Creating an inclusive culture with Cultural Intelligence
Client X, a multinational corporation, contacted Charlotta Brynger after the employee surveys came back with some unpleasant revealing information—the multinational and multicultural workforce spanning several continents wasn’t happy with how cultural diversity was handled. They felt there was stereotyping, like grouping national identities together, but also a lack of appreciation of different perspectives. Global management and HR decided to address this as they found it alarming, but it also didn’t align with the company culture.
The company's vision of an inclusive organizational culture, where everyone has equal opportunities and is valued equally, was not just a goal but a guiding principle. This inspiring vision was the driving force behind implementing cultural intelligence and inclusive leadership sessions.
Sessions on cultural intelligence and inclusive leadership were set up, starting with the executive management team, which well represents the diversity within the organization. This was a gratifying experience, as everyone present was willing to understand and implement.
The team displayed curiosity and empathy, which was most probably not a coincidence but rather a leadership skill priority. So far, so good. However, even with these crucial aspects in place, many factors were apparently lacking.
To ensure the sessions directly impacted the organization, the findings from workshop discussions were formulated into norms and actions and then readily incorporated into the company's policy documents and culture. The same sessions were then rolled out to the rest of the line management.
Having come this far, Charlotta facilitated workshops for the HR team on supporting the leadership efforts and assisted in setting up guidelines for becoming culturally intelligent and inclusive.
It was then time to introduce cultural intelligence and Inclusion to the broader organization, ensuring everyone received a common language and a framework to support their efforts. Cultural Intelligence and Inclusion have since also become part of onboarding, as these aspects underpin the company culture. Leaders understood that constant monitoring is of the essence to successfully drive change in behavior and attitudes throughout this large organization, instilling confidence in the sustainability of the change.
Cultural profiling was also in the company toolbox for more cultural intelligence. I provided a Train the Trainer for the HR team and management to understand how to use it most productively and avoid the treacherous pitfalls.
A change of mindset and consequent behavior take stime, but it wouldn’t be possible unless they were systematically built-in,role-modeled, and encouraged throughout the organization. I would support the client in all these processes through facilitation or coaching whenever needed. This organization has addressed a fundamental aspect for a more human-centered, innovative, and productive future.
