How to manage diverse ethnic groups
An increasing number of employees come from different countries, cultures, and social backgrounds. The more managers learn about, understand, and become sensitive to those differences, the greater their influence over discriminatory and politically incorrect practices. Here are some important guidelines for dealing with diverse cultures...
1. Be aware of the issue.
If your staff comprises men and women who come from different cultures or hold differing beliefs, it can sometimes lead to misunderstandings and conflicts. As a manager, you must not ignore this situation, since it is your responsibility to develop a smooth-running and collaborative workplace. But it isn’t always easy to change deeply ingrained perceptions held by newcomers and by English-speaking nationals. Newcomers must embrace our ways and we must also learn to understand their attitudes and customs.
2. Find out about ethno-cultural backgrounds.
No one can be expected to know everything about every cultural group, but there is no excuse for not doing your homework about your own employees’ cultural backgrounds. You should know about their preferred ways of greeting, sense of humour, emotions, perceptions of time and punctuality, particular gestures, attitude towards authority and the opposite sex, and status symbols. Good bookshops carry a wide selection of information to help you improve your knowledge of different cultures. Government agencies can also assist.
3. Adopt politically correct behaviour.
By being aware of cultural traits and idiosyncrasies you will become an even more effective communicator - and your flexibility will be acknowledged and admired by others. Set an example. Demonstrate your commitment to equal employment opportunity by always employing and promoting the best person for the job. Use terminology that is not offensive when referring to race, beliefs, or cultural background. Never let racial, religious, or homophobic slurs in the workplace go unchecked. Language can be potentially a powerful vehicle of discrimination; through language we can, intentionally or unintentionally, describe people in derogatory, hurtful, condescending, or alienating ways.
