Workforce Language Services

Hewitt Associates’ research study on the best employers in Canada provides data showing that cultivating employee engagement is a critical piece of creating a diverse workforce with low turnover.  Companies that scored high in the study were able to successfully engage an increasingly multicultural and intergenerational workforce. 

This comprehensive summary also provides specific steps that companies can take to effectively manage and retain a diverse workforce. 

Two points stood out as especially important when working with ethnically and racially diverse employees:

Increase awareness and knowledge. Employees, particularly managers, may need some education to make them more aware of cultural or other differences. Managers need the training, coaching and support so that they can confidently manage a diverse team on a day-to-day basis.

The best way to increase managers’ awareness and knowledge is through ongoing diversity training that builds upon and puts into practice the information and strategies learned.

Use targeted communication to get the message across to different groups. Without targeted communication focused on specific groups, many employees may not understand the value of their current employment deal. For example, younger employees may not recognize the value of a retirement savings plan.

For companies in the U.S., this may mean providing native language translations of especially important safety information or complex policies and procedures. 

By providing safety information in employees’ native languages, the security of the entire company is increased as there is less room for misunderstanding due to language barriers.  And if those who speak English as a second language have company policies explained to them in their language, this will allow them to fully understand what is expected of them and therefore increase employee engagement.