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<\/p>\nThe professional environment unites employees of different nationalities, backgrounds, or cultures. This diverse workforce is a strength for companies, feeding into their CSR approach and generating productivity and innovation. Employment discrimination is detrimental to a company\u2019s growth: Research shows that the most inclusive companies are found to be the most efficient. An effective diversity policy allows all employees to feel included, valued, and listened to. Interested in learning how to manage cultural diversity in your company? Here we provide you with an overview of the current context encouraging cultural diversity in the workplace, its benefits, as well as the key factors in a successful diversity policy.<\/p>\n
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In the 2005 Convention for the Protection and Promotion of the Diversity of Cultural Expressions, UNESCO defines cultural diversity as \u201cthe manifold ways in which the cultures of groups and societies find expression\u201d. According to this definition, cultural diversity in the workplace, therefore, translates into different ways of expressing beliefs and values in the professional field. A policy of cultural diversity in the workplace bases the company\u2019s overall performance on the singularity of the profiles from which it is composed.<\/p>\n
An inclusive company sees cultural diversity as an opportunity. It is not only a question of recruiting varied profiles, but also of ensuring that every employee has an equal experience, regardless of gender, sexual orientation, religion, or race. Inclusive businesses do their utmost to make sure that everybody is well-integrated. This means setting up positive interpersonal communications without language or cultural barriers.<\/p>\n
Cultural diversity in the workplace is encouraged by multiple initiatives around the world. Following the adoption of the UNESCO Universal Declaration on Cultural Diversity in 2001, the World Day for Cultural Diversity for Dialogue and Development was created by the UN. This day honours cultures in their many forms, including in the professional environment.<\/p>\n
Under the impetus of France, a pioneer in this field, 26 European countries have now established diversity charters. These support companies in implementing their diversity and inclusion policy. Today, 12,800 businesses have signed a diversity charter in Europe, which applies to 16 million workers.<\/p>\n
For example, the French Charter contains 6 articles, whose content underlines the importance of the following measures:<\/p>\n
Cultural diversity in the workplace is the core of the CSR approach (Corporate Social Responsibility). A policy of employee inclusion, whatever their culture, promotes everybody\u2019s well-being. By responding to environmental and social issues, the CSR approach is a source of growth and wealth creation.<\/p>\n
Beyond CSR, the benefits of cultural diversity in the workplace are plentiful for companies:<\/p>\n
A policy promoting cultural diversity in the workplace requires both internal and external action. A communication campaign using the corporate website as a dissemination channel is an excellent way to educate the general public about the approach. Naturally, your cultural diversity promotion policy also affects job offers, encouraging the maximum number of profiles to apply.<\/p>\n
Internally, it is important to foster team cohesion, which helps employees feel like they belong. You can develop relationships within work teams, whether they are in the same workplace or working remotely, by creating \u201crituals\u201d. It\u2019s also a good idea to arrange some team-building events to bring colleagues together and increase team spirit.<\/p>\n
Lastly, you can encourage cultural diversity in the workplace by uniting over common values. While the company\u2019s various professions and projects may hold meaning for employees, values are just as important. These ethical principles are part of the company\u2019s identity and apply to all aspects of its activity. Companies must do everything possible to ensure that employees adhere to these values while fostering their own culture.<\/p>\n
The cultural diversity of companies should be implemented as soon as employees are hired. The human resources department is therefore the first one to be involved in the cultural diversity in the workplace approach. Their hiring policy can favour unique profiles and build multicultural teams. HR must also support employees throughout their time in the company to ensure everybody gets equal access to training and internal development.<\/p>\n
Lean on management to create an inclusive work environment and help avoid tensions that may arise from cultural differences. A manager can first act by adapting their methods to suit different profiles. Secondly, they should be able to analyse the relational dynamics of their team. This enables them to identify and defuse conflicts that might occur due to misunderstandings related to cultural differences. The inclusion process should extend to the company\u2019s entire senior management. Management positions should therefore also be open to candidates with a diversity background.<\/p>\n
Finally, the employees themselves are key players in the company\u2019s cultural diversity policy. They must be informed of their company\u2019s commitments so that they can adhere to them. Employees can<\/p>\n
also be educated about cultural diversity to ensure they understand the concept. This helps them accept different practices and points of view better.<\/p>\n