If you were to take a snapshot of the American workforce today, it would seem very different than it did two generations ago. Today’s office features a variety of employees, from girls to immigrants, from Millennials to Boomers. But handling diversity in the workplace does pose challenges. Employees come into the job environment with a huge range of expectations, needs, and skill sets. So how do businesses start managing diversity at work?
Take the cultural hub. Don’t rely on a hunch or suspicion to assess your company’s current cultural atmosphere. Use an employee satisfaction survey to obtain insight to what the employees feel about workplace diversity.
Develop a framework for workers who speak limited or no English. If the work environment is rich in these employees, decision makers should begin handling diversity at work by considering language issues. While businesses Can’t insist on a costume language policy, a manager might consider these tactics:
Pinpoint which kinds of company documents might have to be translated. This might include work guidelines, discrimination/harassment policies, health information, etc.. This handling diversity in the workplace strategy will go a long way toward decreasing confusion among your workers and their co-workers. Don’t impose an English-only policy without really careful thought. From a cultural diversity perspective, exposing a foreign language is a sure way to alienate the workers who make your business work.
Just as importantly, the EEOC sets stringent guidelines concerning English-only policies. By way of example, the policy must be specifically and narrowly tailored to legitimate business purposes and can’t prohibit non-English languages during meals, breaks, or other non-work time. Always talk to a professional attorney or HR professional prior to creating English-only policies.
Train employees about harassment and discrimination issues. Team members might not be aware that their culturally insensitive remarks or jokes offend others. Teach employees about the kinds of conduct that might be considered harassment or discrimination. And, if you hire several workers from the identical foreign culture, consider educating different workers about behaviors or language that a specific culture may find offensive.
Make criticism processes culturally sensitive. The American office typically depends upon the worker to maintain their faith by registering a complaint. In some cultures, it’s deemed disrespectful to complain about co-workers or supervisors. Should you hire workers from different civilizations, partner with them to create a method where they’re comfortable filing a workplace-related criticism.
Recognize you will encounter resistance to modify . In case the company hasn’t been varied or if diversity policies are somewhat fresh to the workplace, it is not uncommon to encounter resistance to the fluctuations. Start managing diversity at the workplace immunity by explaining the reasons why the changes are happening and how they are going to benefit employees and the company.
Establish achievable, measurable goals. Best-in-class businesses don’t enter a new market or build a brand new product without having a feeling of where they wish to go or wherever they need to be. If you want to get started managing diversity at work successfully set reasonable, attainable targets and benchmarks.