The benefits of multiculturalism are well documented, both for businesses and their employees. Increased productivity, lower turnover rates, and a greater sense of belonging, ultimately driving success and sustainability in the long run.
Implementation, however, can be challenging, particularly for small businesses that don’t have the luxury of resources to invest in robust strategies and programs.
That doesn’t mean impossible. Small businesses can still cultivate a workplace culture that prioritises creativity, wellbeing, and inclusivity as a means of fostering innovation, attracting top talent, and developing effective leaders.
For small businesses with fewer resources in terms of money and manpower, there are a few practical, cost-effective ways to promote a welcoming workforce and unlock the potential of diverse teams:
1. Diversify your hiring practices
The trap we often fall into is the desire to work with people who are similar to us because we are attracted to what we know. This is particularly prevalent in small teams that tend to work more closely and where the experience is that strained relationships can have a more significant impact.
However, cultural fit doesn’t need to mean fitting the same mould. When small teams are high functioning, which is a clear outcome of diversity of thought, good culture is achieved because of differences rather than despite them. The good news is, there are simple and cost-effective ways to diversify hiring practices across the entire journey.
For starters, using unbiased language in job descriptions and expanding recruiting networks by partnering with universities and organisations that support minority groups can increase the diversity of candidate pools. Additionally, setting diversity targets and providing training to hiring teams is a good way to foster inclusive practices during the process. Implementing what we call “blind” hiring techniques can also be a powerful method for challenging unconscious bias. This practice involves removing names, photos, and demographic information from resumes during the screening process.
2. Peer-to-peer education and cultural champions
Training initiatives don’t have to break the bank. One cost-effective approach is to leverage internal resources by tapping into the expertise of employees from diverse backgrounds who can share their experiences and insights. Encouraging open discussions and organising peer-led workshops can foster understanding and appreciation for different cultures within the organisation. Even if you don’t have a lot of cultural diversity in your team yet, you can encourage individuals to champion learning and education as an ally to other nationalities.
There are also thousands of free or low-cost online resources, such as webinars, articles, and videos, to supplement efforts without the need to invest huge amounts in external training.
3. Celebrate cultural diversity
Bring joy to the process! Cultural diversity education doesn’t have to be all formal workshops and webinars.
Start by recognising and celebrating various cultural holidays and events with your existing social calendars and encouraging employees to share their cultural traditions and experiences.
Encourage the creation of employee resource groups: affinity teams where employees can connect, share experiences, provide support and take ownership of creating celebratory experiences. These teams can help share the responsibility of championing inclusion and engaging in initiatives that ensure every individual feels valued and respected.
