We hear the word inclusion quite often nowadays. There is an intentional effort by organizations to ensure that their workforce is “inclusive” in all respects. This is not just a statement made by these companies. They genuinely try to make their staff multicultural. There are various benefits to doing this.

Moreover, it shows an organization’s treatment of everyone as equal irrespective of their background, gender, or physical capabilities. This article intends to look at HR’s role in this. But before that, let us understand what multiculturalism means.

What Is Multiculturalism?

Multiculturalism at the workplace means to have people from various backgrounds working at a company. This will include employees from different races, religions, and nationalities. Instead of letting this happen by accident, companies put their efforts into bringing in such a mix of people. Apart from this, there will be a good mix of all genders. Many companies also give much preference for having people from the LGBTQIA community also. The idea is to get everyone to work together without feeling different from the other.

Companies also employ differently-abled people wherever they can fit it. Though this cannot be called multicultural, it is also a way to show inclusiveness. But having people from different communities is not the only way to bring different perspectives. People who belong to different generations can also have different views on various matters. Pregnant women and mothers may have something to say about a company’s leave policy as only they can understand practical difficulties. Cultural diversity in the workplace can help to bring different perspectives to the same idea.

Why Is Multiculturalism Important For Companies?

Diversity in offices is essential for various reasons. It is important for companies because it brings out different opinions on various matters. Moreover, a mixed group of people makes it interesting to work as each one would like to hear from the other about their community. Having such a variety of opinions can be creative in finding innovative solutions. It is also a good way of having a mix of skills. HR courses from XLRI teach that it also helps recruit excellent candidates from these other communities.

Multiculturalism In India

Unlike many other countries, India is inherently multicultural. Though there may be regional majorities, primarily people from all regions and religions can be found everywhere. This should make having employees of all races and faiths a regular thing in the country. However, in many firms, the religion and regional inclination of the top management is seen to influence recruitment policies. This could lead to some companies having a vast majority of people belonging to one religion or from the same region.

But, today, various factors have destroyed this thinking. More and more companies, even small establishments, are recruiting people from vastly different backgrounds. There are multiple reasons for this. Cheap labor is available from some regions of the nation. People of specific communities possess skills that are useful for the company. Sometimes, the social statuses of the customers can influence recruitment decisions. Though multiculturalism is not very rare in India, there is much improvement to be made, especially in employing people from the LGBTQIA communities.

Benefits Of Having A Multicultural Workforce

1. Better Creativity And Solutions

People from different countries look at the same problem differently. In the same way, men and women don’t address the same issue in similar ways. Depending on their backgrounds and social set up they come up with various solutions for the same problem. This gives companies an option to use the best solution for a situation. If the staff in a company are homogenous, there are bound to be similar solutions to every problem.

2. Improves Customer Relationships

Everyone loves to interact with people of their own culture. This is true with customers too. Sometimes they are shy of opening up with people who are not from the same background. Human resource management courses teach that having people of different ethnicities can help in better customer engagement. This will also prove helpful when there are disputes to settle. Companies with such diversity can expect to attract a broader range of customers. Sometimes speaking a customer’s language will be enough to make them purchase an item.

3. Enhances Office Environment

A single person from a different background can feel shy and may remain aloof. But when there are many people from multiple races and backgrounds, everyone feels comfortable and has their opinions. Those from minority communities will feel more respected when there is a mix of cultures. They will be bolder and will use their skills better as they feel respected and included. Those who understand that their abilities are valued will be happy. A happier workforce is always better for a company.

4. Get Local Market Knowledge

Expanding a business into a new region is not easy. It could even be risky if one doesn’t know the local preferences. When one proceeds to learn HR management, one hears the importance of hiring people from regions where a company is expanding. Local market knowledge is critical when starting a business in a new place. Hiring people from that region can help significantly in knowing the area’s culture and customs. It will help understand the preferences of local people and how firms can market products to get the best returns.

5. Attract And Retain Best Talents

Most youngsters today look at the social responsibility of firms they intend to join. Inclusivity is one aspect that many recruits give much importance to. They prefer to work in a company that gives equal importance to all races, genders, and people of different sexual orientations. Having such a diverse workforce will help in attracting more good talents from the market. It will help in retaining good people. It is common knowledge that recruiting new people is expensive, and companies must avoid this as much as possible.

