Last Updated on July 28, 2026 by Status.net Editorial Team

Cultural awareness means the ability to recognize and appreciate the differences and similarities between different cultures and customs.

In global and remote teams, this skill shows up in small daily choices: how a manager schedules meetings across time zones, how a teammate responds to an unfamiliar accent, or how a leader handles a holiday that falls outside the standard company calendar. Reviewing cultural awareness well means paying attention to these everyday moments, then translating them into language that is specific, fair, and easy to act on.

Part 1How Cultural Awareness, Cultural Competence, and Cultural Sensitivity Work Together

Managers often use cultural awareness, cultural competence, and cultural sensitivity as if they mean the same thing. Each term describes a related but distinct skill, and knowing the difference helps you write a more precise review.

• Cultural awareness is the recognition that people from different backgrounds may communicate, make decisions, or approach work differently.
• Cultural sensitivity is the practice of responding to those differences with care, choosing words and actions that avoid causing offense.
• Cultural competence is the applied skill of adjusting behavior and decisions so that collaboration across cultures actually works well in practice.

Valuing diversity and showing appreciation for the different perspectives a team brings often overlaps with all three skills. When you write a review, naming the specific skill you observed, whether that is recognizing a difference, responding with care, or adjusting behavior effectively, makes the feedback easier for the employee to apply.

Part 2Real-World Examples of Cultural Awareness in the Workplace

Cultural awareness rarely shows up as a single dramatic event. It shows up in dozens of small, repeatable behaviors that a manager can observe over a review period.

• Scheduling important meetings with enough flexibility to accommodate religious holidays or observances across the team
• Checking dietary needs before ordering food for a team lunch or company event
• Learning the correct pronunciation of a colleague’s name and using it consistently
• Adjusting the pace and directness of feedback based on what works for a particular team member’s communication style
• Inviting team members who speak up less often in meetings to share their perspective before decisions are finalized
• Recognizing that silence in a conversation can carry different meanings across cultures, and avoiding the assumption of disengagement
• Asking clarifying questions about unfamiliar customs before making assumptions
• Adapting written communication for colleagues who work in a second language by using clear phrasing and limiting idioms or slang
• Including a range of voices in decision-making processes so that one dominant perspective does not drown out others
• Following up privately with an employee after a cultural misunderstanding to understand what happened and repair the relationship

Part 3How to Conduct a Cultural Awareness Review or Assessment

A cultural awareness assessment works best when it is built on documented behavior gathered over time. Impressions formed close to the review date alone tend to be less reliable.

1. Collect specific examples throughout the entire review period, including moments that happened months earlier.
2. Ask for input from peers or colleagues who worked closely with the employee across different projects or teams.
3. Compare the observed behavior against the expectations of the role. A client-facing role or a global team lead typically needs a higher level of cultural competence than a role with little cross-cultural contact.
4. Apply a consistent rubric, such as the five-point scale used in this guide, so that ratings stay comparable across employees and reviewers.
5. Invite the employee to complete a brief self-assessment before the conversation. This often surfaces blind spots on both sides.
6. Turn the rating into one or two concrete development goals, such as attending a specific training or seeking feedback from a colleague with a different cultural background.

Part 4Performance Review Questions: Cultural Awareness

Based on the answers to these questions, you can determine which rating to assign to an employee. It’s important to be objective and fair, and to provide specific examples to support your rating.

1. Does the employee communicate and collaborate effectively with colleagues from diverse backgrounds?
2. Does the employee show sensitivity and respect towards cultural differences?
3. Does the employee actively promote a culture of inclusivity and diversity within the workplace?
4. Does the employee demonstrate an understanding and appreciation for diverse cultures and customs?
5. Does the employee seek out opportunities to learn about different cultures and ways of life?

If you’re unsure about an employee’s rating, it may be helpful to seek feedback from colleagues or supervisors who have worked closely with the employee.

A few additional prompts can round out the picture, especially for behavioral performance appraisals that rely on specific incidents rather than general impressions.

