Cultural humility as a supervisor and leader


Green card with ideas about cultural humility and being a leader
Green card with ideas about cultural humility and work


Cultural Humility Card. 2012. Office of Diversity and Equity in San Mateo County, CA.


"Importance Of Cultural Competence In Supervisory Relationships.”  by Anu Subramanian. erspectives Of The ASHA Special Interest Groups 5 (2): 489-491, 2020. doi:10.1044/2020_persp-19-00078. This article uses a fictional scenario to consider the value of open conversations about cultural experiences and differences to begin a supervisory relationship.



Five R's of Cultrual Humility: Reflection, Regards, Respect, Relevence, Resiliency, in a black inner circle with outer circle  thinking, feeling, doing

The 5 Rs of Cultural Humility: A Conceptual Model for Health Care Leaders * article “highlights the necessity of health care leaders in addressing implicit bias mitigation throughout organizations by using the 5 Rs of Cultural Humility (5 Rs: Reflection, Respect, Regard, Relevance, Resiliency)…

Using contributing theories of leadership, socialization, organizational climate, and culture, the following provides a conceptual model for leaders to address implicit biases and incorporate cultural humility...”

The 5 Rs of Cultural Humility: A Conceptual Model for Health Care Leaders by Dea Robinson,  Christie Masters, and Aziz Ansari. American Journal of Medicine, October 24, 2020 DOI:

 "Making A Case For Culturally Humble Leadership Practices Through A Culturally Responsive Leadership Framework”  by Linda D. Campos-Moreira, Marlon I. Cummings, Giesela Grumbach, Henry E. Williams & Kylon Hooks (2020)  Human Service Organizations: Management, Leadership & Governance, 44:5, 407 - 414, DOI: 10.1080/23303131.2020.1821974 “Combining systems theory, theories of organizational change, and the literature on cultural humility and competence, this paper proposes a culturally responsive leadership framework (CRLF) for public sector and human service leaders to improve organizational outcomes equitably. Central to this framework are three elements: considering the socio-cultural aspects of an organization; creating inclusive environments to help facilitate distributed decision making; and a leader’s willingness to learn from all people to mitigate gaps in service delivery that are inadequate and inequitable.”

Humility is not thinking less of yourself but thinking of yourself less. It is a posture of the heart that shows up in how you live, lead, and listen. Humble leaders recognize the value in others. They inspire, connect, check in, and elevate those they serve and lead. In this [one hour] webinar, we explore using the tool of Cultural Humility as a framework for your workplace culture and leadership.”

*Greater Cleveland Partnership. Diversity Professionals Group Cultural Humility The Great Mitigator. November 2020. Video.