6. Improved Products For A Global Market

Hiring people from different nationalities is vital for a company looking at global expansion. Countries differ in various ways, and it makes sense to know about a country well before launching products there. Who else can guide a company better than someone from that nation? This is why it is crucial for global companies to hire people as diverse as possible to know the peculiarities and uniqueness of every international market. This helps in developing the most suitable product for those countries.

7. Enables Personal Growth And Development

A diverse culture promotes personal growth and development. Employees will get to know about other cultures, their lives, and food habits. Such information is beneficial for people who wish to seek opportunities in other countries. Moreover, working in such a diverse workplace can be an enriching experience. There can be so much exchange of ideas and perspectives that it can enrich one’s knowledge greatly. It can also expose people to different ways to handle a problem or perform an activity.

8. Better Reputation Among Customers

Various crises have made people more socially responsible. Several natural calamities and the pandemic in recent times have shown how people are more important than money. Nobody worried about what race, religion, or ethnicity a neighbor belonged to when helping or seeking help. This has made people give much importance to corporate social responsibility. Companies that promote diversity in the office are looked at as more humane, and people prefer to buy products from them. Such a reputation helps in increased sales and revenue.

9. Remove Unconscious Bias

Living among one’s people can sometimes result in creating an unconscious bias in people’s minds. This will start reflecting in every action, including behavior at the workplace. People can develop a dislike for some types of people. This may affect hiring policies. Intentionally recruiting people from different backgrounds helps to get rid of such feelings and promotes genuine inclusiveness. This is very good for a company’s growth and development. Removing such bias from one’s mind also helps in making a person more friendly and open.

10. Improves Company Culture

A company’s culture is defined as how they do things at the workplace. When you have a diverse culture, people tend to forget differences and work more happily. When employees understand others and their issues, it makes them more sympathetic. Being sympathetic is a hallmark of an excellent corporate culture. When people see others, it makes them forget unwelcoming biases and work happily. A diverse workforce respects each other’s uniqueness and peculiarities. It makes them more accepting of new ideas and opinions.

Now that we have seen the various benefits of having cultural diversity in the workplace, it is time to see how HR managers can create this. These steps will surely help HR managers to develop a more inclusive office.

How To Build A Diverse Workforce?

1. Convince The Leaders

It is mainly the ones at the top who must take policy decisions like having an inclusive workforce. If they are not in favor of such a change, it becomes impossible to have diversity in the staff. But if they are in support of this plan, then HR managers will benefit greatly from this. It will become much easier to implement the plan.

Human resource managers must explain the benefit that the company will gain by making this transformation. They must also give the C-suit a chance to raise doubts that may be considered embarrassing. Once everything has been cleared, the top management themselves can take the initiative to set an authentic tone for a diverse workforce.

2. Include Multiculturalism In Core Values

Once HR managers have received an acceptance from the top brass, the next thing to check is whether such a statement is included in the core values. They must change the value statements and make sure to add diversity and inclusiveness as a policy. If it is not done, then this must be included as this is a significant policy change.

Personnel managers can seek the help of other staff members for this purpose. There can be many suggestions about how they can bring about this change. It is also an opportunity to get employees to become used to the idea of having “different” colleagues working with them. One can expect to get overwhelming support and great ideas from existing employees.

3. Language Should Reflect Diversity

The language and tone used in an office are part of its culture. If there is going to be a change to an inclusive environment, then the language must change. This is a fact when it comes to official communication addressed to employees. Existing employees must also be cautioned about how they speak to people from other religions, gender, and sexual orientations.

The word “husband” could refer to gender, and everyone doesn’t need to be in a heterosexual relationship. Organizations must change such terms to “spouse” or “partner” that are more generic. Certain words in local languages might be offensive to people from other regions. One must try to know about this. If a mistake happens in communication, a proper apology must be issued, and repetition avoided.

4. Get Regular Feedback

HR courses from XLRI discuss in detail one-to-one interactions between employees and HR managers. These must be encouraged to receive correct feedback about events in the workplace. Gone are those days of annual assessment and reviews. Modern offices believe in continuous feedback. Offices employ a variety of methods for this purpose.

Employees belonging to a culture or background different from most others must be encouraged to give feedback regularly. HR managers must have frequent interactions with these people to make sure they are comfortable in the environment. They must feel confident talking about their experience in the office. This will make the workplace more comfortable for those who form a minority.

