve your cultural intelligence.

Within the Scottish legal profession, and for many other industries, we are experiencing increasingly diverse workplaces. We greatly welcome this change, but diversity count is only one small part of equity, diversity, and inclusion efforts from firms and organisations. To create an inclusive environment that welcomes and supports cultural diversity, we must understand how to work together effectively and efficiently, known as cultural intelligence.

What is cultural intelligence?

Cultural intelligence, also known as cultural quotient (CQ), is a measurement of your ability to understand, relate to, and adapt to cultural differences. CQ goes beyond simply being culturally sensitive or aware. It involves conscious evaluation and adjustment during interactions, and the ability to continually seek improvement.

When building and improving our CQ, there is a natural flow of steps we can follow, named the CQ Wheel.

CQ Drive

CQ begins with our existing participation, confidence, and persistence in multicultural interactions.

CQ Knowledge

As we increase our multicultural awareness and interactions and build our confidence, our CQ Knowledge of both cultural differences and similarities grows.

CQ Strategy

Once we have a CQ Knowledge base, we gain increased awareness of cultural sensitivities and can begin planning for multicultural interactions.

CQ Action

Our prior awareness and planning from the CQ Strategy step come into action when we are actively involved in multicultural interactions, increasing our ability to adapt and work effectively. 

CQ Review 

Reviewing is the most important, yet often overlooked, step. Cultural intelligence is a constant learning journey. CQ Review is taking the time to review our cultural intelligence, note any gaps, and work to reduce them.

Why cultural intelligence is important in the Scottish legal profession

Cultural intelligence is crucial in all workplaces and industries, but there are specific reasons it is necessary within the Scottish legal profession. 

Support a growing, diverse workforce

According to the Law Society of Scotland Diversity Data 2022/23, more than 4% of the profession are of BAME background. This statistic increases to over 10% when considering those aged 30 and under. Both figures are an increase from the previous diversity data collected in 2020/21. These figures clearly show an increasingly diverse profession. Along with greater cultural diversity come calls for a better understanding of different cultures and an increased need for better inclusivity.

Improved client relationships

While the full findings are yet to be published, the latest 2022 Census Scotland reports that, of the 5.4 million people living in Scotland, 388,000 are of BAME backgrounds. This equates to around 7.1% and an 84% increase from the previous 2011 Census. 

As a profession that works closely with the public, those in the Scottish legal profession would benefit significantly from improved cultural intelligence when considering client relationships. With better cultural awareness, understanding, and adaptability, improved cultural intelligence has the potential to create stronger client relationships, an increase in returning clients and referrals, and improve the overall client experience. 

Better team cohesion

When you have a better understanding of your colleagues' and employees' cultural needs, concerns, and backgrounds, communication is smoother and more efficient. Vice versa, if your colleagues and employees feel free to be themselves in the workplace, they are more likely to contribute and feel at ease when communicating with you. 

Increased innovation and productivity

Better communication and understanding also bring a renewed sense of connection to team members, the wider organisation and company goals. Team members feel more inclined to share (and embrace) new, innovative ideas, and employers often notice a boost in productivity.

Higher retention rates

Building a workplace with a high level of cultural intelligence and strong inclusivity reduces the likelihood that your diverse workforce will leave your organisation. If employees are in an environment where they are respected, valued, and feel they belong, they thrive on all levels and are less likely to leave. Retaining employees reduces recruitment costs, improves efficiency, and ultimately boosts an organisation’s success in an ever-changing environment. Clients will also feel a sense of security and comfort with an organisation which has a high talent retention rate.

How to develop and improve cultural intelligence

Observe and learn

Learning about different cultures, their practices, and how cultural differences may affect workplace interactions isn’t a one-step-and-done process - it should be a continuous step in your cultural intelligence journey. Listen to minorities when they share their stories and challenges. Conduct independent research through documentaries, books, and events. Approach differences with considered curiosity and a willingness to learn. 

Challenge your bias

As you engage in more multicultural interactions, it is crucial to be aware of unconscious bias and actively question its role in your cultural intelligence development. Unconscious bias refers to the unintentional attitudes or stereotypes that affect our actions and decisions without us realising.

Everyone carries unconscious biases, but it is imperative on the road to a more equal, inclusive and diverse society that we learn to notice these biases and question their origins, relevance, and how to overcome them. Take time to reflect on multicultural interactions and pinpoint any biases you may have. The more we practice reflecting on unconscious bias, the easier it becomes to dismantle stereotypes and to open ourselves up to improving our cultural intelligence.  

Utilise emotional intelligence

Emotional intelligence is different to, but interlinked with, cultural intelligence. By focusing specifically on emotional awareness and interactions, increasing your emotional intelligence creates an environment where cultural intelligence can thrive. A high level of emotional intelligence enables you to show empathy, patience, and support to your fellow team members, fostering interactions that promote cultural awareness, sharing, and learning. 

Challenge prejudice

Whether your own thoughts are prejudiced or you witness others acting in a biased or discriminatory way, openly challenge this behaviour. Challenging bias opens conversations about bias, equity, and inclusion and offers an opportunity to improve cultural intelligence. It is also a meaningful way we can show up as allies to our coworkers and employees. 

Download and share our Cultural Intelligence eBook with your colleagues

Make Cultural intelligence an integral part of your workplace

Cultural intelligence plays a vital role in the overall equity, diversity and inclusion (EDI) goals. By including cultural intelligence training in your EDI strategy, you are helping build the foundation for an inclusive and diverse workforce that promises innovation, cohesion, productivity, and staff retention. 

Diversity+ offers bespoke training for organisations in the Scottish legal profession and beyond. Whether you are looking for a one-off cultural intelligence workshop, a speaker at a cultural intelligence event, or need assistance in developing an overall EDI strategy that encompasses cultural intelligence, we can help you. Book a free consultation today or read more about our services.