Organizations are a fundamental part of the societies in which we live, where we spend a large part of our time. In fact, we generate bonds as deep as those of a family. In our reality, one of the fundamental premises of a company must be its integration factor among colleagues. These good practices can be achieved through guided mechanisms to manage the Interculturality of the collaborators.
When assembling a team what is intended is to find people capable of working together, interculturality generates synergy making work groups tend to be more proactive and open to change, as well as to achieve objectives that could not be achieved individually (Almazán Morales, 2019).
An X-ray of the organization is always the starting point to know how the teams are working and what relationship they have with each other to achieve objectives. Maximizing the talent of people with different profiles and backgrounds enriches good experiences and benefits a more intercultural and ideal environment.
Managing cultural differences in an organization is a key factor in today's business environment, where globalization, diversification and worldwide interconnection are the norms.
However, we cannot ignore a reality that is often as palpable as the change of seasons: the levels of discrimination that underrepresented people receive and that are transferred to our workplaces.
The numbers give us positive answers about how organizations that decide to bet on more heterogeneous groups obtain better and greater results at the end of the year. Ortega (2019) gives us several points in which he shows the benefits:
Higher level of creativity, innovation and interculturality. Improving communication, sharing ideas, causes an increase in tolerance toward different ways of doing things.
Favor the attraction and retention of talent; if a company wants to attract and retain the best people, it should not restrict its labor market.
Improve the company's reputation and image: these measures favoring non-discrimination and implementing diverse practices contribute to improving your company's reputation and its image, improving the assessment of both customers and employees (p.30).
The answer to the future is the integration of interculturality and its talents, experiences, and studies. In Eufonía Diversity we are aware of this and we empower our organizational partners to achieve it.
Take your team to develop new connections with our training and audits, enter https://www.eufoniadiversity.com/ and discover how to take your organization to the next level!
References
COMISIÓN EUROPEA Bruselas, 18.9.2020 COM(2020) 565 final COMUNICACIÓN DE LA COMISIÓN AL PARLAMENTO EUROPEO, AL CONSEJO, AL C. (2020, September 18). European Commission. Retrieved October 10, 2022, from https://ec.europa.eu/info/sites/default/files/a_union_of_equality_eu_action_plan_against_racism_2020_-2025_es.pdf
Diez, R. G. (2019). EQUIPOS DE TRABAJO EN ENTORNOS MULTICULTURALES Y MULTIDISCIPLINARES. EL PROYECTO TIMMIS. https://uvadoc.uva.es/bitstream/handle/10324/36562/TFG-L2375.pdf?sequence=1&isAllowed=y
Lazarte, J. (2019, Diciembre 23). ¿Colaboradores o trabajadores? Linkedin. Retrieved October 6, 2022, from https://www.linkedin.com/pulse/colaboradores-o-trabajadores-jorge-lazarte/?originalSubdomain=es
Morales, R. A. (2019). GESTIÓN DE RRHH Y EQUIPOS DE TRABAJO MULTICULTURALES EN EMPRESAS INTERNACIONALES. Facultad de Ciencias Sociales y Jurídicas. Universidad de Jaén. https://tauja.ujaen.es/bitstream/10953.1/10719/1/Gestin_de_RRHH_y_Equipos_de_Trabajo_Multiculturales_en_Empresas_interncionales.pdf
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