Leaders must maintain self-awareness to understand how their own cultural perspective informs their counselling practice. Without awareness, change is impossible and the risk of harm to others greatly increases. Corey et al. (2018) identified the work of DeLucia (2010) who emphasized the necessity for counsellors to develop competency by integrating interventions that respectfully explore differences, though: a) awareness into internalized values, beliefs, and assumptions; b) understanding of how diversity impacts the group process; c) integration of tools and strategies that are appropriate for diverse members.  

Counsellors must also develop competency within diversity, which extends beyond culturally respectful practice. Steps for leaders to increase competence include: a) understand and embrace how their culture shapes clinical practice; b) understand their worldview, internalized values, beliefs, biases, assumptions, and perceptions; c) Encourage conversations about diversity; d) explore how differences can impact group outcomes; e) recognize and embrace the impact of power, privilege, and perspective upon group dynamics; f) recognize that one’s own limitations exist (Corey, et al., 2018).

Counsellors and group leaders are human and are not immune to cultural influence that shape clinical practice. The first step when challenges occur in work with diverse clients is acknowledgement that an issue exists. Avoidance and denial perpetuates ignorance that keep people stuck and unable to do things differently. Conscious reflection, acknowledgment, and intentional self-reflection is a starting place to promote connection and healing within others. This is a continuous process counsellors must to engage in; to keep their ‘isms’ in check through personal self-reflection and therapeutic work (Corey et al., 2018).