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How To Hire Culturally Diverse Employees: The Top Diversity Hiring Practices

If you are looking to hire culturally diverse employees, here are five diversity hiring practices that have been proven to work. Try them out.

When looking to hire culturally diverse employees many discover that it’s not that simple. Standard hiring practices may leave a recruiting pool dry and leave you empty-handed. But don’t despair, here are five surefire diversity hiring practices you can implement right away.

5 Diversity Hiring Practices Proven to Help You Hire Culturally Diverse Employees

If you’re reading this, you are probably well aware that companies that do not hire culturally diverse employees are missing out on top talent. Test run these top diversity-hiring practices on your organization. Measure your results. And remember, if you need help, I am just a stone throw away.

Top hiring practices: Should you consider cultural fit? Click to keep on reading!

Top hiring practices: Should you consider cultural fit?

1Avoid Unconscious Biases Using Blind Resumes

Research has shown that resumes with white sounding and male names command more attention and hiring rates than black-sounding or female names on the exact, same resume.

Researchers from the University of Chi­cago and M.I.T. landmark study showed that “Those with ‘‘white’’ names received 50 percent more callbacks for interviews than those with ‘‘black’’ names.” – NY Times.

You’ve probably witnessed this phenomenon in your recruiting career, right?

The same happens with top tier universities and with certain revered organizations. Undoubtedly, despite all good intentions to hire culturally diverse employees, unconscious biases are at play here.

Why?

Because we tend to feel more comfortable with people who are like us.

This is one of the main reasons why your company keeps hiring people who look and sound alike. They grew up in the same area of the country, went to similar schools, worked in organizations with a similar culture.

But if you want to attract employees that are more culturally diverse you have to be more vigilant of your biases towards specific backgrounds. You have to do whatever it takes to hire different people from the ones that currently populate your office.

Here is where this top diversity hiring practice comes in. Grab the bull by the horns and blind all resumes.

How?

  • Request applicants to submit resumes without the name of the university they graduated from.
  • Assign numbers to everyone who applies so that you can’t tell whether they are male or female.
  • Put everyone through the interview process and select the winning candidate regardless of background or gender.

But you must watch out for pitfalls here. An HR executive – client of mine from a large multinational company – wanted to eliminate a prevalent cultural bias as most of her workers were recruited out of the same three elite universities. She followed this exact process to increase the hiring of culturally diverse employees.

5 Diversity Hiring Practices Proven to Help You Hire Culturally Diverse Employees. Role of unconscious bias.

5 Diversity Hiring Practices Proven to Help You Hire Culturally Diverse Employees. Role of unconscious bias.

At the end of 5 rounds of interviews, when the top three finalists were selected, she revealed to the hiring committee the schools they had graduated from. None of them were from these three prestigious schools. The committee suggested to scrap that search and to start all over again because the candidates would not be “a cultural fit.”

This could be one of the challenges that you may have to overcome if you’re committed to hiring culturally diverse talent. Make sure everyone in your organization is aligned with your good intentions.

How did the story of the HR executive’s intervention end? She stuck to her guns and hired the top three finalists.

The result?

20 years later all of them had built stellar careers within her organization.

These culturally diverse employees are a clear example that blinding resumes is a sound diversity hiring practice. It enables recruiters to hire the best people for the job keeping unconscious biases at bay.

Bundle Job Searches to Increase Your Diverse Hires. Discover other top recruiting practices to hire culturally diverse employees.

Bundle Job Searches to Increase Your Diverse Hires.

2Forget Cultural Fit. Create Structured Interviews.

Businesses have long glorified the cultural fit. Unfortunately, that’s often code for “the candidate we hire must be white” or “male” or “white male.”

This insistence on cultural fit – in spite of what research shows – is one of the reasons organizations are so slow to reach gender parity and inclusion at the highest levels of decision-making.

