WORKPLACE DIVERSITY

Inclusive Identities in the Context of Increasing Culturally Diverse Workplaces

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 Obiettivo del progetto (Objective)

'With increasing globalization and migration the workplace is becoming more and more culturally diverse worldwide. As finding meaningful employment is an important factor for successful integration into the new country of settlement, interactions between different ethnic groups at the workplace need to be specifically looked at. The overall focus of this research proposal is on influences of national and organizational factors on successful management of cultural diversity at the work floor. The goal is to understand the formation and role of inclusive identities in a work context that ensure a sense of sharedness while being grounded in awareness and appreciation of mutual differences. This will not only reduce social tensions but also produce positive outcomes in our society. The theoretical rationale behind is grounded in theories on social identity, self-categorization and acculturation including multidisciplinary perspectives. It is assumed that different policies and histories of migration, country-specific demographics and economics and unique cultural belief and value systems influence the direction and strengths of the diversity effects within a society. With co-operation partners in Austria, the Netherlands and New Zealand the opportunity for cross-national comparative studies is given to get a more holistic picture of general and specific preconditions, processes and effects of inclusive identities in the context of increasing culturally diverse workforces and multiculturalism in Europe. The scientific knowledge gained shall lead to recommendations for successful diversity management and the development of diagnostic instruments that consider the cultural and organizational context and the specific ethnic groups involved in the interactions. Presentations and publications within and outside the academic community shall secure the knowledge transfer to potential end-users and relevant decision makers and thus contribute to European competitiveness.'

Introduzione (Teaser)

Globalisation and migration have meant that a culturally diverse workplace is increasingly the norm. And because meaningful employment is a vital factor in successfully integrating into a new country, understanding how different ethnic groups interact within the workplace has become critically important.

Descrizione progetto (Article)

An EU funded research project set out to better understand the formation and role of inclusive identities within the workplace. The goal of the 'Workplace diversity' project, due for completion in 2011, has been to identify possible means of establishing a sense of togetherness while accepting and appreciating mutual differences.

The rationale behind the project is grounded in theories of social identity, self-categorisation and acculturation. From the beginning, the project assumed that different policies and histories of migration, country-specific demographics and unique cultural belief and value systems would influence the direction and strengths of the diversity effects within particular society. Partners in Austria, the Netherlands and New Zealand gave researchers the opportunity to make a cross-national comparative study, and to identify general trends within the context of increasing culturally diverse workforces across Europe.

During the first part of the project, researchers aimed at identifying issues of cultural diversity on the national, organisational and personal levels. Studies were then conducted with participants of different cultural backgrounds and positions, within different types of organisations and across different countries. These studies included face-to-face interviews with employers and employees of different cultural backgrounds.

The researchers also developed a survey in German, English and Dutch to conduct comparable studies in the three countries of interest. These surveys were used to test the impact of organisational and personal factors on workforce composition, diversity management and performance.

In order to have cross-culturally valid and reliable scales and measurements, several pre-tests with students and employees were carried out. These covered the perceived benefits and threats of diversity, diversity perspectives and inclusive identities. A model was then designed to describe national and organisational effects on the implementation of action programmes for ethnic minorities.

The project has so far successfully identified different organisational and national mechanisms to broaden and manage diversity. It has also shed new light on the relevance of the personality and attitudes of primary decision-makers. In both the quantitative and qualitative studies carried out, it is evident that a person's personal intercultural experience and attitudes towards diversity affect how he or she conceptualises and perceives diversity. This significantly determines whether he or she will work towards a diverse workforce and implement diversity management practices.

It is expected that this research will lead to recommendations for successful diversity management and a deeper understanding of the cultural context of the workplace.