6. Has the employee adjusted their communication style when working with international clients or remote teammates in different regions?
7. Does the employee ask thoughtful questions about unfamiliar customs before making assumptions?
8. How does the employee respond when a cultural misunderstanding occurs on the team?
9. Does the employee’s behavior align with the organization’s stated values around diversity, equity, and inclusion?

These extra questions work well when you want the review to reflect actual incidents instead of a general impression, which also makes the rating easier to defend if an employee asks for specific examples.

Performance Review Phrases and Paragraphs Examples: Cultural Awareness

Part 55 – Outstanding

Example Phrases

• Consistently demonstrates a deep understanding and appreciation for diverse cultures and customs
• Proactively seeks out opportunities to learn about different cultures and ways of life
• Effectively communicates and collaborates with individuals from diverse backgrounds
• Demonstrates a high level of sensitivity and respect towards cultural differences
• Actively promotes a culture of inclusivity and diversity within the workplace
• Serves as a role model for cultural awareness and understanding within the organization
• Demonstrates exceptional ability to bridge cultural gaps and foster understanding among colleagues
• Consistently goes above and beyond to ensure that all team members feel valued and respected, regardless of their background
• Takes the initiative to organize and lead diversity and inclusion initiatives within the company
• Demonstrates a keen ability to adapt communication and leadership styles to effectively engage with individuals from diverse backgrounds
• Proactively addresses and resolves any instances of cultural misunderstanding or insensitivity
• Consistently seeks feedback from colleagues of diverse backgrounds to ensure a more inclusive work environment
• Demonstrates a deep understanding of how cultural differences can impact business practices and decision-making
• Effectively leverages cultural diversity to drive innovation and creative problem-solving within the team
• Consistently demonstrates empathy and understanding when interacting with colleagues and clients from different cultural backgrounds
• Proactively seeks to educate others on the importance of cultural awareness and sensitivity
• Demonstrates exceptional ability to navigate and resolve cross-cultural conflicts and misunderstandings
• Consistently incorporates cultural awareness and sensitivity into all aspects of their work
• Demonstrates a strong commitment to continuous learning and growth in the area of cultural awareness and diversity

Example Paragraph

John consistently demonstrates an outstanding level of cultural awareness. He has a deep understanding and appreciation for diverse cultures and customs, and proactively seeks out opportunities to learn about different ways of life. He communicates and collaborates effectively with individuals from diverse backgrounds, demonstrating a high level of sensitivity and respect towards cultural differences. John actively promotes a culture of inclusivity and diversity within the workplace, making sure that everyone feels valued and respected.

Part 64 – Exceeds Expectations

Example Phrases

• Demonstrates a good understanding and appreciation for diverse cultures and customs
• Seeks out opportunities to learn about different cultures and ways of life
• Communicates and collaborates effectively with individuals from diverse backgrounds
• Shows sensitivity and respect towards cultural differences
• Actively promotes a culture of inclusivity and diversity within the workplace
• Consistently demonstrates a strong awareness and understanding of cultural differences
• Effectively adapts communication and interaction styles to ensure inclusivity and understanding
• Proactively seeks out opportunities to engage with and learn from colleagues of diverse backgrounds
• Demonstrates a high level of respect and empathy when interacting with individuals from different cultures
• Consistently incorporates cultural sensitivity and awareness into decision-making processes
• Proactively addresses and resolves any instances of cultural misunderstanding or insensitivity within their team
• Demonstrates a strong ability to bridge cultural gaps and foster understanding among colleagues
• Actively participates in and supports diversity and inclusion initiatives within the company
• Consistently seeks feedback from colleagues of diverse backgrounds to ensure a more inclusive work environment
• Demonstrates a strong understanding of how cultural differences can impact business practices and outcomes
• Effectively leverages cultural diversity to drive innovation and creative problem-solving within their work
• Consistently demonstrates empathy and understanding when interacting with clients and stakeholders from different cultural backgrounds
• Proactively seeks to educate and raise awareness among colleagues regarding the importance of cultural sensitivity
• Demonstrates a strong commitment to continuous learning and growth in the area of cultural awareness and diversity

Example Paragraph

Sarah exceeds expectations in terms of cultural awareness. She demonstrates a good understanding and appreciation for diverse cultures and customs, and seeks out opportunities to learn about different ways of life. Sarah communicates and collaborates effectively with individuals from diverse backgrounds, showing sensitivity and respect towards cultural differences. She actively promotes a culture of inclusivity and diversity within the workplace, ensuring that everyone feels welcome and valued.