“Why do we stick with a method that so clearly does not work, when decision aids, including tests, structured interviews, and a combination of mechanical predictors, substantially reduce error in predicting employee performance? The organizational psychologist Scott Highhouse called this resistance “the greatest failure of I-O [industrial and organizational] psychology.” – Harvard Business Review

Structured interviews will help overcome this bias and build a more robust and culturally diverse institution

Here is how to implement this hiring practice:

  1. Establish a set of relevant questions for the roles you are looking to fill and always ask every candidate these same questions in the exact same order.
  2. Assign a value to each question. For example: You can rate each answer on a scale of 1-10 with 1 being unacceptable/inappropriate/no match to position/absence of skill, and 10 being optimal/perfect match of requirements for position.
  3. Have one person conduct the interview and rate each question answered by the candidate as the interview takes place.
  4. At the end of all interviews, pass on all the interviews with their rated answers to a second person. Perhaps your assistant. Have them calculate the best performing candidate and tell you who the finalist is.

This eliminates potential hiring mistakes that are frequently made when employees get selected because the hiring manager “connected” with them over things such as having played the same sport in school or supporting the same non-profit organization. Therefore, it helps you decide more objectively who gets the job.

This simple act allows your good intention of hiring more culturally diverse talent to win over your unconscious biases.

3Bundle Job Searches to Increase Your Diverse Hires

It’s easy to hire the same type of person over and over again when you hire for one position at a time.

Hiring managers may unconsciously believe that a man or a woman or someone from a specific ethnic background would be better suited for a specific role, perpetuating imbalances by continuing to hire according to the stereotype for said position. For example, hiring Asian employees for tech positions and Hispanics for customer service.

How do we work around this particular bias?

Research has shown that by grouping or bundling all searches for similar roles it’s easier to notice the mix of people you’re hiring and whether you’re embracing culturally diverse employees.

There is a similar research that shows that when people are asked to pick a snack and they do so day after day, they tend to eat more sweets and junk food than when asked to choose all of their snacks for an entire week. The selection then becomes more diverse and it includes healthier options.

The solution here is simple and self-evident. Rather than hiring for one position at a time, survey the different business units or departments in your organization for other positions to fill. Then, conduct a larger search to hire for multiple positions at once. You will notice a pool of hires that is much more culturally diverse.

Discover how to hire culturally diverse employees.

Discover how to hire culturally diverse employees.

4Encourage Your Current Diverse Talent to Provide Referrals

Have you noticed how in an area where there were no Ecuadorians or Chinese people at all, suddenly there’s a whole community of them?

It’s human nature. Those who have already settled in a town tell their families and friends about current job opportunities and quality of life. Consequently, the new immigrants settle where they can find jobs and they already have a support system via a group of people who share their culture.

You can replicate this timeless phenomenon to attract more culturally diverse employees.

Here’s how: Ask your current staff to refer qualified candidates for any current open positions.

You are likely to see your culturally diverse recruiting pool increase substantially within a short period of time. The added advantage is that those who already work for your organization will collaborate with the on ramping of their colleagues. They will introduce them to their networks and share company policies and any unwritten rules.

It’s pretty common practice for companies to ask their employees to refer others for open positions. Just cast a wider net and enjoy the benefits of a more culturally diverse workforce.

Mariela Dabbah reveals the secrets to hiring culturally diverse employees.

Mariela Dabbah reveals the secrets to hiring culturally diverse employees.

5Retention of Your Current Diverse Talent Is Priority One

Now, for the final diversity hiring practice and a big bonus if correctly implemented:

Having a good retention plan in place before you hire substantial numbers of culturally diverse employees is a must.

Why?

First, because you don’t want to lose the talent you so painstakingly acquired. But also because diverse talent tends to feel more comfortable working for organizations that value inclusion. They are more likely to check out your reputation before they apply. If you have lackluster numbers and a reputation for not offering true career paths to women or culturally diverse employees, you’re less likely to succeed in attracting top diverse talent.

So, put your house in order before you venture out to hire new staff.

  • Make sure that you walk the talk
  • Offer stretch assignments and opportunities for relevant exposure to women and diverse talent
  • Align their interests with the type of work they do for your organization
  • Use transparency in your compensation and promotion practices
  • Make all your talent feel respected

We hope these top diversity-hiring practices help you hire culturally diverse employees. Put them in practice and always remember I am here to support your efforts.

Book a 1-hour consultation with me and get unbiased D&I, Career Development & Leadership advice. Ask all the questions you have!

