16-05-2025
Ireland can be a global leader in cultural intelligence, says expert
Diverse, inclusive and culturally intelligent employers broaden their potential markets and their ability to recruit and retain top talent, says a respected industry thought leader.
Mamobo Ogoro is a social psychologist and multi-award-winning social entrepreneur. She is the founder and CEO of Gorm, an award-winning social enterprise bringing about belonging through Intercultural media and education.
Based in Ireland, Mamobo hosts 'Younified' on Newstalk and was chosen as the first Irish person to win the Echoing Green Fellowship for her impactful work.
'People are familiar with the term emotional intelligence, or emotional quotient (EQ), the ability to empathise with people. Similarly, with cultural intelligence, it's about being able to empathise and engage with people who are from different cultural backgrounds,' said Mamobo.
'Every organisation needs a leader who can create a more inclusive work environment. When you want your company to appeal to diverse audiences, you need to put people in forward roles who can support and understand people's need for psychological safety. That need has a cultural component, a cultural quotient, or CQ.'
Mamobo gained a PhD in Social and Cultural Psychology for her research work on systems of inclusion and exclusion within second-generation immigrant communities living in Ireland. The study looked at the intersection of EQ and CQ, notably areas where these are lacking in Ireland.
This is one of the areas where Mamobo and her colleagues at Gorm help companies to integrate intercultural competence into their DEI (Diversity, Equity & Inclusion) strategies.
'DEI equips organisations with the ability to effectively navigate and embrace differences across cultures, backgrounds, beliefs, and behaviours,' she said. 'When I talk with companies, of course, I don't use so much academic language.'
Indeed, while backed by a wealth of research, the tiered approach to Gorm's new Unified Business Programme is very practical in the way it helps to support businesses at all stages of their DEI journey. PTSB and EY are among those currently using the programme.
The programme is structured around a three-tier membership system (Awareness, Sensitivity, and Competence Streams), each designed to support organisations regardless of where they stand on their DEI journey.
The Awareness Stream offers foundational online tools and intercultural training to kickstart inclusive practices.
The Sensitivity Stream provides in-depth, tailored support from a dedicated cultural psychologist to embed learning and development programmes.
And the Competence Stream targets senior leadership and system-wide transformation through immersive experiences, cultural assessment, and strategic implementation.
'Managers are the unifiers in any organisation, and they need cultural competency. The programme enhances participants' cultural competency, and helps them in the way they communicate across the organisation.
'We are currently working with PTSB, who are creating a bespoke programme for managers to engage across cultural difference. Their managers are looking at a range of questions around culture in the workplace.
'We are also working with EY, who are looking at ways that their managers can impact the way their staff engage with cultural intelligence. They're building a team that will deliver cultural competency across their organisation.'
Mamobo says that effective progress involves changing systems and bringing people forward. For this aspect of her philosophy, Mamobo credits Prof John A Powell, director of Otherness and Belonging, UC Berkeley, California.
'Professor Powell says we need to be hard on systems and soft on people,' she said. 'We need to treat everybody with empathy and understanding. With our cultural competency work, we go deep with ethnicity.
'For instance, we might be working with a manager who is 50 or 60 years of age. They have experienced a very different kind of Ireland. You could say that the programme 'holds their hand' and helps them to deliver the programme to their teams.
'The Gen Zs tend to have heightened awareness around wellbeing. They're normally more alert to questions around gender and ethnicity. The younger generations are very open to these conversations, which gives me a lot of hope in terms of the future for the communities that we are working with.'
Key features of Gorm's Unified Business Programme include: Access to research-based frameworks and best practices; Peer-to-peer and expert-led training; Custom reviews and assessments; Community and networking opportunities.
This staged model means businesses can scale their commitment as capacity and internal readiness evolve, making cultural transformation manageable and impactful.
'Integrating intercultural competence into DEI (Diversity, Equity & Inclusion) strategies equips organisations with the ability to effectively navigate and embrace differences across cultures, backgrounds, beliefs and behaviours.
'The benefits are substantial. Culturally competent teams are better at resolving misunderstandings and collaborating across diverse viewpoints. Culturally inclusive businesses are more attractive to top talent from diverse backgrounds. They foster higher employee satisfaction and retention rates. They also enjoy improved customer relations.'
Mamobo also welcomes initiatives like the World Day for Cultural Diversity for Dialogue and Development, led by UNESCO, taking place on Wednesday, May 21.
'These are moments when we can put a spotlight on issues around cultural diversity,' she said. 'Let's face it, social justice is not sexy. That's why there is a great benefit in creating a space like this where people can stop and take time to see the value and the beauty and the humour in it.
'These days bring laughter and a lot of good humour. For instance, Irish culture can sometimes use a lot of phrases and idioms and still leaves a lot of things unsaid. I know one manager who was appraising a member of staff.
'He used the phrase 'If I put a gun to your head' when asking for a definitive answer to a question. She reported him to HR, who then had to talk with him about cultural competency.'
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Mamobo believes that Ireland is already taking steps towards improving its DEI commitments and can in time be a leader when it comes to cultural competency.
'I absolutely believe that Ireland is uniquely positioned to be a global beacon for diversity and inclusion,' she said. 'One in eight people in Ireland are now of ethnically diverse backgrounds, and Gen Z is even more diverse. This demographic evolution offers a vibrant talent pool and new cultural perspectives.
'Global markets, investors and talent are increasingly valuing inclusion. Irish businesses that lead on D&I can significantly strengthen Ireland's reputation on the world stage. As the EU and global institutions emphasise social responsibility and inclusion, Irish firms aligned with these values will enjoy regulatory favour and international support.'
