Cultural Intelligence (CQ) Training

Cultural capability (CQ) has become a critical competency in the 21st century as customers and the talent pool becomes increasingly diverse. All organisations need CQ to be able to know their customers and clients and to be able to relate to co-workers and to manage staff as NZ continues to transform. IQ and EQ are no longer enough, and this is where we come in!

Each training programme is tailored to meet the needs of an organisation. Our sessions can vary from one-on-one coaching for CEOs, boards and senior managers or cultural change champions, through to group workshops for all staff. We can start by undertaking a CQ audit to determine how much cultural capability an organisation has and what gaps need to be filled with training. We will also deliver best practical guidance on how to improve your own and your organisation’s CQ by growing awareness of unconscious bias, and by participating in practical exercises which will develop your CQ skills and knowledge. The training is practical and effective in developing cultural competence.

A subset of this training, which is particularly useful in the New Zealand context, is Asia Capability Training. This training focuses on Asian history and culture and provides participants with an understanding of how to properly engage with Asian businesses, customers, or employees.

The Superdiversity institute has trained a range of organisations and office holders including:

  • Institute of judicial Studies
  • Tenancy Mediators and the Tenancy and Investigation team at MBIE
  • Labour Inspectorate for Employment New Zealand

Contact us today about how we can help your organisation:


Case study with nib nz

Superdiversity Institute provided Asia Capability training to nib which involved convening 7 two-hour in house training sessions with all nib employees. The training included:

  • Describing the importance of Asia Capability in New Zealand’s market;
  • Providing a background on Chinese and Indian history, custom, and cultural practices;
  • Practical guidance on how to attract recent migrants from China and India as customers to the business;
  • Practical guidance on how to attract recent migrants from China and India as employees to the business; and
  • Information on engaging with Chinese and Indian businesses

nib has always valued cultural capability and, given our increasingly diverse staff and customers, must grow that capability.

We have learned a lot about our cultural capability at nib from participating in the CQ audit and I am delighted at the high level of engagement from our team members.

We now know nib is diverse and our team speaks 50 languages. This cultural capability is fantastic. My senior management team and I are happy to recommend the Superdiversity Institute’s CQ Audit, Report and CQ Qualmark as a great way to add value to businesses that value cultural competence.

The report the Superdiversity Institute wrote us analysing the results of the CQ Audit) was pragmatic, incisive and helpful. It identified the low-hanging fruit which we are implementing with good results, along with training in CQ and subconscious bias.

I am very happy to recommend the Superdiversity’s CQ services.

Robert Hennin
Chief Executive Officer
nib New Zealand


Testimonial from Building and Tenancy Branch,  Te Whakatairanga Service Delivery Group, a part of the Ministry of Building, Innovation and Employment.

The Superdiversity Institute for Law, Policy and Business undertook  Cultural capability (CQ) training for the Mediation and Compliance Investigation Teams at Tenancy Services. 

Kia ora

To whom it may concern

We work in the Building and Tenancy Branch, in the Te Whakatairanga Service Delivery Group, a part of the Ministry of Building, Innovation and Employment.

Our specific areas are Mediation, and Compliance and Investigation.  In early November our two teams comprising a total of around sixty five staff took part in Cultural Capability Training, with a focus on the Chinese community.  It was conducted by Mai Chen from the SuperDiversity Institute.  Due to the pandemic circumstances It took place online by the zoom virtual platform.

Mai Chen was assisted by her colleague Leo Huang, and since the training we have received huge feedback from our staff about how informative and enjoyable they found it.

In our work we come into contact with many people from the Chinese communities, and it was very beneficial hearing from Mai and Leo about their lived experiences.  They were very impressive, setting a good tone with a balance between the serious and light approach.

They provided meaningful information and examples of how we might tailor our approach.  It was well researched with detailed training notes for us.  Their anecdotes and humour were also well received, and as referred to earlier our people advised that they came away from the session with much more clarity and insights.

We fully recommend and endorse Mai Chen and her company for any groups wanting to undertake such training.

Ngā mihi nui

 Amituanai Puni Leota (he, him)                                                                        


Dispute Resolution


Testimonial from Penny Simmonds, Chief Executive, Southern Institute of Technology

The Superdiversity Institute for Law, Policy and Business undertook a day and a half Cultural capability (CQ) training for most of Southern Institute of Technology’s staff and some of our international students.

International students comprise 20% of the student base at the Southland Campus of SIT and come from 45 countries around the world. Thus ensuringthey are well-taught and succeed and thrive and go on to be able to find jobs and to stay in Southland is huge for SIT and for the economic development of the whole region.

The Superdiversity Institute’s training was transformational in building on and growing the cultural capability we already had at SIT. Teachers had their eyes opened again to the challenges of  international students and learned to walk in their shoes. They found out how to deepen their own CQ(ability to work with others not like them) and gained a refreshed appreciation of the important things they could do while teaching that would really assist their international students to succeed.

The international students were able to voice their challenges and appreciated their cultural diversity being valued by SIT and the importance placed on helping them to succeed. They also learned to grow their ability to work successfully with kiwi culture. The training was a great success. It was videoed to allow us to use it to train the trainers. In turn, this has allowed SIT to continue to provide CQ training to new staff and students.

I have no hesitation recommending the CQ and unconscious bias training the Superdiversity Institute provides. It added real value to SIT and was transformational.

Penny Simmonds
Chief Executive
Southern Institute of Technology