When harnessed, cultural diversity in the workplace can have a positive impact on creativity, productivity and the bottom line. While different perspectives and backgrounds can make for a better business, they can also produce conflict and teamwork challenges. A small business owner who anticipates intercultural issues should leverage difference as a source of competitive advantage, rather than viewing it as a stumbling block to success.
Implicit Discrimination
Few people would dare utter an offensive slur in the workplace, but discrimination can lurk in a more insidious, structural form that goes unnoticed by managers. You may have women and visible minorities present at your workplace, but perhaps few of them make it to influential positions. Small businesses can nip implicit discrimination in the bud by providing support and equal opportunities to all employees. Base promotions and pay decisions on objective criteria -- such as sales numbers or performance review statistics -- whenever possible. Assign new hires supportive mentors, and question yourself whenever you offer a certain employee special opportunities. Ask yourself why giving privileges to a select few is justified.
Making the Most of Diversity
You may have a policy in place to hire a certain number of people from different cultural groups, but this quota-based mentality doesn't allow you to get the most out of workplace diversity. Glenn Llopis, writer for "Forbes," reports that the new diversity challenge is to embrace differences right to the root of the organization. Managers have to listen closely to the ideas that people from different cultural, race and age groups have to contribute. In practical terms, that means asking employees for input rather than just telling them what to do. Consider giving workers at all levels the chance to run lunchtime learning seminars for their fellow colleagues.
Related Reading: Issues in the Workplace Because of Difference of Culture
Communication
Differences often emerge in the language people use, and communication can become a problem in workplaces where some workers speak English as a second language. To limit misunderstanding and confusion, English-speaking employees shouldn't use jargon and slang in team meetings and emails. While it may be OK to speak a foreign language with a colleague over lunch hour, using that same language in a meeting with people who don't speak it can make those workers feel excluded. As a general rule, people should be encouraged to use the language of their choice during breaks and lunch hours, but stick to the common, business language of the workplace during formal discussions.
Generational Differences
Not all cultural issues involve ethnicity. Managing across generations also presents an intercultural challenge, because people from different age groups were influenced by different events growing up, producing employees with distinct attitudes toward work and life. According to a poll by Monster Canada reported by "The Vancouver Province," about four in 10 people think that multigenerational workplaces present management challenges, but people also recognize the learning opportunities those differences bring. Understanding the characteristics of the workplace's four generations -- Millennials, Generation X, Baby Boomers and Traditionalists -- can help you manage a workforce with varying concerns and expectations.