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The 3 Barriers to Effective Multicultural Communication

2/24/2014

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Communication problems can occur in any type of organizational setting. People misunderstand each other for a wide variety of reasons, and these misunderstandings can occur between people who are culturally similar as well as those who are different. However, there are some unique issues to consider when people from different cultural backgrounds come together. Specifically, there are three problems that commonly occur. I refer to these problems as the Barriers to Effective Multicultural Communication and they include stereotyping, a lack of understanding and judgmental attitudes. I will discuss these barriers in my next 3 posts and I will describe steps we can take to reduce each barrier and improve the communication process.

Next Post: March 2, 2014 –
The Barriers to Effective Multicultural Communication #1: Stereotyping
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Creating a Climate for Diversity: The 15 Tips

2/17/2014

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Over the past several months, I have proffered 15 tips you can use to create inclusive organizational environments. To summarize and for easy reference, I have listed these tips below with a hyperlink to each blog post:
  1. Create opportunities for culturally different individuals to interact with each other on a continuous basis.
  2. Help employees develop the skills they need to effectively communicate, resolve conflict and solve problems in culturally diverse environments.
  3. Develop, implement and enforce anti-harassment and discrimination policies.
  4. Actively work to recruit a high quality, culturally diverse workforce.
  5. Ensure that organizational policies and practices support a diverse workforce.
  6. Formally assess the diversity climate and make changes as needed.
  7. Make sure the work environment supports the physically challenged.
  8. Facilitate a brown bag educational series.
  9. Provide a mentor for every new employee.
  10. Start an organizational diversity program.
  11. Provide performance coaching for every employee.
  12. Start resource groups for underrepresented group members.
  13. Hold your meetings and events at a local cultural center.
  14. Hold a series of town hall meetings.
  15. Facilitate a cultural audit and make changes as needed.
I will provide more tips for creating a climate for diversity in the future!

Next Post: February 24, 2014 – The 3 Barriers to Effective Multicultural Communication
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Creating a Climate for Diversity: Tip # 15 – Cultural Audit

2/10/2014

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Facilitate a cultural audit and make changes as needed. A cultural audit evaluates your organization’s strengths and weaknesses when it comes to diversity practices related to recruitment, selection, retention, training, performance management, customer service, compensation and the use of outside vendors. For example, an audit might pose questions such as:
  • Has your organization developed plans and goals for the creation of culturally inclusive environments?
  • Does top leadership provide vocal, visible and continuous support for diversity?
  • Is there a specific process in place for the recruitment of high quality, culturally diverse candidate pools?
  • Have you evaluated the predictive validity of your selection processes?
  • Does your organization provide formal career development opportunities for all employees?
  • Is there an employee code of conduct that clearly prohibits engaging in racist, sexist, biased, sexually harassing or sexually/physically abusive behavior?
Next Post: February 17, 2014 – Creating a Climate for Diversity: The 15 Tips
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Creating a Climate for Diversity: Tip # 14 – Town Hall Meetings

2/3/2014

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Hold a series of town hall meetings. These meetings, which are open to all organizational members, provide a forum for discussing topics of common interest (e.g., diversity issues). The goal of these meetings is to build a stronger community through the open exchange of information and ideas. Town hall meetings offer several benefits including improved organizational communication, enhanced decision-making regarding diversity efforts, a greater sense of ownership and involvement on part of employees/community members, and reduced confusion and miscommunication regarding diversity goals and activities.

Next Post: February 10, 2014 – Creating a Climate for Diversity: Tip #15
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    Dr. Tyrone A. Holmes is an author, speaker, coach and consultant. He helps his clients develop the skills needed to communicate, resolve conflict, solve problems and improve performance in diverse organizational settings.

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  • Home
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