Workplaces are becoming increasingly more diverse.

In fact, in many workplaces today, you can easily find different races, ethnicities, languages, nationalities, genders, sexual orientations, ages, ability levels, religious orientations, and many other differences.

These differences will bring about opportunities as well as challenges for the organization. And to lead effectively, you need to understand differences so you can work well across differences.

Below are two of the most common challenges you will find in culturally diverse workplaces. 

1. Challenges Due to Language Differences

Language differences can lead to misunderstandings, misinterpretation, and miscommunication.

But there is more. Even when individuals are speaking a common language, let’s say, English, there are a lot of problems that can happen.

For example, accents are often equated with ignorance of the language, there are many differences in the way groups use and interpret silence, and differences in intonation patterns are often taken as “rudeness” on the part of the speaker.

If a group is speaking their native language at the cafeteria, for example, these conversations are often considered rude when, in reality, the speakers may simply be trying to get some reprieve from the stress of speaking a second language.

Given the fact that most of what we communicate is done through nonverbal channels, the potential for misunderstandings is really high.

A Middle Eastern employee may take offense at his U.S.-American colleague when he crosses his leg thereby exposing the sole of his feet. Some cultures have very strict rules regarding leg and fee etiquette. That is because when the leg is crossed, the bottom of the shoes is showing, which is considered rude and offensive by some groups.

Several of the DEI Minute Newsletters have focused on differences in communication styles. You can CLICK HERE to review some of the content. 

2. Expectations That Others Will Conform to The Mainstream Culture

In a culturally diverse organization, you need to consider that certain behaviors are not shared by all. 

U.S.-Americans have been raised to behave in certain ways. For them, showing initiative, seeking promotions, accepting public praise, speaking up in meetings, participating in decision-making, dealing with problems in an open manner, and an informal office atmosphere are the norm.

You need to understand that these behaviors are not universally shared. For example, U.S. employees who work hard expect their efforts to be recognized. Employees with a group-first orientation, on the other hand, will feel embarrassed when publicly praised. In these situations, a better strategy would be to direct the praise to the group and not to a single employee.

Likewise, the more egalitarian leadership style of U.S. managers will not go well with some of the employees with a more hierarchical orientation. While U.S. employees have no problem providing input, especially when decisions impact them, the same would not be true of employees with a more hierarchical orientation. These employees will, in fact, lose respect for their supervisor when asked for input. For them, bosses do the bossing, and their job is to follow. 

What You Need to Keep in Mind

In this era of economic globalization and swift demographic changes, many companies are taking steps to achieve workforce diversity. 

Employing workers with diverse cultural and language skills makes good business sense since it will, inevitably, lead to increased benefits for the company. D&I researchers and practitioners alike agree that workforce diversity can increase productivity and the competitive advantage of the organization, increase creativity, and even increase the organization’s reputation.  

You need to understand and deal effectively with your culturally diverse workforce if you are going to lead effectively in today’s increasingly multicultural work environment. 

You cannot expect your culturally diverse employees to leave their personal differences at the gate so they can fit in. To create a truly diverse and inclusive organization, you need to create an environment where all employees feel they can contribute to the organization’s success. For that to happen you need an organization where differences are understood, valued, and respected.