Implementing Diversity in a Global Organization Workplace
Add bookmark
Global businesses have multiple workplace locations in more than one country. They also include a network of international employees who provide in-house, remote, and temporary work. Having a global group of employees will automatically provide a certain degree of diversity.
Still, because global employees are in different cities and countries, there can be a disconnect between each other and how to meet organizational diversity goals. In the United States, organizations generally understand multiculturalism and the intersectionality between races, gender, sex, and ethnicity reasonably well. Businesses know that many different characteristics make up the cultural background of their employees.
Many diversity initiatives are generally directed toward ensuring the respect of these differences. They also protect from discrimination or unfair practices because of these differences. When we look at employees in global organizations with international cultures, more cultural combinations are added to the intersectionality mix that their peers don't always know to understand, such as political belief, religion, religious practices, and socioeconomic status or class.
Implementing diversity in the workplace requires many of the same steps regardless of whether the business is global. Yet, because there are so many aspects that can be a part of global multiculturalism, international organizations need to implement diversity with intention, education, and an emphasis on effective communication and communication systems.
Implement A Diversity Plan
Implementing diversity in a global workplace requires that a standard for variety is set by the organization and shared with employees. Organizations should decide their diversity goals, locally and globally, and how they will execute those goals. Organizations such as Amazon implement diversity by fostering connections with diverse vendors worldwide through a sales framework that supports global entrepreneurs.
This helps to shape Amazon's reputation as an international retailer in the eyes of employees, potential employees, and consumers. In-house, they pride themselves on having 13 affinity groups that help them create community and address a business need at Amazon. These affinity groups are positioned to be both global and multicultural and are based around disabilities, the LGBTQ community, Latinos, Asians, Black employees, Indigenous employees, families, women in engineering, body positivity, mental health and wellbeing, women, women in finance and global business services, and military employees.
WATCH: 2022 Global Workforce Trends
Widen Your Hiring Net
Many global organizations open the potential candidate pool to employees in other countries when attracting and hiring new talent. However, organizations should also consider that they may already have current employees in other countries that will relocate if they are made aware of opportunities to further their careers abroad in a company with which they are already familiar. On the other hand, hiring new international talent allows the organization to bring new ideas, innovation, different perspectives, and new skills to their team. In addition to making open positions known on the business website, several global talent agencies and international job boards can be utilized as tools for hiring global employees.
Be Mindful of Diversity When Conducting Training
Another way to implement diversity in global organizations is to be mindful of diversity when conducting training or educational activities. A diverse set of employees are going to have different learning styles. Organizations can provide multiple ways to teach what they want their employees to learn. It will also be helpful to ensure that any training is available in different languages concerning culturally appropriate examples, phrases, and ideas.
Another method is for businesses to provide training on diverse cultural norms worldwide. In addition, corporate culture looks different around the world, and it can be helpful to make sure that employees know the customs of other international workplaces within the organization. This is especially important if the employees engage with each other across countries.
Encourage Cultural Competency Among Employees
Organizations can also encourage cultural competency among their employees to implement diversity in the workplace. Cultural competency is defined as having the ability to understand, appreciate, and interact with people from cultures or belief systems different from one's own. Cultural competency is developed through communication, a sense of community, and education. Businesses can provide ongoing opportunities for employees with diverse cultural backgrounds to engage with each other to learn from each other. Through company events, mentorship opportunities, and teamwork projects, this can be done.
Prioritize Effective Communication
Global organization workplaces must have an efficient communication infrastructure to keep everyone worldwide connected and up to speed on company news. Employees should be trained on how to utilize these systems properly, engage each other with respect, and acknowledge cultural differences. Depending on the employee's nationality, cultural expectations in the workplace can differ significantly. When communicating with people, both virtually or in person, from diverse cultures or countries, there may be a difference in dress code expectations, negotiation styles, how people want to be addressed, manners, language, presentation style, and decision-making.
Implementing diversity in a global organization workplace can present challenges because there are many aspects to consider. The good news is that many companies are already doing it successfully, so they can provide a blueprint and inspiration for other companies that want to create their path to diversity. The proven benefits of a diverse workplace, such as higher productivity, innovation, and increased profits, are worth any challenges.
Photo` by Ivan Samkov
