What does it mean and what can organisations do to help?
From the desk of Irene Mosota FRSA- CEO knowledge-Bridge
Protecting the diversity of cultural expressions is more important than ever. Each year, on the 21st of May, UNESCO leads the celebration of World Day for Cultural Diversity for Dialogue and Development. Part of the celebration highlights not only the richness of the world’s cultures but also the essential role of Inter-cultural communication for achieving peace and sustainable development. Cultural misunderstandings are often a source of conflict. There’s no better time ensuring cultural proficiency in this global era, of an interconnected economy, whereby organisations have more increased diverse workforce. It is therefore important to ensure that there is fair treatment and opportunity for all and that all employees can bring their full authentic selves to work.
One essential aspect that is often taken for granted in this space is language. But language matters in culture. Language is critical in cultural diversity and there is a lot of power deposited in language, it can be unifying and divisive too. The question that is often asked is what is cultural diversity? As we celebrate it on this day, it’s important to answer this and provide some meaning, and place it in the context of workplace diversity. Otherwise, it will be immaterial to expect organisations to celebrate and empower cultural diversity, without recognising diverse cultures and valuing the importance of a variety of cultural perspectives and differences.
I’ll attempt to answer this in this short blog, with insights from my experience in the field of studying intercultural business communication. I will also highlight why it’s important in the workplace and what organisations and leaders can do to help.
Organisations that are forward thinking have been making diversity and inclusion one of their core strategic priorities for several years. Leaders in most organisations now understand that it is no longer just a nice thing to do, but something that is a moral imperative and makes business sense. In addition, it is a key factor for leaders and organisation to remain competitive and relevant in an increasingly multicultural global marketplace. This is likely to be the trend. COVID 19 pandemic and technology have increased the reach for companies. Despite all the reasons, the answer to what cultural diversity means seems to elude many.
What is Cultural Diversity and why is it important?
Cultural diversity is much more than the obvious strands of diversity such as race, gender, ethnicity, or nationality. It’s multi-layered with factors that influence a person’s life, how they think, beliefs, behaviours, and emotional responses. Therefore, it is important for leaders and organisations that seek to increase a diverse workforce to pay attention to the rich layers of diversity that are less obvious.
Diversity without inclusion is rather meaningless, furthermore diversity is the reality of the world. That’s why inclusion is key. Organisations can have the most diverse teams but lack of inclusive leadership and culture, poses a challenge to people feeling included, valued, and respected. Failure to create an environment for growth for employees to reach their full potential, diversity can feel worthless and superficial. When employees feel ‘othered ‘they tend to lose morale and become disillusioned. This can be a missed opportunity and an expensive mistake for companies that don’t pay attention, especially if they wish to remain competitive and innovative.
Equally, consumers now have expectations of companies in addressing issues of inequality in society and its not enough issuing statements of support for instance to the Black Lives Matter Companies that remain mute are being taken to task to explain their silence and it’s just not enough for companies to be passive by standers. Research from Edelman Trust Barometer indicate that,54% of employees globally expect that CEOs should speak out on matters of controversy relating to social or political issues that matter to them, with same breath 53% of consumers expect that every brand has responsibility to be involved at a minimum one social issue that is not directly linked to profit. While companies are encouraged to speak out, it is important to consider if they can meaningfully influence the issue, also if this aligns with the company’s strategy. There’s nothing worse than an empty statement that cannot be backed up by action, and many companies have been accused to paying lip service or greenwashing.
What can organisations do to foster Cultural diversity?
Using knowledge-Bridge’s DEAR framework, an organisational change management tool can help in embedding a culturally diverse workplace.
Dignity should be afforded to each employee regardless of their background or cultural believes.
Empathy can be key in understanding and appreciating difference.
Authenticity should be fostered such that it is inexpensive for employees to be themselves and bring their full authentic selves to work which is a conduit to creativity and innovation.
Respecting valuing other perspectives whereby employees feel that their contributions are acted upon and that they feel respected at work.
Cultural diversity is not fad that will fade away anytime soon. It is here to stay; the same way globalisation is, and organisations should invest in initiatives to increase cultural competency and intelligence for their leaders and teams. Making it a compliance driven initiative with written process is a good starting point, but cultural diversity and inclusion ‘is much more about changing hearts and minds. Inclusion is a mindset that no amount of process can deliver exclusively. This will foster a culture of cultural diversity and any future recruits should be aligned to the culture of supporting cultural diversity and inclusion. Knowledge-Bridge’s DEAR framework can help to foster values and behaviours that create a culturally inclusive workplace.