Cultural diversity - a plus or a tension?
Cultural diversity delivers enormous benefits to the modern Australian workplace. In the past, non-Australian born workers tended to be itinerant with poor language skills, or young travellers on working holidays.
Now across all industries and sectors of our economy the workforce reflects our rich cultural diversity. Our new residents arrive with strong language skills and professional qualifications. Australian business grows from the diverse experience and knowledge of workers with different cultural backgrounds.
Some workers on short term working visas are plugging critical gaps in particular sectors experiencing significant skill shortages.
Whether resident, citizen or visiting, workers from different parts of the world are valuable assets to our workplaces.
The 2006 Australian Census data reveals three out of every ten Australian residents were born overseas. The most common languages spoken at home, other than English, are Italian, Greek, Cantonese, Arabic and Mandarin.
When looking at individual capital cities, Lebanese, Vietnamese and Samoan residents also feature in the statistics.
Australia undoubtedly has one of the most vibrant and culturally diverse workforces in the world.
But is it all smooth sailing? Multi-culti shared lunch days might be a huge success in some offices, but what should managers do to ensure cultural harmony prevails?
Managers must firstly recognise their legal obligation to provide Equal Employment Opportunity and a workplace that is free of discrimination – of any kind. To really get the benefits from a diverse workforce, management must do more than merely comply with the legislation.
They need to be creative and conducive to new ideas. Encourage active participation by the workforce in decision making and skill development initiatives. Explore with staff their vast knowledge and what they have to offer.
Management must also be mindful of the potential to easily offend with inappropriate language. What might seem like a really funny joke could be deeply offensive to someone who feels they are the butt of that joke.
Office language and communication must be non-discriminatory. Be precise and thoughtful in the way you speak. Make sure you are aware of cultural taboos or customs that should not be trivialised.
Avoid stereotypes as they are too often racially based and derogatory. And don’t fall into the trap of giving a minority cultural group a label. It will end up interpreted as a slur.
A multi cultural workforce also tends to have a diverse religious backdrop. As with the rules for culturally respectful language, the same naturally holds true for religion.
Australians have an enviable reputation for their acceptance and tolerance of all people. We warmly welcome newcomers to our communities, schools, sporting clubs and workplaces. Effective management of cultural diversity ensures the skills and abilities of all members of the workforce are shared and the benefits enjoyed by all.
