Workforce Language Services

Newspaper articles about supporting a diverse workforce and creating strategies for integrating multicultural employees almost always focus on the positive, even when talking about the challenges faced.  I’d like to know more about how to combat true resistance to having a diverse workforce, whether it comes from management reluctant to change or from employees who don’t want to learn more about working with a diverse population. 

This article from Deseret Morning News about the changing demographics in Utah also focuses mostly on the positives of the increase in foreign-born immigrants in the state.  The article quotes some wise words from a human resources specialist:

He said managers have to realize that what feels good to them in a workplace may not feel good to someone from another culture. Those managers should work harder to relate better to those employees for the good of the company and for the good of the morale of its work force, he said.

“Walk in their shoes, understand what it’s like to be in a situation where you are not the dominant individual,” Cain said.

“If people in an organization see that the senior leaders are actually taking the time to learn more and gather some tools to help overcome the challenges of diversity and inclusion, then it drives the issue down to the lower levels to actually do the same.”

Very important points to keep in mind, but I’d like to hear more about how it’s done in less than ideal situations, especially because often the “old guard” feels threatened by the influx of different cultures, customs, and languages.