Part 73 – Meets Expectations

Example Phrases

• Demonstrates a basic understanding and appreciation for diverse cultures and customs
• Occasionally seeks out opportunities to learn about different cultures and ways of life
• Communicates and collaborates adequately with individuals from diverse backgrounds
• Shows some sensitivity and respect towards cultural differences
• Occasionally promotes a culture of inclusivity and diversity within the workplace
• Demonstrates a satisfactory level of cultural awareness and understanding
• Communicates and interacts appropriately with colleagues from diverse backgrounds
• Shows respect for cultural differences and avoids making insensitive remarks or assumptions
• Participates in diversity and inclusion training and initiatives when required
• Demonstrates a willingness to learn and improve their understanding of cultural differences
• Considers cultural differences when making decisions or interacting with others
• Addresses instances of cultural misunderstanding or insensitivity when brought to their attention
• Maintains a respectful and professional demeanor when interacting with individuals from different cultures
• Demonstrates an understanding of how cultural differences can impact communication and collaboration
• Seeks guidance or clarification when unsure about cultural norms or expectations
• Demonstrates a basic level of empathy and understanding when interacting with colleagues and clients from different cultural backgrounds
• Acknowledges and appreciates the value of cultural diversity within the workplace
• Demonstrates a commitment to treating all individuals with respect, regardless of their cultural background
• Incorporates feedback regarding cultural sensitivity and awareness into their work and interactions

Example Paragraph

Mark meets expectations in terms of cultural awareness. He demonstrates a basic understanding and appreciation for diverse cultures and customs, and occasionally seeks out opportunities to learn about different ways of life. Mark communicates and collaborates adequately with individuals from diverse backgrounds, showing some sensitivity and respect towards cultural differences. He occasionally promotes a culture of inclusivity and diversity within the workplace, but could benefit from more consistent efforts in this area.

Part 82 – Needs Improvement

Example Phrases

• Demonstrates a limited understanding and appreciation for diverse cultures and customs
• Rarely seeks out opportunities to learn about different cultures and ways of life
• Struggles to communicate and collaborate effectively with individuals from diverse backgrounds
• Shows insensitivity and disrespect towards cultural differences
• Rarely promotes a culture of inclusivity and diversity within the workplace
• Demonstrates a lack of awareness or understanding of cultural differences and their impact on the workplace
• Occasionally makes insensitive remarks or assumptions about individuals from different cultural backgrounds
• Struggles to adapt communication and interaction styles to ensure inclusivity and understanding
• Rarely participates in or shows interest in diversity and inclusion training or initiatives
• Demonstrates a limited ability to empathize with or understand the perspectives of colleagues from diverse backgrounds
• Occasionally disregards or dismisses the importance of cultural sensitivity in decision-making processes
• Fails to consistently address or report instances of cultural misunderstanding or insensitivity within their team
• Demonstrates difficulty in bridging cultural gaps or fostering understanding among colleagues
• Rarely seeks feedback from colleagues of diverse backgrounds to ensure a more inclusive work environment
• Demonstrates a limited understanding of how cultural differences can impact business practices and outcomes
• Struggles to leverage cultural diversity for innovation and creative problem-solving within their work
• Occasionally demonstrates a lack of empathy or understanding when interacting with clients or stakeholders from different cultural backgrounds
• Rarely takes the initiative to educate themselves or others on the importance of cultural sensitivity and awareness
• Demonstrates a lack of commitment to continuous learning and growth in the area of cultural awareness and diversity

Example Paragraph

Jane needs improvement in terms of cultural awareness. She demonstrates a limited understanding and appreciation for diverse cultures and customs, and rarely seeks out opportunities to learn about different ways of life. Jane struggles to communicate and collaborate effectively with individuals from diverse backgrounds, showing insensitivity and disrespect towards cultural differences. She rarely promotes a culture of inclusivity and diversity within the workplace, and could benefit from additional training and support in this area.

