Valuing our differences. How to manage a culturally diverse work force.
How can we become aware of cultural blind spots that keep us from understanding one another? To adequately prepare for the new work force, healthcare organizations must establish work force diversity goals. Of course, goals by themselves will not empower minority workers. And if goals are perceived as "window dressing," resentment builds. Most organizations claim their hiring practices are not biased. One way to ensure that your hiring practices are unbiased is to ask important questions: Does the ethnic makeup of our work force resemble that of the community? If not, what can be done to strengthen our affirmative action programs? In a multicultural work force, misunderstandings are bound to arise because human behavior is conditioned by cultural factors. One way for an organization to identify problems that are culturally based is for supervisors and subordinates to meet informally to ensure that the organization is maximizing the minority worker's talents. Climate surveys and exit interviews are two other frequently used methods. Cultural diversity training programs can also make a difference in an organization. Some training programs help participants learn how culture influences the way we communicate. Knowledge of the cultural basis of how we interact is one factor in building bridges of understanding.
School of Public Health, University of Minnesota, Minneapolis.
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D003220:Conflict, Psychological; D003466:Cultural Characteristics; D005006:Ethnicity; D017408:Guidelines as Topic; D006801:Humans; D007318:Inservice Training; D007857:Leadership; D017008:Negotiating; D009936:Organizational Innovation; D009937:Organizational Objectives; D010557:Personnel Administration, Hospital / Q000592:standards*; D010560:Personnel Selection / Q000592:standards; D014481:United States