5 Easy Ways to Eliminate Stereotype Threat

Stereotype threats are real. They affects performance and morale. Luckily, research shows you can drastically reduce their impact with pretty simple interventions. Read on!

Defined as “a situational predicament in which individuals are at risk of confirming negative stereotypes about their group,” stereotype threats have a harmful effect on women in the workplace.

Red Shoe Movement’s Principle #7 Addresses Stereotype Threat

Labels refer to any word or expression we use (even tongue-in-cheek) that has an overt or subtle derogatory undertone: Bitch, bossy, competitive, etc. These labels reflect deep-held beliefs we contribute to perpetuate every time we use them. So when women don’t conform to the social norm expected of them and are interested in power, or when they are decisive and have a strong will to carry out their vision, we collectively bring them down a notch or two by calling them names.

In other words, certain expressions can have very detrimental —even if unintended— consequences. Identifying this effect goes a long way to changing our choice of words.

Principle 7 of the Red Shoe Movement deals with stereotype threat

Principle 7 of the Red Shoe Movement deals with stereotype threat

With the help of a nuanced infographic created by Catalyst, we review how to flip five common labels used on women to reduce stereotype threat.

1She’s Too Abrasive or She’s Too Aggressive

This is a case of damn if you do, damn if you don’t, if there ever was one. Women are told that they need to be assertive and express themselves and what they want clearly. Yet, when they do, they are penalized for not being warm and fuzzy. Finding the sweet spot can be quite hard.

Solution

Catalyst: Rather than focusing on their style you should focus on their work performance.

In addition: Some research shows that when it comes to feedback, women get more negative personality criticism than men. Things like: “You can come across as aggressive sometimes.” So may I also suggest that you think twice before providing this kind of feedback? Would you say the same thing to Tom that you’re about to say to Lisa? That’s an easy way to assess if you’re about to fall into a stereotype threat.

Knowing the stereotype threat definition helps you guard off any words that may lead to it

Knowing the stereotype threat definition helps you guard off any words that may lead to it

2She’s So Helpful

One of the ways in which organizations can facilitate the promotion of women to positions of more responsibility is by creating opportunities for exposure. Those seldom lie in a support position. When women are viewed as part of the “back office” or the support team, they are less likely to be perceived as leadership material. So although it’s good to appreciate the support of your team members when warranted, if that’s all you do for them, they won’t go as far in their careers as they could.

Solution

Catalyst: When you speak of the women in your team, be specific about their contributions.

In addition: Find real opportunities for every woman on your team to develop and exercise leadership skills regardless of their position. Admins and support staff can be put in charge of leading projects that give them the exposure they deserve. You might be surprised at how people rise to the occasion once you raise your expectations.

Flip the Script Women

Courtesy Catalyst

3She Gets Overly Emotional

I don’t need to tell you that women tend to be more in touch with their emotions than their male counterparts. Or that often, when we are angry we cry. And although this may be a biological response, both tears and displays of anger in the workplace tend to be frowned upon. When it’s women who are doing either, obviously. The social norm that affects men expects them to exhibit anger, assertiveness, and aggression as part of the attributes of male leadership. Not so much for women.

Solution

Catalyst: Rather than calling her “emotional” take the time to describe to women the consequences of their behavior.

In addition: Help them learn to explain the reason for their tears while they are shedding them, so their audience is aware they are not a sign of weakness, rather a sign of anger, frustration, etc. Help your male employees identify their different responses to anger when expressed by each gender so they understand women can get angry yet be effective leaders.

4She Lacks Leadership Gravitas or She Lacks Executive Presence

This is frequently code for “she doesn’t look like the current leadership,” which tends to be white, and male. This expression particularly affects women of color because they face a double whammy. Gender and race or ethnicity. It’s trully quite a stereotype threat when you wish to promote more women to the top.

So if you are truly committed to diversity and inclusion at the top of your organization, the current leadership will have to look beyond the traditional definition of executive presence.

Solution

Catalyst: Rather than just crossing a woman off explain exactly what you mean.