Part 91 – Unacceptable

Example Phrases

• Demonstrates a complete lack of understanding and appreciation for diverse cultures and customs
• Shows no interest in learning about different cultures and ways of life
• Consistently communicates and collaborates inappropriately with individuals from diverse backgrounds
• Shows blatant insensitivity and disrespect towards cultural differences
• Actively undermines a culture of inclusivity and diversity within the workplace
• Consistently makes insensitive or offensive remarks about individuals from different cultural backgrounds
• Refuses to acknowledge or address the impact of cultural differences on the workplace
• Actively resists or undermines diversity and inclusion initiatives within the organization
• Demonstrates a complete lack of empathy or understanding towards colleagues from diverse backgrounds
• Consistently disregards the importance of cultural sensitivity in decision-making processes and interactions
• Ignores or dismisses instances of cultural misunderstanding, insensitivity, or discrimination within their team
• Actively contributes to a work environment that is hostile or unwelcoming to individuals from diverse backgrounds
• Consistently fails to adapt communication or interaction styles to ensure inclusivity and understanding
• Openly dismisses or ridicules the value of cultural diversity within the workplace
• Demonstrates a complete lack of effort to improve their understanding or awareness of cultural differences
• Consistently demonstrates insensitivity and disrespect when interacting with clients or stakeholders from different cultural backgrounds
• Actively discourages or undermines efforts to promote cultural sensitivity and awareness within the team
• Demonstrates a blatant disregard for the importance of continuous learning and growth in the area of cultural awareness and diversity
• Consistently creates or contributes to situations that result in cultural misunderstandings, conflicts, or discrimination

Example Paragraph

Tom’s cultural awareness is unacceptable. He demonstrates a complete lack of understanding and appreciation for diverse cultures and customs, and shows no interest in learning about different ways of life. Tom consistently communicates and collaborates inappropriately with individuals from diverse backgrounds, showing blatant insensitivity and disrespect towards cultural differences. He actively undermines a culture of inclusivity and diversity within the workplace, and his behavior is damaging to the overall team dynamic. Immediate action is needed to address this issue.

Part 10Respect and Inclusion: Additional Performance Review Phrases

Respect is one of the clearest signals of cultural awareness in action, and it deserves its own set of review language. Use these phrases alongside the ratings above when respect is the specific behavior you need to document, separate from broader cultural knowledge.

Phrases That Recognize Respectful Behavior

• Treats every colleague with dignity, regardless of role, background, or seniority
• Listens fully before responding, even when opinions differ sharply
• Gives credit generously and avoids taking sole ownership of team successes
• Addresses disagreements directly and calmly, without resorting to personal criticism
• Speaks about absent colleagues with the same respect shown when they are present
• Honors commitments made to teammates, including small ones like meeting times

Phrases for Employees Who Need to Build Respectful Habits

• Interrupts colleagues frequently during meetings, limiting their ability to contribute
• Dismisses ideas from certain team members before fully considering them
• Uses a dismissive tone when addressing questions from less experienced colleagues
• Struggles to acknowledge mistakes or accept feedback from peers
• Shows inconsistent respect depending on a colleague’s title or seniority

Part 11Extending Cultural Awareness Reviews to Broader DEI Goals

Cultural awareness is one piece of a larger diversity, equity, and inclusion picture. Many organizations tie individual reviews to company-wide DEI goals, which means a manager’s language needs to connect personal behavior to team-level outcomes.

• Actively supports recruitment and mentorship efforts aimed at building a more diverse team
• Champions equitable access to growth opportunities, projects, and visibility across the team
• Shows genuine appreciation for diversity of thought during brainstorming and planning sessions
• Advocates for inclusive practices, such as accessible meeting formats or varied communication channels
• Recognizes and speaks up about inequities in how opportunities or recognition are distributed
• Models valuing diversity by seeking out perspectives that differ from their own before making decisions

These phrases work well when a review needs to speak to a broader DEI objective in addition to day-to-day cultural awareness.

