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Managing Multicultural Workplace: Embracing Diversity & Cultural Competence

Learn how to overcome cultural barriers and effectively manage multicultural teams in the workplace. Understand the importance of cultural competence and inclusion. Discover practical strategies and resources to support diversity. Presented by Nicole King on August 10, 2016.

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Managing Multicultural Workplace: Embracing Diversity & Cultural Competence

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  1. Managing Multicultural Workplace Presented by Nicole King August 10, 2016

  2. What is “Diversity” in the workplace? Diversity is viewed more as the way a company responds to its workforce It’s the differences that make each person unique!

  3. Multicultural Diversity Multicultural diversity is considered a trait of workplace diversity and understanding the cultural competency of the organization

  4. What is Cultural Competence? Culture- The shared values, traditions, norms, customs, art, history, folklore, and institutions of a group of people that are unified by race ethnicity, language, nationality, or religion . Competence- The ability to do something well or to a required standard.

  5. Cultural Competence Cultural Competence is the ability to interact effectively with people from different cultures beyond the boundaries of their own cultural interpretations and biases. Source: JWB, Pinellas County 2012 Source: JWB, Pinellas County 2012

  6. How to Overcome Cultural Barriers • Determine whether a specific behavior or attribute is a requirement of the job. • Identify whether or not you can reasonably accommodate the cultural difference. • Determine how best to accommodate the cultural difference. • Learn about other cultures. • Ask your employees for insight.

  7. 9 Ways to Manage Multicultural Teams • One size does not fit all • Seek to understand and listen for the opportunity to build bridges • Embrace diversity as an asset, and get curious • Stop focusing on treating everyone the same • Connect, don’t correct • Resist gravitating toward members of similar backgrounds • Be open to discussing diversity • Choose people who demonstrate a capacity to adapt their behavior to people different from them • Stop focusing on diversity and start focusing on inclusion

  8. Ask Yourself … • Does my behavior contribute to work output and mission accomplishment? • Could my behavior offend or hurt others? • Could my behavior be misinterpreted as intentionally harmful or harassing? • Could my behavior be sending out signals that invite harassing behavior?

  9. Resources • http://www.diversityresources.com/cultural-diversity-workplace/ • http://www.forbes.com/sites/forbescoachescouncil/2016/06/03/nine-ways-managers-can-best-support-multicultural-teams/#f5076c568b7b • http://smallbusiness.chron.com/definition-multicultural-workplace-15469.html

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