The workplace is a culturally diverse environment. Although diversity can generate higher levels of innovation, it can also hinder innovation and operational efficiency.  How can this happen? With a diverse workplace come a variety of work philosophies and values, as well as, different interpersonal and communication styles.  When not understood and optimized, these differences can result in disruptive misunderstandings, conflicts and delays when attempting to implement new or modified ways of conducting business, such as lean manufacturing.
 
Large global organizations are identifying cultural competence training as an essential  part of their employee development programs. Smaller companies are often not aware of the need for this training or how to implement it.
Christopher D’Marco, Executive Vice President, Change & Response Strategies offers these suggestions to leadership and staff that wish to create a culturally competent workforce.
 
-Understand how our own “cultural lens” affects our world view and can distort our interpretation of other cultures and thereby delay innovation and success.  
 
-Don’t allow one set of cultural philosophies, values, and priorities prevent you from keeping an open mind and learning from other cultural work philosophies, values, and priorities.
 
-Demonstrate the necessary patience and interest to learn from others of another culture.
 
-Be aware of your own cultural values and beliefs and possible biases that can limit your ability to leverage all of an organizations expertise and talent. 
 
-Make no assumption about another’s culture; instead study and familiarize yourself by asking questions, actively listening to them, and engaging them in getting the work done.
 
-Put policies and core values in place that promote culturally competent practices.
 
-If necessary, produce multi-lingual instructional and promotional material. 
 
-Educate yourself and your employees on cultural competence - consider including cultural competence training in your professional development programs.
 
Christopher D’Marco is an organization development consultant, trainer and founding member of Change & Response Strategies, LLC whose areas of focus include strategic planning, leadership development, team facilitation, change management and lean enterprise.  With 25 years of diverse experience across an array of industries, Christopher is Lean-Six Sigma Qualified from Villanova University. Change & Response Strategies is a resource of NJMEP.
 
For more information on Cultural Competency, email us at ManufacturingMatters@njmep.org. Please put Cultural Competency in the subject line.