“Diversity is about quantity, and Inclusion is about quality.” – Verna A. Myers.
The Aged Care Workforce Census 2020 revealed that over 36% of the workers in the Aged Care industry belong to a Culturally and Linguistically Diverse (CALD) background. With culturally diverse teams being a common and growing occurrence, it is vital to be well-prepared to foster an inclusive and diverse workplace. (https://www.health.gov.au/sites/default/files/documents/2021/10/2020-aged-care-workforce-census.pdf).
Workplace diversity and inclusion means creating an inclusive environment that accepts each individual’s differences, embraces their strengths, and provides opportunities for all staff to achieve their full potential (https://www.qhrc.qld.gov.au/your-responsibilities/for-employers/flexible-and-diverse-workplaces/diverse-and-inclusive-workplaces).
When working in culturally diverse teams, we will work with colleagues from different cultural backgrounds and some will speak English as their second, third, and even fourth language! We may encounter varying values, behaviours, workplace attitudes, and work etiquette. How can we overcome these differences?
Strategies to create an inclusive workplace and work well in culturally diverse teams:
1. Be Active – Promote cultural diversity in the workplace by having open discussions with your employees about the benefits of working in diverse teams. This can include having access to a wider variety of talents and skills, which can help expand services, attract new business, and spur innovation. Inclusion can involve adapting different ways in which contributions to the work can be made and valued, as well as adapting to different communication styles.
2. Create a work environment that is safe and inclusive – It is important to take the time to learn about the history and culture of your team members to foster an inclusive work environment. Creating a sense of belonging among employees, can be achieved by recognising and celebrating cultural days. You can hang a world map in the reception area to showcase the team’s diversity. Encourage your team to write articles for the organisation’s newsletter to share interesting facts about their culture. You can also invite local cultural leaders as guest speakers to team meetings to showcase their culture. Remember, we all have an accent, and the more we expose ourselves to different accents, the better we can understand them.
3. Be aware of your unconscious bias or prejudices – How can we unlearn our bias?
Follow the BASICS of Cultural Competence by Myers, V.A.
B: Breath. Suspend all judgement.
A: Assumptions. Question your assumptions.
S: Self-awareness. Stay alert to what you are bringing to the dynamics.
I: Information. Get informed before making conclusions.
C: Culture. Accept that all cultures are equally valid.
S: Steps: Increase opportunities for positive interactions with people from CALD backgrounds.
4. Organise Cultural Diversity training regularly – Allow yourself and your team to attend regular training. Cultural diversity training is designed to educate staff on understanding cultural diversity and promotes respect and effective communication across diverse teams.
Remember that we all make mistakes! Let go of the need to know everything and welcome the opportunity to learn more about your team and cultural diversity and inclusion. Contact MAS today to book a training session.
References:
Myers, V.A., 2011, Moving Diversity Forward – how to go from well-meaning to well-doing, American Bar Association.
By Marcela Fischer
