Intercultural Communication

In inclusive mentoring and sport settings, we rarely share the same background, language, or expectations. Eye contact, tone, gestures, humour, and silence can mean very different things across cultures. When these differences stay unspoken, people may feel confused, judged, or unsafe — even if intentions are positive.

When mentors and coordinators notice, name, and respect cultural differences, mentoring relationships become spaces of mutual learning and empowerment. Effective intercultural communication:

• builds trust and psychological safety;
• supports motivation, retention, and regular participation in sport;
• helps prevent misunderstandings from escalating into conflict or withdrawal;
• keeps sport a safe, welcoming platform for everyone — especially women of migrant background.

Cultural identity shapes expectations about time, hierarchy, feedback, and even what “success” means. It does not determine behaviour, but it strongly influences how we read situations and how safe we feel.

• Communication styles: direct vs. indirect. In some cultures “maybe” or silence can be a polite “no”.
• Non-verbal cues: gestures, touch, smiles, and silence can signal respect in one context and discomfort in another.
• Concept of time: strict punctuality vs. flexible rhythms — often shaped by transport, childcare, or work realities.
• Power distance: in some cultures, people hesitate to disagree openly with coaches or mentors; they may avoid saying “no”.
• Gender & social norms: comfort with mixed-gender activity, clothing, and public roles varies widely.

Reflection prompt: Recall a puzzling interaction from your practice. Could cultural differences help explain it? What would you do differently now?

Here are frequent barriers mentors and coordinators encounter — and starting points to address them.

Core attitudes (for mentors & coordinators)

• Curiosity: be interested in how others see the world.
• Respect: treat differences as valid, not as problems.
• Humility: accept that you will not always understand — and that’s okay.
• Empathy: ask yourself, “How might this feel from her position?”

Key skills (especially for mentors)

• Active listening & paraphrasing: “So, if I understood you correctly, you mean that…”
• Adapting to comfort levels: adjust activities, pace, and communication style as trust grows.
• Reading non-verbal cues: notice body language and energy without rushing to judgement.
• Giving respectful feedback: be specific, focus on behaviour, and avoid shame.

Practical tool: keep a short post-meeting journal — what worked, what felt confusing, and one thing to try next time.

Movement often transcends language — but sport settings also surface many norms around touch, clothing, competitiveness, and gender roles. Coordinators and mentors can shape these environments so they feel genuinely welcoming.

• Accessibility: consider private changing spaces, clear rules on photos, and safe routes to the venue.
• Representation: ensure visible and relatable leaders, especially women of migrant background.
• Language use: give short, paced instructions; show drills rather than only explaining them.
• Cultural sharing: invite mentees to teach games or warm-ups from their own cultures.

These tools can be adapted for your local context and combined with your monitoring and evaluation practice.

For more on monitoring and evaluation of inclusive mentoring, see the module Monitoring & Evaluation in Inclusive Mentoring Programmes .