5 Tips on Successfully Implementing Cultural Sensitivity

With the current organisational need of hiring Diversity and Inclusion (D&I) officers and creating policies to implement structure around D&I, a lot of companies are missing the point. To create a real, deepened sustained environment of diverse mindsets and inclusive frameworks in any organisation there needs to be a lot more than a token hire or a policy. There needs to be cultural sensitivity through lived experiences.

As someone who lives and breathes cultural/human/team/community diversity, I have created and sustained many inclusive environments. But this isn't just in my company, it is everywhere a community exists for me. From my futsal teams, to my neighbourhoods, to the South Asian diaspora connectivity projects.

So, what's the secret? Lived experiences.

I grew up with a lot of different ethnicities around me. Being a first generation Indian Australian migrant, I naturally gravitated towards others who shared the journey with me. Figuring out who we were in two different worlds, the one our family came from and the one we were currently living in. I celebrated their festivities with them, I learnt about their cultures, I applied for multiple exchange programs in University and travelled the world.

Once upon a time in a corporate organisation I was working in, I felt extremely isolated. It wasn't just because I was one of the only few people of colour in 600 people. It was due to the experiences of insensitivity towards culture that made me feel isolated. On one occasion, I brought Indian sweets to celebrate the Indian festival of Diwali which is one of the most significant and sacred festivities. No-one ate the sweets or wished me a Happy Diwali in return. Why? Maybe fear of the unknown or maybe the jalebi's and gulab jamun didn't look as appetising as the usual morning tea cupcakes they were used to.

On another occasion, my then secret boyfriend now husband, sent me flowers to work instead of my home. I was made fun of in front and behind my back. But in many cultures, dating and relationships are an extremely sensitive topic in these families.

In these situations I felt isolated, unheard, unseen and extremely uncomfortable. I couldn't settle somewhere where I was not understood in any way. And I made a promise to myself to never work in a culture like that and to make everyone feel welcomed in my team. Now I'm passionate about other organisations embracing a wholesome culture of diversity.

I've worked in a lot of different organisations and have created communities in various different environments. I don't have a cultural or gender quota, but I have a set of values I live by. Below are my tips on implementing real and sustained positive change.

My 5 Tips on Successfully Implementing Cultural Sensitivity

1. Global Awareness: Anyone in any organisation today needs to be globally aware. My husband recently initiated a global awareness element to his team's monthly meeting where they would discuss any cultural festivities or events that were occurring that month and asked if those who celebrate it would want to share more on what it was. Caution: this needs to be done with sensitivity. Please note, this needs to be done with cultural sensitivity as you want to avoid tokenism.
2. Engage cultural and diverse suppliers properly: When you run a cultural event, workshops or provide gifts (e.g. Lunar New Year or Diwali), ensure that you purchase products or engage suppliers who actually come from or relate to that cultural background. You need to ensure diversity and inclusion exists in your supply chain and that your suppliers are connected to those cultures you are engaging them for.
3. Demonstrate that diversity lives here: People can't see themselves in communities where they do not exist. When I say "diverse" I don't just mean culturally diverse. Diversity means culture, sexuality, identity, faiths, religions, ethnicities, demographics, class etc. You need to create environments which erase classism to help improve problem solving and achieve diversity in the work that is being created. Clients will appreciate being able to relate to someone.
4. Call it out: Where toxicity emerges, it must be called out. I now have learnt how to stand up for myself and call out toxic behaviour. But this can difficult for many people especially when it is subtle. People need to feel comfortable and safe in any workplace and not be working in fear. Ensure that if you see or hear something that it is called out and dealt with appropriately.
5. Be Real: There is a big difference between cultural appropriation and cultural appreciation. If you don't know something, don't try to explain it or celebrate it in a way you think it should be celebrated or taught. This comes across as cultural appropriation. It is important to involve those who have lived experiences to help create cultural events, team and education in your organisation. This is cultural appreciation.
6. Offer cultural leave (BONUS TIP): Cultural festivities are all about family. When I think of the people I have grown up with events like Ramadan, Rakhsha Bhandan, Nowruz, Hanukkah, Orthodox Easter are just some of the festivities that were of great importance to my community. People shouldn't have to race back home to try to celebrate their cultural events of importance, there should be leave accessibility for this.

I hope you found that helpful, you can reach out to me on LinkedIn for further support or ideas in your workplace. If you'd like to engage me as a speaker you can check out my information on Saxton's here: https://www.saxton.com.au/speakers/uppma-virdi