Part 12Common Mistakes When Evaluating Cultural Awareness

• Rating a personality trait, such as being reserved in meetings, as a cultural awareness gap when it may simply reflect a communication preference
• Relying on a single incident to form the entire rating, which can misrepresent a pattern of behavior built over months
• Letting the reviewer’s own cultural blind spots shape the language used in the review
• Writing vague feedback, such as “needs to be more culturally aware,” without a specific example the employee can act on
• Treating cultural awareness as a fixed trait when it is a skill that develops with practice, feedback, and exposure
• Overlooking growth since the last review cycle, which can discourage an employee who has made real progress

Part 13Fostering a Workplace Culture That Supports Ongoing Feedback

Formal reviews capture a snapshot, but cultural awareness tends to grow fastest in organizations that also support informal feedback throughout the year.

• Encourage managers to flag cultural missteps close to when they happen, in a private and constructive conversation, so the feedback stays fresh and specific
• Create simple channels, such as regular one-on-ones or team retrospectives, where cultural friction can surface early
• Recognize cultural awareness wins in the moment, publicly when appropriate, so employees see it as a valued skill
• Pair formal ratings with informal check-ins throughout the quarter so nothing in the year-end review comes as a surprise

Part 14Related Skills and Competencies to Evaluate Alongside Cultural Awareness

Cultural awareness rarely operates in isolation. It tends to show up alongside a handful of related competencies, and reviewing them together often gives a fuller picture of how an employee works with others.

• Communication skills, especially clarity and adaptability across different audiences
• Teamwork and collaboration, including how well someone shares credit and supports teammates
• Adaptability, particularly when processes, teams, or expectations shift
• Emotional intelligence, including self-awareness and empathy in difficult conversations
• Leadership behaviors, for employees who manage or mentor others
• Alignment with company values, since cultural awareness often reflects a broader commitment to the organization’s stated principles

Reviewing these alongside cultural awareness in each cycle helps build a complete picture of how someone contributes to the team, and it gives you more material to draw from when a rating needs support.

Related: 2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

Frequently Asked Questions

What does cultural awareness look like in a performance review?

It usually shows up as specific, observable behavior: adjusting communication style for a global team, respecting religious holidays when scheduling, or asking thoughtful questions about a colleague’s background before making assumptions.

How is cultural awareness different from cultural competence?

Cultural awareness is the recognition that differences exist. Cultural competence is the applied skill of adjusting behavior so that collaboration across those differences works well in practice. Most employees develop awareness first and build competence with experience and feedback.

What are some clear examples of cultural sensitivity in the workplace?

Common examples include checking dietary needs before a team meal, learning the correct pronunciation of a colleague’s name, adjusting the directness of feedback for a teammate’s communication style, and pausing before making assumptions about silence or indirect answers in a conversation.

How do you write a respectful performance review comment about cultural awareness?

Anchor the comment in a specific, observed behavior. Describe what happened, why it mattered, and what you would like to see continue or change. For example, describe the specific meeting where the employee adjusted their approach for an international client. This gives the employee something concrete to repeat, and it holds up better if the rating is ever questioned.

What is the most accurate way to describe cultural competence?

Cultural competence is most accurately described as an applied, ongoing skill that grows through exposure, feedback, and practice. It is rarely a fixed trait someone simply has or lacks from the start.

How often should cultural awareness be assessed?

Most organizations assess it during the standard performance review cycle, once or twice a year, but pairing that with informal feedback throughout the year gives a more accurate and less surprising rating.

Can cultural awareness be measured objectively?

It can be evaluated fairly, though rarely with a single objective metric. The most reliable approach documents specific behaviors over time, gathers input from multiple colleagues, and applies a consistent rubric so ratings do not depend too heavily on one reviewer’s perspective.

What should a manager do if an employee resists diversity or cultural awareness training?

Start with a direct, private conversation to understand the source of the resistance before assuming it reflects the employee’s values. Sometimes resistance comes from confusion about expectations more than genuine disagreement, and clarifying the specific behavior that needs to change often resolves it.

What makes a performance review process more inclusive?

An inclusive review process gathers input from more than one source, applies the same rubric to every employee, and relies on specific behavioral examples over general impressions. It also builds in a self-assessment step and checks that the language used respects an employee’s dignity and cultural background.