Ethnocentric stages of intercultural sensitivity These three stages are: At the defense stage of cultural sensitivity, people recognize some differences, but see them as negative because they assume their culture is the most evolved, the best one. They want to tell you their life story. Individuals at this stage of cultural sensitivity are unaware that they are projecting their own cultural values.
Share Latinos in America are currently facing huge challenges. Latino children have been separated from their parents at the border and anti-Latino speech has been on the rise. With these stories in the news, it is easy to forget another area where Latinos are facing an uphill battle: CNN recently published an eye-opening article about Google, stating the company has a hard time keeping its Latino employees.
I wish I could state that Google losing its Latino employees is an isolated case, but the high attrition of people of color, and in particular Latinos, is not an uncommon experience among many corporations. Microsoft and Google are not alone in their diversity and retention challenges.
Losing talented Latino employees is a widespread problem for most companies. Simply put, Latinos are not staying in corporate America. Behind the low numbers What might be the culprit behind low retention numbers?
Many feel like outsiders or generally misunderstood.
After studying the topic for several years and being Latino myself working in the corporate world, I have concluded that there are the following issues: Having said that, I am hopeful that companies will continue to try to understand and nurture Latino employees, and that Latino professionals can also do better by enhancing awareness and performance.
What can companies do today to retain and develop Latino employees? More representation in the corporate suite and serving on boards is a longer-term problem that will take years to correct.
However, most companies can act today to significantly improve both the performance and the sentiment of their Latino employees by doing the following: Provide coaching and mentorship opportunities to their Latino employees — Most successful professionals benefited from having a coach or mentor.
Via one-on-one, group coaching, or mentorship circles, employees can have senior professionals providing guidance and advice on career and performance management. Mentorship and coaching are some of the most effective and cost-efficient ways to increase employee retention and loyalty.
Managers may have cultural unconscious and conscious biases towards Latino employees.
From communication styles to values, there are many aspects that a manager can misunderstand about a Latino professional. The Latino employee will feel better understood and welcomed in the workplace.
The manager will get more out of the Latino employee as well. Article Continues Below Help Latino professionals enhance their performance by providing leadership development training — Leadership development specifically tailored to Latino employees allows Latino professionals to learn about their Latino cultural assets, blind spots, and competencies.
This practical knowledge empowers Latinos to develop as Latino leaders and elevates their own on-the-job performance. Companies that integrate the above will obtain positive, visible, measurable results. Latino professionals will feel wanted, welcomed, and right at home within corporations.
I hope most companies will see retaining Latino employees not only as an opportunity to do the right thing for Latinos in America, but also as a great way to grow their business and prepare their companies to capitalize on how America will look in a few decades.corporate America's nascent efforts to embrace diversity One basis of my argument was that cultural diversity could enhance small group decision-making processes and diminish the.
Announcing the Cultural Diversity Winners and Finalists! The National League of Cities recognizes and celebrates the growing diversity of America's communities and believes that diversity should be reflected in the activities of all cities and towns across the nation. Every year, NLC's. Keywords— Cultural Diversity, Work Relationships, Ethnicity, Health Care I.
America. It is mentioned that in most other countries there might be one or two cultures dominating while South Africa This is especially true in corporate America that is. Diversity is an empty word in much of corporate America. Many companies invest in diversity efforts and appoint chief diversity officers, yet are disappointed with the meager results.
Cultural Diversity at Work Archive — An Extraordinary Resource! The Cultural Diversity at Work (CDW) Archive is an online database of almost 1, articles, tools and resources on diversity, inclusion and cultural differences.
In many cases Latinos working in corporate America were challenged by conscious and unconscious biases, and as a result, they don’t feel welcome or like they fit in. Latino professionals having their own cultural blind spots. For half a decade he led the diversity and multicultural marketing initiative for all .