Cultural Diversity 
In this second entry on diversity, I’ll introduce the topic of culture and cultural differences. To get started, I researched some “official” definitions for the term culture. Dictionary.com had a dozen different definitions. Here are the two that best fit our topic of diversity:
-The sum total of ways of living built up by a group of human beings and transmitted from one generation to another.
And
-The behaviors and beliefs characteristic of a particular social, ethnic, or age group.
This really amounts to a set of collectively held values. Many of us think first of race or nationality when we consider the term culture. And since many organizations operate on a global scale, cultural diversity in the workplace is frequent. Individuals from different parts of the world can have different approaches to doing business. Examples include:
- Time Management
- Communication Styles
- Perspective on Results
- Business Relationships
- Power and Authority
- Handling Conflict
This is only a partial list. You can imagine the potential differences that can arise from these examples alone. There can be breakdowns or misunderstandings in each of these areas and many others. One person’s “way of doing business” can be very strange or even offensive to individuals with different cultural backgrounds.
This dynamic applies to most of us. We work for a global organization, exist in a diverse workplace, or have customers or even competitors from around the world. If any of these apply, it can be important to spend some time focusing on cultural diversity.
There is challenge as we work through our cultural differences, but there is also the opportunity for a widened business perspective that can benefit the individuals and their organization. As I mentioned in my last blog – we should strive to leverage our diversity rather than allowing it to limit us in our work.
There are many models, books and articles that can provide insight into cultural diversity. Awareness of potential differences can prepare us for actions in others that might differ from our own behavior. This can be a valuable starting point, but it’s important to remember that no model should be considered in absolutes. It would be a critical mistake to generalize based on race or country. Everyone should be considered an individual.
Remember these important points:
- There are no right or wrong, good or bad in cultural differences. Try to see differences as a possibility rather than a problem because “they aren’t doing it my way.”
- Learning about cultural differences is not about trying to be like the other person/people. The richness in multi-cultural teams comes from the differences. Embrace the differences.
- Whatever you know about cultural differences, it won’t all apply, or even apply in the same way to everybody.
- However much you think you know, you will always get some things wrong. The key is to show genuine interest in learning. Be empathetic, respectful and interested.
More to come next time.
Thanks for your continuing interest,
Angela Gallogly, ATC Vice President of USA Operations
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