Are we different? Wow, fantastic!

Cultural differences in the workplace: do we really understand our peers’ needs?

There’s nothing like a holiday to highlight differences in how the individuals in our work teams have varying perceptions of what and when to celebrate. Having recently seen adverts and references to Valentine’s Day all over social media and in TV commercials, I began to reflect on how this occasion is perceived, and even accepted, by the different cultures that make up Gi Group Holding all over the world. For quite a few people, 14 February, is traditionally an American or Anglo-Saxon holiday where individuals make runs on flower shops or buy up chocolate in bulk. Or perhaps our colleagues are some of the many who book tables in a special restaurant months in advance so they can celebrate with their significant other. It’s just a simple holiday. However, it made me think about how so many people and cultures working in a single organisation to fulfil a common business mission (in our case "changing lives" and supporting careers that are about "more than work") can still be very different. So I jotted down a few points that I have tried to focus on in recent years to promote a culture of understanding within our company.

Open discussion is key

One of the first things I would mention is that it is important to have a safe workspace which is open to employees' sharing information about their individual cultures: not only holidays and traditions, but also views on interpersonal interaction and respect shown between generations and genders. In Europe, simple issues such as the use of formal and informal versions of the pronoun you can have big repercussions. Our American and British colleagues are so lucky in that regard. Nonetheless, communications are important here. They give insight into what our employees value, what work traits or collaborative approaches these esteem or respect, and how they wish to be included (or not) in specific office and/or customer-facing cultural celebrations and events. I know that at our offices in Brazil, our colleagues are quite proactive in this regard; they have a well-developed D&I strategy and hold monthly online sessions where employees have the chance to discuss issues relating to cultural and social inclusion and engage with their peers on how celebrating differences can ultimately become a major strength for their departmental teams.

Consideration of how our actions impact others

Another important activity is taking time for planning, observation and reflection. Cultural symbols, traditions and celebrations are part of personal identity and often of our national pride. However, in Europe (perhaps more than anywhere else), we know that these traditions and celebrations are frequently attached to questionable moments from our past. Whether this relates to fictional heroes or the religious aspects of certain rites and rituals, moments arise when our colleagues and peers have different views on the value and justness of specific events and whether or not there is indeed cause to celebrate. In this context, we have many opportunities to practice mindfulness and make sure the values and traditions we are recognising align with our broader mission and values as an inclusive business. This is an area where I try to encourage my teams to seize on different and diverse cultural occasions as learning opportunities. Mind you, it is not incumbent on fellow workers celebrating these holidays or practices to explain everything to you in detail. Rather, this can be a moment for mindfulness where simply watching, seeing and listening give you insights into relevance and importance. Later, you can pop onto Google and search to learn more about the ceremonies or events you have just seen. ?

Cultural EQ/SQ on the inside can do wonders on the outside

Ultimately, all this observing and reflection can lead to the development of a greater level of emotional and social intelligence. Working to develop this type of awareness and understanding helps build not only inclusive employee teams, but also inclusive approaches to work with clients and customers. It’s amazing how knowledge of, and insights into, a culture can foster a greater sense of respect and deeper ties with colleagues, clients and partners. Simply knowing not to bother customer XY on a specific date because it is a special holiday, or taking time to acknowledge cultural celebrations or memorial events, can go a long way in boosting team cohesiveness and depth in relationships. As I mentioned above, culture differences provide opportunities for learning and connecting. If spoken of and observed in a thoughtful way, they offer great possibilities for building strong teams committed to celebrating all the diversity that makes our business at Gi Group Holding wiser and more productive.