In addition: If you continue using the old definition of the attributes, abilities, experience you look for in a leader, you’ll probably continue to recruit the same type of person. Get rid of unstructured interviews where “cultural fit” can become an unspoken way to hire people who look like you or your current leadership team. Instead, create a list of specific requirements for the position and a list of questions that you ask all interviewees. Assign points to each answer and have someone else tally all the answers from all interviewees to get you the finalist. There are many concrete, simple interventions you can implement to make sure you hire the best person for the job rather than someone who fits some old stereotype.

5She’s Too Judgmental

Often, when women give critical feedback others consider her incompetent. This stereotype threat undermines women’s leadership chances.

Solution

Catalyst: Rather than making it about her leadership style, focus on whether she’s demonstrating good judgment.

In addition: Everyone should understand that human beings are all judgmental. We can’t see the world other than through our individual lens. That lens places a layer of judgment on everything as we can only perceive people, circumstances and situations through our own experiences, emotions, knowledge, culture, social context and so on. So, rather than impose another stereotype threat, which might stop women’s impetus to grow, why not acknowledge that we are all equally judgmental.

As I said in a recent post about an entirely different subject, words matter. They build our reality. Choosing the right ones will guarantee we create a more promising future for everyone.

Cultural Diversity at Work: How Things Are Changing

Cultural diversity at work has become a battleground for innovation in organizations large and small. Don’t miss key insights from Stephen Palacios, who’s been conducting research on the topic for the last 15 years.

Stephen has particularly deep experience in the multicultural space and leads that practice at Lieberman Research Worldwide (LRW.) He also has extensive experience in brand positioning and brand strategy development. He is a national speaker, and has been an editorial contributor to AdAge and HuffingtonPost. His work has been cited in the NYTimes, LATimes, Financial Times, ABC, PBS and many other programs and publications. We appreciate the fact that for the last several years, Stephen has been working with women’s publications such as Essence and People En Español to better understand professional, multicultural women. So, when it comes to cultural diversity at work, he has a lot to share.

Stephen Palacios, general manager and VP at Lieberman Research Worldwide sheds insights on cultural diversity at work

Stephen Palacios, general manager and VP at Lieberman Research Worldwide sheds insights on cultural diversity at work

Recent studies around cultural diversity at work

You’ve recently finished two major studies related to cultural diversity at work. Could you explain what they were centered around?

Working with Essence and with People En Español, both studies focused on African American Women at Work and Latinas at Work, respectively. These studies were the vision of Essence’s Michelle Ebanks and People En Español’s Monique Manso.

Understanding cultural diversity at work means learning to navigate conflicting priorities for each individual in your team.

Understanding cultural diversity at work means learning to navigate conflicting priorities for each individual in your team.

What were some of your biggest “aha” moments? Particularly in reference to cultural diversity at work?

Each study highlighted how significant the role of ethnic identity was in the workplace, for both the individual and her workplace non-ethnic counterparts. Both African American and Latinas have to contend with perceptions of their ethnicities. Whether it be trying to avoid being labeled an “angry Black woman” yet still being heard for an African American woman, or avoiding being seen as over sensualized for both Latinas and African American women, these stereotypes found in popular culture affect workplace dynamics for many ethnic women. Each study went into some depth on workplace communication styles, dress, cosmetics, and other factors of demeanor and appearance that were actively or less consciously being used to navigate cultural identity with workplace identity.

Don't miss "What Is Cultural Diversity?" to learn much more about this topic!

How are cultural norms changing for Latinas and how is this shift affecting them?

The biggest cultural norm shift for Latinas, as found in several Hispanic Opinion Tracker (HOT) Studies by People En Español, is the drive toward careerism. Latinas are obtaining higher education at unprecedented levels, and are entering the workforce with high expectations and ambitions. Their self stated priorities are shifting, as they see career in a more important light, even when compared to traditional roles of wife/mother. This shift is paradoxically creating tremendous optimism on what is possible but also creating cultural tension with their mothers and significant others. Latinas are coming into their own, and are finding it challenging to reconcile their ambition with their traditions.

How about African American women?  

African American women have been leading the charge on women’s issues in the labor force for over 40 years. Their workforce penetration, head of household status and educational achievement have always been lead indicators for women in the U.S. Having said this, they too have rising expectations on success in the workplace, with greater expectations of being their “authentic selves” at work. Expressions of cultural identity such as natural hair, style and more are coming to the fore more often. Black women, especially Millennials, are looking to have their identity recognized and valued more by their place of employment and their fellow employees.