5. Create A Safe Workplace

Adding employees from different cultures or genders will come with additional requirements. Companies may not have private spaces for such people. New moms may require a place for feeding. This must be provided. Some religions may need separate prayer rooms and different prayer timings. HR managers must make sure that no meetings are scheduled during anyone’s prayer timings.

Modern human resource management courses will also talk about creating gender-neutral restrooms to accommodate non-binary and genderqueer people. It is ideal to discuss such matters with the immediate superiors of these employees to know more about their requirements. Companies must take care to create such facilities before they embark on multiculturalism at the workplace. These will encourage existing employees to understand that the company is committed to implementing diversity.

6. Create A Task Force

It is not enough to recruit people from diverse backgrounds and expect that everything will work as planned. Existing employees may not be comfortable with the recruits around. There can be certain elements who may have extreme views about genders or particular communities. These may not be visible till inclusivity has been implemented. Some may not even give them opinions when asked for. Such a situation can cause a lot of frustration for the newcomers.

HRs must create a task force for implementing the program and ensuring that the newly employed persons are comfortable. This task force must be made up of employees at various levels. They must be passionate about having an inclusive workplace and must put in the extra effort. Personnel managers should try and make this group as diverse as possible. They must convince those who oppose the idea and ensure that new employees are comfortable.

7. Change The Holiday Calendar

Small things matter a lot to people who come in new and work among people from different cultures. Seeing that their needs are being recognized gives them a feeling of comfort and safety. They will believe that inclusivity is not just tokenism in the company and it is a genuine effort. Companies may not be able to make significant changes for those in the minority. But little things to recognize their presence will matter a lot to them.

Companies that predominantly have only people from one religion may have holidays only pertaining to that religion. Including holidays that are observed by other religions is one way to show that the company cares about them. It may not be possible to include holidays of all faiths. But mentioning them in the company calendar and allowing people from those communities paid holidays on that day will be a great gesture.

8. Reward Everyone’s Performance

There is nothing more encouraging for a member than being rewarded for excellent work done. Companies must practice this as a regular activity. Rewards and recognition must not be isolated to significant milestones. They must be a continuous activity with appreciation being exchanged for every small success. Being appreciated will encourage them to work better and find innovative solutions. This is especially required for those who are a minority in a company. Such praises from the other colleagues will make them feel comfortable.

Companies should also keep changing their rewarding metrics often. This will ensure that everyone gets rewards apart from those who are achieving substantial successes. In this way, everyone will feel motivated to work harder. Another critical thing to note is that all messages of appreciation must be posted on public forums so that all employees can see them. This kind of reward will help the minority groups also feel inclusive.

9. Conduct Inclusive Events

Companies conduct a lot of events both for marketing purposes and for various office occasions. These are not just meant for entertainment purposes alone. These events enable better bonding between employees. Such events promote camaraderie. Staff members will talk about subjects other than office matters. They will get to know each other on a personal level, and this helps in better cooperation in office work too. These are excellent opportunities for making recruits more comfortable.

The next you plan an event, it should have inclusiveness as the theme. Having a Pride month is a good idea to make the LGBT community more acceptable to others. One could have someone from the community explaining their orientation. In the same way, it is good to hold cultural programs of different countries whose people work at the company. Such cultural integration helps people to know more about each other. When they know someone intimately, then all differences disappear.

10. Make The Office Disabled Friendly

Disability doesn’t make anyone any less capable of doing work that others do. But they will indeed require some special arrangements for their movement. They will not be able to use the facilities that others use. When an office plans to include people with disabilities, it should ensure that all facilities are available for easy and comfortable movement. Many old offices have steps between rooms. There may be floors at different levels that others can easily traverse. But all these must be corrected.

It is best if HR managers bring someone with disabilities to the office and see what improvements must be made. They must check corridors and corners to ensure that they are not dangerous for wheelchair users. If one cannot get a person who uses a wheelchair, one could borrow or rent a wheelchair and run it through the office to see which areas are difficult to pass through. Toilets must also be easy to use for such people.

11. Train Others In Inclusivity

Diversity doesn’t always result in inclusivity. A company can have a diverse workforce, but that doesn’t mean it is inclusive. Inclusiveness will come when everyone accepts those in the minority and treats them as equal. All employees must treat these people also as one of their own and make them feel comfortable. Other employees must go out of their way to help them and ensure they don’t feel aloof. Even a disapproving look can be highly distressing for such people.

