Article by Judith A. Starkey

Diversity and Workforce Strategies

Statistics from the U.S. Census Bureau and the Bureau of Labor Statistics reflect that white males are in the minority of the U.S. labor pool; most growth in the American workforce is among women, minorities and immigrants; and by the year 2050 (if not sooner) one in three Americans will be Black, Hispanic or Asian.

What strategies can we use to ease the communication difficulties resulting from these demographic trends?

Treat people as individuals first.  Even though we can see that a person is of a particular nationality, we should resist stereotyping and automatically treating people according to their cultures’ customs.  We cannot know all their personal circumstances or unique backgrounds.  Within every culture there are also individual differences. 

As a general guideline, we  get along best with people when we treat them the way they want to be treated, which is usually a mirror reflection of how they behave.  This strategy can be particularly effective when we first meet a person.

Listen, observe and clarify.  For example, a young Asian woman in one of my classes had a surface behavior of being adapted to western culture.  However, when the class applauded her after she had made a point, I noticed her smile got tight and she became quiet.  I steered the class onto another subject and later talked to her privately.  She explained that in her culture it is embarrassing to be praised in public.  In her culture, “The nail that sticks out gets hammered down.”  (This is also true of Hispanics and American Indians.)

Learn about cultural heritages.  There is a best-selling book in Japan designed for American businessmen entitled, Never Take “Yes” for an Answer.  In many Asian, as well as Hispanic and American Indian societies, it is rude to answer a question with “no.”  Indeed, in the Japanese language, there are sixteen (16) different meanings to the word, “yes.”  The intention is that they will do everything in their power to make the answer “yes.”

To avoid misunderstanding, phrase questions so that employees are asked to describe what they understand an assignment to be, rather than just asking them if they understand.  Then, if there is confusion, it can be corrected.  If you have just explained a set of instructions, have them go through the new process with you alongside to coach them.  This strategy will help to overcome not only cultural, but also language differences.

Blacks and Hispanics tend to approach situations with a more feeling, caring manner than white men, who often tackle problems in a non-emotional way.  This difference in perspective can result in conflict if the people involved do not communicate clearly with each other and respect each other’s opinions.

In many white American families, children are taught that direct eye contact connotes honesty and forthrightness.  A schoolteacher friend of mine reported recently that when she tried to teach this to her students, a  black child told her that his mother reprimanded him if he looked her directly in the eye; to her it was a sign of defiance and disrespect.  This latter view is shared by Puerto Ricans and Asians.

Enlist their help.  Many companies are creating employee discussion groups who meet regularly to air out matters of dissension, bridge differences and come to mutual resolution.  In some, managers are included.  In all, management receives feedback.

−−−

The global society is with us, right now.  We can ignore it, at our peril, or embrace it and seek new ways to tap the riches inherent in our diversities.

___

Author Judith A. Starkey is president of The Starkey Group, Inc., a consulting and training firm providing multicultural strategies.  For more information see www.StarkeyGrp.com.

For permission to reproduce this article contact StarkeyGrp@aol.com or the address below.

Contact Us:
Judith A. Starkey, President
The Starkey Group, Inc.
3180 N. Lake Shore Drive, Suite 17G
Chicago, Illinois 60657-4867 USA
Phone:  773 348 0421
Fax:  773 348 3683
E-Mail:  jas@StarkeyGrp.com or StarkeyGrp@aol.com
Website.  www.StarkeyGrp.com
MultiCultural Strategies

We respect your privacy and will not reveal your identity without authorization.
See our Products for more information.

Copyright © 2011  The Starkey Group, Inc., All Rights Reserved.