What you need to know about Cultural Diversity Training. Does it work?
It's critical to understand cultural diversity norm shifts to support your team.

It’s critical to understand cultural diversity norm shifts to support your team.

Recommendations around cultural diversity at work

Do you have any recommendations to increase sensitivity towards cultural diversity at work? Mainly when it pertains to women of diverse backgrounds?

Employers would benefit greatly by understanding the cultural dynamics and tensions associated with their Black and Latina employees. Essence found 4 dominant communication styles for Black women at work in the study, each of which led to greater potential for retention and advancement, or not. Black women who understand these communication styles can better identify their personal approach to workplace dynamics. It is equally important that non-Hispanic White employees/employers to be aware of these styles as well. For so many non-Hispanic Whites, the issue of ethnic identity is rarely a factor of consideration in inter-office communication or office culture building – it needs to be.

Any suggestions on how employers can better engage multicultural women?

Start by reading these studies! They are (all modestly aside) insightful, comprehensive, but practical in their use. For non-Hispanic White employers/employees understanding the cultural identity better, devising strategies to celebrate the contribution ethnic employees can make, and incorporating this into an overall office culture is increasingly important. Particularly for those hiring Millennials, and for those in certain industries, e.g. Healthcare.

You can follow LRW on Twitter

More insights from the HOT study on Latinas.

12 Ways in Which Women Perpetuate Male Chauvinism

Most women know intuitively what male chauvinism stands for. What few of us are ready to admit is how much of a male chauvinist we have in us.

Yup. You read correctly. Women have contributed to the education and socialization of generations and generations of men, inadvertently perpetuating male chauvinism in the messages, values and attitudes they passed down to their children. Even today they contribute to the same male chauvinism that affects them so much and about which they constantly complain! And although it’s true that it’s often hard to break with the rigid and powerful social structures that support male chauvinism in the first place, (the subject of a future post) today I focus on how women help to keep it going.

What is male chauvinism?

According to the Oxford Dictionary, male chauvinism is: “Male prejudice against women; the belief that men are superior in terms of ability, intelligence, etc.” Naturally, the dictionary says nothing about how much women internalize male chauvinism and turn it into self-aggression after years of growing up in a society that still condones variations of this behavior.

And before you say, “I’m not a male chauvinist” let me show you 12 ways in which women perpetuate male chauvinism even when we don’t realize we are doing it.

Male chauvinism quote by Luis Vidales - Male Chauvinism started when they invited that God was a man

Women can inadvertently support male chauvinism

1Expecting your male partner to protect you. When you look for protection you assume that because you are a woman you are weak and because he is a man he is strong. You put both sexes in an unfair situation that is not really “natural” for either one. It’s just a male chauvinist stereotype you learned very early on.

2Assuming your male partner is in charge of your home’s financial stability. Why does this responsibility fall on a man’s shoulders and not on the shoulders of both partners? Or even, when the family-stage so requires, on the woman?

3Assuming that you are the person responsible for the home and for the children. Why not assume shared responsibility? When you continue to assume this role unquestioningly, you reinforce the male chauvinist stereotype that says that home chores are a woman’s job.

4Being always the one who takes care of your partner. This includes serving him first, offering food and beverages, laying out his clothes in the morning. Nobody says you can’t be kind towards him. But in order to avoid a behavior that reinforces male chauvinism, make sure he practices the same kindness towards you.

 

Read about achieving work-life balance (or rather, integration) here!

5Volunteering (always) to make coffee in the office. Or any equivalent activity that puts you in a supporting role rather than in a role of high visibility. Whatever enables only the men in your office to shine while you remain hidden behind the scenes tends to reinforce an old male chauvinist idea. Stay away from it.

Read about the benefits of engaging men in your career.

6Assuming that you only deserve what you are offered. Very likely you have internalized so perfectly the message that your boss will give you what you deserve that you don’t negotiate as much as you could. Studies show that given the same job, women ask for less salary than their male counterparts.