When you learn HR management, there will be lessons on inclusivity and its implementation in a firm. It is very important to train others on this subject. An HR manager must take steps to coach everyone in being inclusive. These workers who add to a company’s diversity must not be made to feel undervalued or unappreciated. Human resources officials must also continue to keep a watch to ensure that nobody treats them differently.

12. Encourage Casual Conversations

An official setup creates various close relationships. There could be teammates who are very close during their working hours, doing many things together. They may make an ideal partnership in work. But how correctly do they know each other as an individual? Do they know each other’s tastes and opinions? Such conversation becomes rare when there is much work to do and objectives to be achieved. But only when they are talking in an environment that has no work pressure can they mingle well.

Companies must create opportunities for staff members to have such conversations. This will allow everyone to be relaxed and converse about other subjects. It is possible that current employees may find someone of the minority group with similar interests. This can be the start of a personal relationship that will blossom into friendship. Such friendships don’t just make that person comfortable but others also. They become confident that close friendships are possible. It makes them happy.

13. Encourage Use Of Preferred Pronouns

Not everyone likes to be addressed by the pronoun that others assume is correct. This is true with people belonging to the LGBTQIA+ community. Some may sound to be feminine but prefer to use a masculine or neutral pronoun. Addressing them in any other way can be discourteous. It may not be possible to ask them their preferred pronoun. An easy way to find out is by asking them their preferred pronoun. Companies must make sure to mention this in the organization charts and while introducing a recruit.

Human resources managers can also introduce this more subtly. When the company is planning to appoint members of the community, a new system of mentioning everyone’s preferred pronouns in e-mails can be started. Personnel managers may well start this practice themselves and suggest everyone do that. This will make it easy for those who wish to be addressed by a different pronoun to mention it in their communications. There need not be any awkwardness in asking them about it.

14. Introverts Need Inclusiveness Too

It is not just people of different religions, regions, or sexual orientations that need inclusive treatment. Today’s workplace hails people who make the maximum noise. Extroverts who can project themselves are noticed and given rewards. It is necessary to show everyone that one has completed a job successfully. People who speak up in meetings and try to get all the limelight are the ones who climb the corporate ladder quickly. Those who perform but do not talk about it are pushed aside.

Such people must also be recognized and given an opportunity to show their skills. Introverts generally stay away from the limelight. HR managers must find ways to promote these people and show others their capabilities. Make arrangements for written opinions and feedback. This will encourage introverts to contribute to a company’s success. It is also good to make solitary spaces for such people who can work in peace. Such initiatives make them feel part of the company.

15. Arrange For Joint Volunteering

An excellent way for people to connect with one another is by how they would like to give back to society. People have different ideas about how they would like to serve. Not everyone wants to help the elderly in old-age homes. Some may want to clean up public spaces. Human resource managers must find out how their company employees will like to volunteer.

When information about their preference has been collected, try to pair people from different communities together. When they find common interests in volunteering, it gives them an opportunity to work closely and know about each other. People who want to serve their society will surely welcome working with someone who has a different social background. Such activities are an excellent way to create inclusiveness in a firm.

16. Encourage Diversity In Supply Chain

Another way to promote cultural diversity in the workplace is by encouraging the supply chain managers to include suppliers from the minority community. This will be seen as a way to include them not just in the company but also support them outside. This gesture will be seen as a positive signal by employees belonging to the minority community. It is a good way to give them confidence that the organization is sincere about its inclusive policies.

It is also an opportunity to help small businesses run by various minority groups. Companies can also benefit by having better bargaining power with such suppliers. Such a gesture will improve the company’s reputation among the public in general. This can also be used as a selling point to customers belonging to such groups. Having such suppliers will also be appreciated by international buyers who believe in fulfilling such social obligations.

Having inclusivity in the office is one thing. But there are various challenges in managing employees from different backgrounds and capabilities. Let us see some of the problems that can crop up and how these can be addressed.

Challenges Faced In A Multicultural Workforce

Challenges are not just faced in multicultural workplaces. It can occur in companies where there are workers from different generations. Such challenges must be addressed, and good solutions arrived at.

1. Verbal Communication Problems

In a diverse workforce, there can be people speaking different languages. Even if most of them use English, it will be difficult because their style of talking will not be the same. There will be a difference in how a person with English as a second language speaks and a native speaker. Such differences must be overcome. A certain way of speaking may be disrespectful in some cultures. A person with a hearing problem may not follow everything that is being said in a meeting.

