Diversity in the Workforce

Studies show that there is an increasing growth of cultural diversity in the workforce. As mangers we need to be able to deal with this diversity. Dealing with culturally diverse people does bring benefits to any organization, but it can also bring its own set of issues. The more knowledgeable we are, the more we will be able to use diversity for the benefit of all.

There are some things I have learned over the years about managing culturally diverse employees:

Expect the same. The way you deal as a manager with each one may differ, but the expectations for job performance must be same as everyone else. You should not expect any less from them, nor should they have to work any harder than anyone else either to get the same recognition and opportunity for growth.

Don’t pigeon hole them. Sometimes companies put a bilingual person in a certain position and don’t allow them to grow because they cannot get anyone to replace them. Sooner or later they will leave anyway if this is the case.

Don’t make them the turtle on the fence post. Don’t put someone in a position just as a token or to meet a quota. Both the employee and the coworkers will notice this and resent it. (Turtles cannot climb fence posts, so if they are there it is because someone put them there, not because they made it themselves.)

Is everything okay? If you are not getting feedback or suggestions from diverse employees, do not assume they are happy or everything is okay. If the employee does not feel comfortable expressing him or herself in English, they would rather not say anything. Also, many cultures frown upon employees going to their superiors with issues.

Communication issues. If an employee is not fluent in English it does not mean that he or she cannot perform their job properly. If they are not performing properly it may mean that there was a break down in communication somewhere. Even though they are noting their head yes at everything you are saying, it does NOT mean they are understanding you. To many of them it is embarrassing or uncomfortable to admit that they do not understand for fear of being looked down on or loosing their job.

Don’t assume. Ask questions and learn about their norms, values and expectations, but also teach them about your norms, values and expectations.

Being fully bilingual and bicultural, I have not had to go through some of the things other immigrants have had to. But when I deal with diverse people I try to imagine myself moving, to say Japan, and having to restart my life there. Would I be able to learn their language easily? Would I be able to assimilate their culture? Would I know what all their values, norms and expectations are to be able to fit in completely? Would I be able to look like them and act like them? If I were not able to communicate properly at my place of employment, would it mean I was not a good employee? If my values were different from my supervisors and coworkers, would it mean I was a bad person or employee?

There is a great tool to help organizations with diverse populations. Ecotonos is "a unique simulation for working across the cultural divide." It is fun and non-threatening.

The reality is that dealing with any group of people can bring its own set of issues because in one way or the other, we are all diverse. Diversity can range from cultural differences to differences in age, gender, sexual orientation, religion, title, marital status, educational attainment, income, socio-economic status, and so forth, and all of these impact our norms, values, and expectations. Even where you are from in the United States impacts your values, norms, and expectations. Therefore, if you are Pennsylvania Dutch, your values, norms, and expectations will be completely different from those of someone who was born and raised in say, Los Angeles, CA. The question is, who determines which values, norms, and expectations are right, or better? Or is there really a right and wrong, or better, or just a different?