Male chauvinism quote by Mariela Dabbah - Women have contributed to the education of men for generations, perpetuating male chauvinism in the messages and values passed down to their children

Being aware of cultural ideas and stereotypes can help you avoid perpetuating male chauvinism

7Making disparaging comments about successful women. Saying things such as, “Who knows who she slept with to get there.” Every time you discount another woman’s ability to get to the position she’s in, you’re perpetuating male chauvinism by reinforcing the idea that only men reach powerful positions through merit whereas women can only get promoted by using sex.

8Making critical comments about women who don’t wear makeup. Let’s be honest: Men don’t wear makeup and nobody would dream of saying they look bad because of that. If you don’t want to continue supporting male chauvinist attitudes, avoid making these observations, particularly in public.

9Criticizing women who choose to remain single or childfree. We live at a time when women can choose the lifestyle that best suits them. For many, getting married and having children is not the path to happiness. Why force them to continue with a tradition that was imposed by male chauvinism centuries ago? Don’t judge them. Live your life and let others live theirs.

10Criticizing a successful woman for not “paying attention to her family. “We wouldn’t dream of judging successful men for working long hours, travelling, and having serious responsibilities that don’t allow them to spend as much time with their families as they wished. Why won’t we extend the same courtesy to successful women? Why do we make them pay such a high price for their success?

11Sending opposite messages to your sons and to your daughters. You could inadvertently be passing on to your children many verbal and non-verbal messages that perpetuate male chauvinism. Here’s a short list to make you more aware of them:

 

• Educating your daughters to obey or serve their brothers

Male Chauvinism definition - Male prejudice against women

There’s nothing biological about ideas of what men and women should be like

• Only asking girls to set the table and wash the dishes

• Encouraging girls to behave well and stay clean and tidy

• Punishing girls when they get dirty or break the rules

• Forbidding girls from going out unless a brother supervises them

• Minimizing the importance of girls’ opinions

• Paying boys for home chores —washing the car, mowing the lawn— and never girls

• Allowing boys to play violent sports, impose their own rules and be independent

• Congratulating boys when they break the rules to achieve their goals and when they are competitive

• Congratulating boys when they go out with more than one girl at a time

• Telling your sons “boys don’t cry”

 

12Not reporting a man who is violent against women. Gender violence is a world epidemic. Remaining quiet when faced with a violent situation against yourself, your daughters or other women is the best way to guarantee that male chauvinism will be live and well for many more generations. Your silence only allows the guilty to continue behaving with impunity. Look for help now!

Male Chauvinism Tarzan rescuing woman

Do you still hope for a man to rescue you?

If you grew up in a culture such as the Hispanic (and many, many others) that still tolerates male chauvinism, you have absorbed a series of “truths” from a very young age. It’s easy to believe these “truths” are unquestionable and that the only way to belong to society is to abide by them. The problem is that behind these apparent “truths” is the false idea that there’s a biological reason for the different roles, behaviors and emotions of each sex. That it’s natural (and innate) for men to show superiority, dominance and aggression. And that it’s natural for women to be weak, servile, emotional, and so on. But the reality is that these are all stereotypes and cultural ideas that can be changed.

And the first step to make this change effective is for you to review your own beliefs, your attitudes, and your words so that you stop perpetuating this male chauvinism that only limits your opportunities.

Cultural Diversity Training in the Workplace: Is it Achievable?

Nobody benefits when cultural diversity training is associated with punishment for something that went wrong in your organization.

Hearing some people’s ideas on cultural diversity training can be disheartening. Some people think this kind of training achieves the opposite of the desired effect by focusing on differences rather than on commonalities. Others believe it offers a forum to lash out against white people. It’s difficult — if not altogether impossible— to get everyone to agree that there are benefits to cultural diversity training.

Cultural diversity training is not a program where you teach white employees how to avoid offending African Americans or Latinos.

Our take is that the main reason why cultural diversity training has such a conflicting reputation is because many organizations remember the need for cultural sensitivity too late— When they’ve been sued or when a big scandal hits the front pages of the New York Times. Naturally, damage control will never be as effective as integrating cultural diversity training into your strategic priorities.

Cultural diversity is an advantage. Don't wait until something goes wrong to offer culture diversity training. Integrate diversity and inclusion into your organization's strategic priorities.

