An Interview With Vanessa Ogle
…Cultural sensitivity is no longer optional. It is truly business imperative in today’s globalized world. Companies that prioritize it attract top talent, foster customer loyalty, and outperform competitors…
In today’s globalized world, understanding and respecting cultural differences is not just a moral imperative, it’s a business necessity. Cultural sensitivity in business goes beyond mere awareness; it’s about actively adapting and responding to the diverse cultural landscapes in which businesses operate. This is crucial for building successful, respectful, and inclusive working environments and for creating products and services that resonate with a diverse customer base. As part of this series, we had the pleasure of interviewing Dante King.
Dante King is a distinguished author, educator, and thought leader specializing in anti-racism, diversity, equity, and inclusion (DEI). A native of San Francisco, California, he has dedicated over 15 years to human resource management, focusing on executive leadership development and the implementation of anti-racism frameworks within organizations.
As an Adjunct Assistant Professor of Medical Education at the Mayo Clinic College of Medicine and Science, Dante imparts his extensive knowledge on systemic racism and its impacts. He also serves as guest faculty at the University of California, San Francisco (UCSF) School of Medicine, where he has lectured for three years, contributing significantly to the academic discourse on racial equity.
Dante’s literary contributions include his acclaimed book, The 400-Year Holocaust: White America’s Legal, Psychopathic, and Sociopathic Black Genocide and the Revolt Against Critical Race Theory, which examines the legal history of anti-Blackness and its enduring effects on American society. Building upon this work, he launched a 10-episode docuseries, Diagnosing Whiteness & Anti-Blackness: White Psychopathology, Collective Psychosis, and Trauma in America, further exploring these critical themes. His forthcoming book, Diagnosing Whiteness & Anti-Blackness: White Psychopathology, Trauma, and Collective Psychosis in America, is scheduled for release in February 2025.
Throughout his career, Dante has been instrumental in developing and enacting policies aimed at promoting racial equity. Notably, he partnered with the San Francisco Board of Supervisors to develop and enact the City and County of San Francisco’s Racial Equity Ordinance, leading to the establishment of the city’s first Office of Racial Equity in 2019. His leadership roles have included serving as Deputy Director for the Department of Public Health Office of Health Equity in San Francisco and as Director of Race, Equity, and Inclusion at the San Francisco Municipal Transportation Agency.
Dante’s commitment to education and advocacy is further demonstrated through his development of courses such as “Understanding the Roots of Racism and Bias: Antiblackness and Its Links to Whiteness, White Racism, Privilege, and Power,” and collaborations with scholars like Dr. Robin DiAngelo. He has also founded initiatives like the Black Employees Alliance, advocating for racial equity within public institutions.
His expertise and impactful work have made him a sought-after speaker and consultant, collaborating with organizations including the San Francisco Police Department, Johns Hopkins University, Stanford University School of Medicine, and the Wikimedia Foundation. Dante’s unwavering dedication to addressing systemic racism and promoting cultural sensitivity continues to inspire and drive meaningful change across various sectors.
Thank you so much for joining us in this interview series. Before we dive into our discussion about cultural sensitivity, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
I have a deep interest in history and learning overall. Over time, as I read and studied race and racism, I became overwhelmed by the topic. It wasn’t just intellectual work — it was emotional, spiritual, and psychic work. I had to go into therapy because of the weight of what I was discovering. So, this work stems from my personal journey and recovery from white supremacy and anti-Blackness. I am committed to helping others heal and liberate themselves mentally and spiritually, and take them on this journey with me.
Can you share the most interesting story that happened to you since you started your career?
When I worked at Wells Fargo, I had a manager tell me that he had received complaints from some of my fellow team members who thought I believed I was better than them because I excelled at my work and responsibilities. I had to self reflect and assess whether I did in fact feel I was exhibiting this behavior. I found their claims to be untrue and had a conversation with that manager explaining that their feelings were their baggage and had nothing to do with me.
For me, it was a pivotal moment in my career. I learned not to let others dim my light and to always stand firm in who I am and what I do. My mother instilled that confidence in me, and I carry it with me to this day.
You are a successful individual. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
- Being direct/speaking with clarity: I work hard to speak with clarity and use direct language so that there is little room for misinterpretation, allowing the listener to understand exactly what it is that’s being said and hear clearly the point I am trying to get across.
- Being relational and developing/sustaining strong relationships: A large part of my journey and success can be attributed to some of the relationships I’ve built or maintained over the years. Often, I speak a lot about my mother and how my loving relationship with her has helped me grow and learn. I firmly believe that my connection with her has helped mold me into the person I am today.
- Being a constant learner/open to learning — I deeply believe that there is always more to learn. I continue to stay open to hearing and learning from others, taking different thoughts, opinions and philosophies into account because that is one of the ways we continue to grow both personally and professionally.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. How do you define cultural sensitivity in the context of your business, and why is it important for your company’s success?
Cultural sensitivity, in the context of my work, means being aware of and respectful toward the diverse beliefs, norms, and experiences that shape our society — especially race. In my business, it goes beyond awareness. It’s about creating strategies that push people and organizations to engage deeply and honestly with the realities of race, whiteness, and anti-Blackness and what that means and looks like in our society.
