Purpose: In recent years, cultural competence has become a common term for a variety of strategies to address the challenge of cultural diversity. The purpose of this study was to investigate the consequences of cultural competence in the banking industry
Materials and Methods: To achieve this goal, a research was conducted with a qualitative approach and a phenomenological strategy through semi-structured, face-to-face and in-depth interviews with 16 employees.
Findings: Two main categories of organizational outcome, individual outcome and 7 sub-themes were highlighted. In this research, two main categories of organizational consequences include five sub-categories (increasing social capital, strengthening the meritocratic system, expanding collective thinking, reducing anti-organizational citizen behavior and increasing organizational citizen behavior) and another main category under the title of individual consequences including two categories. The secondary (increasing the level of job satisfaction and increasing self-management skills) was identified.
Conclusion: The results show that since the distribution of financial resources and credits in the country can have a significant effect on creating job opportunities, combating poverty and empowering regions, the cultural competence of banking service providers to reduce bias and guarantee Social equality is essential.