People from culturally diverse backgrounds can bring enormous strengths to an organisation. These talents, skills, expertise and relationships can increase staff confidence and improve client service. For this to occur, the organisation must ensure that work practices consider the needs of clients and employees from diverse backgrounds and provide training and encouragement to staff.
Culturally appropriate practices in working with people of diverse race, ethnicity, class, ability, sexual identity and age may relate to the following:
- collection and provision of information.
- Communication.
- employment and promotion opportunities.
- provision of assistance.
- contact with families.
- physical contact.
- handling personal belongings.
- provision of food services.
- workplace health and safety.
The ability to speak and understand English may also affect a person’s ability to move within an organisation with regards to processes and promotion prospects.
The aim of most government is to ensure that every employer, employee and client can live and work safely in a socially diverse environment, free from discrimination. This means that everyone, regardless of race, religious belief, age, gender and so on, is given the same opportunities and advantages.
You need to be aware of and comply with your legislative obligations when working with clients and colleagues and when recruiting, employing and training new staff. Most countries are committed by legislation to eliminate racial discrimination.
At times, work practices may need to be modified to ensure that you can engage with culturally diverse clients or co-workers effectively.
To determine the requirements for culturally appropriate service, you will need to consult with others who have specific knowledge of the cultures that are represented within your workplace and its client base.
Recognising and celebrating diversity will help create a more tolerant, flexible and contemporary culture within an organisation. When organisations enhance the visibility and impact culturally diverse groups have on their organisation, everyone can benefit from the skills and experiences these groups can bring to a workplace.
Organisations deal with diversity and discrimination in different ways and can often learn from other organisations.
Your organisation or service may have key people or associations within your networks you can contact for cultural advice in relation to your clients and their particular circumstances. These may include:
- bilingual/bicultural co-workers.
- ethnic-specific organisations.
- multicultural organisations such as the Multicultural Development Association.
- a client’s family members, community group or church group.
Building relationships based on cultural diversity requires understanding and respect for cultural differences at individual and organisational levels. Cultural bias is often learnt through socialisation and being unaware of personal bias may lead to discrimination, misunderstandings and conflicts that will affect work relationships and service delivery.
Recognising and respecting cultural differences can greatly improve relationships between people from culturally diverse backgrounds.
Cross-cultural interaction and communication are major factors in the quality of your working relationships.
Establishing effective working relationships tends to bridge cultural gaps and contribute to successful cross-cultural relationships.
The following points can assist you to be more culturally sensitive:
- Acknowledge the differences in social customs, family life, definitions of normal practice or dietary habits.
- Be aware of your own practices and avoid using them as a means by which to judge others.
- Be willing to learn by asking questions and seeking clarification when you encounter unfamiliar ideas or behaviour.
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