This work is not always easy and it often requires confronting discomfort, which is inherently challenging. However, cultural sensitivity is critical for success because it allows organizations to foster environments of equity, inclusion, and understanding. When businesses embrace these conversations, they build stronger, more authentic relationships with employees, clients, and communities. Ultimately, cultural sensitivity is a catalyst for meaningful change and long-term organizational success.
Can you share an experience where cultural sensitivity significantly impacted a business decision or client relationship?
Earlier this year, I was approached by a reputable organization that expressed strong interest in my work on anti-racism and DEI. However, after a short period, they decided to cancel the project following a complaint that the content was “too controversial.” This decision showed me how a lack of cultural sensitivity and understanding can undermine efforts to address systemic issues and also reflected how discomfort with topics like whiteness and anti-Blackness can stall progress within organizations.
While disappointing, it was a reminder that fostering cultural sensitivity is a necessary and sometimes challenging process. Businesses that embrace these discussions can ultimately make more informed decisions, build stronger client relationships, and cultivate inclusive, equitable work environments.
What strategies do you employ to foster a culturally sensitive environment within your team or organization?
I think that fostering a culturally sensitive environment starts with genuinely caring about people and building authentic relationships with those around you. I prioritize understanding individuals for who they are, rather than imposing unrealistic expectations or striving for perfection. This is often a matter of offering grace, promoting wellness, and ensuring that everyone feels seen, heard, and valued, no matter what.
I also take an active interest in my team members’ lives and acknowledge their unique experiences and perspectives. By setting high standards rooted in mutual respect and purpose, I create a culture where we recognize the work as both meaningful and impactful. Ultimately, fostering cultural sensitivity is about creating an environment where people feel supported, understood, and empowered to thrive, which is what I aim to do day in, day out.
How do you handle situations where cultural misunderstandings or conflicts arise in the workplace?
It’s quite simple. I meet with people, listen to their perspectives, work to clarify any miscommunications and find a path forward. I truly believe that dialogue is key.
- Fosters Inclusion and Belonging: Cultural sensitivity creates an environment where employees and clients feel valued and respected for who they are. For example, I once worked with an organization that implemented culturally sensitive policies by intentionally celebrating diverse holidays and recognizing cultural milestones. This may seem like a small initiative, but the intentional shift helped improve team and employee morale and strengthened retention, which is a huge win. It just goes to show that creating spaces where people genuinely feel seen and heard goes a long way.
- Enhances Decision-Making: A culturally sensitive business benefits from diverse perspectives, which lead to more innovative and well-rounded decisions. I recall working with a company that included employees from various backgrounds in their strategy meetings. Their insights helped craft a campaign that resonated with a wider audience, ultimately boosting their customer engagement.
- Reduces Conflict and Misunderstandings: When people understand and respect cultural differences, there’s less room for miscommunication or offense. In one instance, a client avoided a potential PR crisis by addressing a culturally insensitive marketing error. Because of their cultural sensitivity training, they prevented similar issues in the future and rebuilt trust with their audience. It’s not always an easy shift or fix. It sometimes requires companies or individuals to seek out and implement policies or trainings that help teach about cultural sensitivity, combatting implicit biases we may have, or course correcting improper stereotypes or long-helded conceptions.
- Builds Stronger Client Relationships: Clients are more likely to trust and engage with businesses that demonstrate a true sense of cultural awareness and understanding. For example, a healthcare organization I collaborated with developed patient care protocols tailored to the cultural needs of their diverse clientele. This helped address the specific and individual needs of those patients, ultimately not only improving patient satisfaction, but also increased referrals, which helped boost revenue.
- Drives Business Success: Cultural sensitivity is no longer optional. It is truly business imperative in today’s globalized world. Companies that prioritize it attract top talent, foster customer loyalty, and outperform competitors. An organization I consulted with revamped its hiring practices to ensure representation and cultural competence from the application process to onboarding to yearly trainings and meetings. Their sales and employee satisfaction both saw significant growth as a result and it seems other similar companies may look to follow suit.
In what ways has focusing on cultural sensitivity given your business a competitive edge or opened up new markets?
Focusing on cultural sensitivity has allowed me to carve out a unique space in the DEI landscape by offering a deeply specialized and transformative approach to my clients and those around me. While my work may deter some organizations that find the content challenging, it has also been the very reason others seek me out. Companies that are truly committed to addressing systemic racism and fostering equity recognize the value and urgency of this work.
This focus has opened doors to partnerships with forward-thinking organizations that want to create lasting change and I truly feel that the work I do is important to the world, so I’m grateful to partner with organizations that are willing to engage deeply and lead by example in this space.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
The movement would be to continue pushing and propelling the work I’m doing. It would be sanctioned around addressing toxic and violent aspects of our culture and help us grapple with the ways we’ve been divided and disorganized, bringing us together and learning to dismantle the divisive nature that controls our society.
How can our readers further follow you online?
I would love to connect with readers! They can learn all about me and the work I do on my website DanteKing.com as well as on social media (Instagram: @dantedkingofficial, Facebook: Dante King).
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
Thank you for this opportunity and platform to share more about my work!
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEOs in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with the Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
DEI Expert, Author and Leader Dante King On Why Cultural Sensitivity Matters in Business was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.