Giving Notice

Cultural differences…indeed a sensitive subject, especially in today’s increasingly multi-cultural workplaces. The 2007 Corporate Leavers Survey revealed countless stories of unfair treatment, stereotyping, and incorrect assumptions among employees, often stemming from a general lack of understanding and sensitivity to cultural differences. Though such cultural disconnects in the workplace may appear subtle and harmless to some, in reality they pose career-derailing challenges for people of color, women, and gays and lesbians who are often the underrepresented cultures in their offices or companies. For example, many companies encourage and reward self-promotion of employees, but what about those groups who may be less culturally attuned to this notion? How do people of color effectively overcome or disprove racial/ethnic stereotypes that negatively impact their career advancement and coworkers’ perceptions of them? How does a gay man effectively communicate to his coworkers that their inappropriate jokes regarding homosexuals are offensive to him, without having it create tension or discomfort in the office, or worse- cost him a promotion?

Unfortunately, more often than not, underrepresented employees fear the potentially negative repercussions of speaking up about these issues in the workplace, and opt for checking their unique cultural attributes at the door. But as the Corporate Leavers Survey found, the subtle, day-to-day cultural biases and barriers will eventually drive them to voluntarily leave their jobs at a highly undesirable cost to companies. Giving Notice recommends that job applicants conduct thorough research around culture and diversity when considering working for a company. Most companies’ websites market impressive diversity statements and awards, but asking current employees to share their personal experiences on the job can offer more realistic insights on the true cultural climate and values of the company.

Given the trend towards an increasingly diverse workforce in the U.S. over the upcoming decades, companies can no longer easily get away with sweeping these diversity issues under the rug if they intend to maintain a competitive edge and maximize their productivity. Employers can do their part by first acknowledging the need to create a truly inclusive corporate culture for all employees- (that means more than just marketing platitudes and generic diversity training). This requires leadership’s commitment to recognizing their own cultural biases and investing the resources to understand and tackle these complex diversity issues through effective people strategies. A key to understanding employees’ day-to-day experiences entails asking the employees themselves and engaging them in the process of bridging cultural gaps. Encouraging open communications and employee participation via anonymous opinion surveys and dialogue groups within and across teams is paramount to this process.

One of the most important goals achievable through dialogue is building greater empathy among employees and appreciation for cultural diversity. Without this, companies will continue to face an exodus of employees who eventually determine it’s simply not worth checking their identities and cultural values at the door.