One way of getting over this problem is by making sure that people spoke slowly and clearly, especially in meetings. HR managers must make employees understand that there is nothing wrong with someone asking others to repeat what they say. This is better than not understanding something. Everyone should take care not to speak in languages that the other person may not understand. HR courses from XLRI that are the best to learn human resource management recommend getting employees to learn an extra language is a good way of managing the issue.

The other issue can be about the mode of communication. Young employees may be comfortable using modern communication tools like Slack. But older workers will prefer to convey everything on the phone. HR managers must recommend using both methods. For short informal conversations, Slack can be used and for more in-depth interaction, telephones, in-person meetings, or Zoom video conferences. The aim should be to get over the differences and make communication easy.

2. Cultural Communication Styles

Apart from problems in verbal communication, there can be differences in non-verbal communications and gestures between different cultures. It is not always that people convey things orally. There can be hand signals, other gestures, and body language that convey a lot of messages. These can be different between cultures. That is why it is necessary to understand them. When speaking with a colleague from a different culture, one must know what gestures to use without offending them.

There are high-context and low-context cultures. Communication styles differ between these two. While people from high-context countries use a lot of non-verbal communication, those from low-context nations use more words than action. High-context cultures also need to settle disputes before continuing their work, while the others don’t have such necessities. Knowing these small differences is essential for people working in a company with diverse cultures. There are multi-active cultures that fall between the other two.

HR managers must take into account the cultural differences of employees and make sure that everyone understands each other well. Any misunderstanding of gestures can land in trouble. This can greatly affect the smooth working of an organization. Employees should refrain from such non-verbal communication when they are not sure what it may mean to their colleagues. Using clear verbal or written communication is best in such situations till people get used to everyone’s styles.

3. Stereotyping

Many human resource management courses deal with this subject extensively. There is a tendency among employees from the majority community to stereotype the minority groups. People have a firm belief that people from a country, religion, or sexual orientation will think similarly. This can lead to a preconceived idea about what their opinions are on various official matters. This will lead to ignoring their views on many matters. This should be avoided at all costs.

Every individual thinks differently. Even members from the same community may behave and speak differently. It is important to consider every employee as an individual and give value to their opinions. Just like people from majority communities differ in their thinking, the others are also like that. Cultures and religions may have an influence on a person’s behavior to an extent. But that need not always be the case. People live in different circumstances, and this could also color their views.

It is essential for HR managers to keep this in mind. They must fight against stereotyping, and if any such incidence comes to their knowledge, it must be corrected. HR personnel must constantly be on the watch and educate employees to treat these people also as separate individuals with a mind of their own. Employees must be made to remember that cultural peculiarities can show in behavior but not in opinions and decisions pertaining to official matters.

Forging Relationships Between Multicultural Colleagues

It is not enough to include people from different cultures and ensure that others accept them. HR managers must build relationships between these people if work must happen and the company’s objectives must be met. When there is strong bonding between employees, the company benefits because there is better cooperation and everyone helps the other. There are certain steps that human resource managers must take to ensure a good relationship between colleagues.

Training Sessions

Diversity training is essential in companies employing people from different cultures. This must also include information about the communication and behavioral styles of various cultures. Employees must be taught to interact without offending any particular group of people. They must be taught the peculiarities of various cultures so that they are not surprised or shocked by them.

Change Policies

Any company that has people from different cultures must change its policies to include forbidden activities that can offend someone. This must include discriminating jokes, gossiping, and leaving someone out of group activities. The policy changes must be circulated among employees. HR managers must also take confirmation that everyone has read and understood the changes.

Promote Exchange Of Information

Those who learn HR management will understand the importance of exchanging information about different cultures. Employees belonging to particular groups must be encouraged to share information about their lifestyles. This can be done in informal sessions or as meetings where top leaders will also participate. When the top management is present, these meetings assume more importance.

Conduct Cultural Programs

Whenever there is an opportunity to celebrate, cultural programs specific to the minority groups can be organized. Such programs will create curiosity, among others. This will lead to better interaction and inclusiveness. They will be approached by those interested in knowing more about such cultural activities. These can develop into strong friendships.

Wrapping Up

It is not easy creating and nurturing a multicultural workplace. But then, no new initiative is easy. But the benefits gained by having an inclusive office far overshadow the efforts and struggles of developing and maintaining one. Including people from different cultures benefits companies in a big way. So this will be a very common trend soon. It becomes necessary that every HR aspirant learn everything about multiculturalism and how to implement it.