Don’t wait until something goes wrong to offer culture diversity training. Integrate diversity and inclusion into your organization’s strategic priorities.

What cultural diversity training is not

When we talk about cultural diversity, we not only refer to ethnicity and race but also to a wide range of characteristics that make up a particular culture: age, gender, religion, ability level, physical condition, profession, education, and so on. What’s interesting is that when you look at culture this way, you quickly realize that cultural diversity training is not a program where you teach white employees how to avoid offending African Americans or Latinos. It’s more about everyone learning to identify cultural differences in the workplace in order to respect them and capitalize on the advantages of working in a culturally rich environment.

Making everyone feel valued is a stepping stone to becoming more culturally sensitive

Rather than conducting sporadic cultural diversity training in your organization, it would be much more effective to stimulate a culture of ongoing curiosity.

The Red Shoe Movement’s programs and engaging methodology fosters the creation of a more culturally diverse workforce and leadership pipeline.

We see the effects of this approach in our Red Shoe Movement programs. Participants of very different backgrounds interact with each other in an environment that fosters honest conversations about what’s important to each person. In addition, our methodology helps participants recognize what they have to contribute as individuals. As a result, they feel their value reaffirmed – a much-needed step to accepting cultural differences in others.

By recognizing that they have something distinctive to offer their colleagues, people are more likely to accept that others have something unique to offer as well. In turn, this awareness enables people to establish relationships with those who are unlike themselves. It’s by virtue of these individual relationships that it becomes easier to overcome stereotypes.

To truly embrace diversity and inclusion in your organization, you must foster a culture of curiosity and recognize the value that each employee brings to the table. Photo Credit: Picture taken by Bonnie Pfister at Vibrant Pittsburgh event

To truly embrace diversity and inclusion in your organization, you must foster a culture of curiosity and recognize the value that each employee brings to the table. Photo Credit: Picture taken by Bonnie Pfister at Vibrant Pittsburgh event

Valuing cultural diversity takes building relationships

You know how it goes. People say they “hate Muslims, Latinos, Jews,” you name it, but they love their Muslim friend Joe or their Latino neighbor who takes care of their kids.

It’s easier to hate an abstract concept. Once that concept becomes a person with whom you interact and with whom you have several things in common, it becomes harder to hate them.

When people recognize what makes them unique, they can also recognize that in others. Photo Credit: Picture taken at a Red Shoe Movement Kroger training

When people recognize what makes them unique, they can also recognize that in others.
Photo Credit: Picture taken at a Red Shoe Movement Kroger training

Yet, the only way to turn an abstract idea into a relatable person is to offer opportunities for people to interact and get to know each other in a non-threatening environment where they can appreciate each other’s unique qualities, habits, values and traditions. It is quite hard to achieve this level of understanding with only occasional cultural diversity training.

Cultural diversity as an advantage rather than a mandate

The only way in which you can achieve long-lasting, authentic acceptance is by approaching cultural diversity as the fabulous advantage it is rather than as a mandate. Many studies show the benefits of a diverse and inclusive workplace on an organization’s bottom line and work environment. Without a doubt, making your organization a place that welcomes all kinds of cultures should be a strategic priority in a global economy.

Red Shoe Movement event: The Red Shoe Movement methodology focuses on offering people from diverse backgrounds opportunities to interact and learn from one another

The Red Shoe Movement methodology focuses on offering people from diverse backgrounds opportunities to interact and learn from one another. Red Shoe Movement Event.

In this regard, we’ve seen how the Red Shoe Movement’s engaging methodology fosters the creation of a more culturally diverse workforce and leadership pipeline. Our approach of nurturing diverse talent to flourish in their careers is sustained in the long run by the global grassroots movement with which they engage. This has the effect of putting individuals (mostly women) in the driver’s seat of their careers. Their own motivation drives their growth, which is always more effective than trying to accelerate their growth with external efforts.

When you envision a culturally diverse organization, opting for cultural diversity training is probably not the way to go. Instead, you may want to consider ways to infuse curiosity about others into your organization. Your employees will embrace their multicultural workplace, and they will soon come to see it as a major competitive advantage that the organization can’t live without.