diversity: it’s more than cultural differences • Human Resources

T
oday’s workplaces are an eclectic
mix of races, generations and
personalities. The long-trumpeted
mass exit of the Baby Boomers simply
did not happen as more and more
Canadians remain in the workforce past
their 70s. Law enforcement and military
personnel switch careers to work

Diversity:
It’s more than cultural differences
HR experts weigh in on managing today’s incredibly diverse workplaces
BY NERISSA MCNAUGHTON

civilian jobs work alongside career

academics. And how does Generation X
relate to Generation Y and Millennials
when they are all vying for the same
positions? This increasingly diverse
workplace must be managed in order to
ensure everyone’s needs are met. Let’s
take a closer look at why.

68 • April 2015 BUSINESS IN CALGARY | businessincalgary.com

 diversity: it’s more than cultural differences • Human Resources

First up, we have immigration. There is no doubt that

“One of the biggest [workplace immigration has done wonderful things for our workforce,
but cultural differences can cause tension.“The impact
diversity] changes I’ve seen is of globalization and increased communication is
everywhere,” says Jim Fries, partner with Cenera, a human
increased cultural awareness of resources and business consulting firm. Cenera’s alliances
our differences and a willingness with Career Partners International and Cornerstone
International Group enables them to work through more
to understand other cultures.” than 150 partner firms in over 46 countries. “One of the
biggest [workplace diversity] changes I’ve seen is increased
~ Jim Fries cultural awareness of our differences and a willingness to
understand other cultures. There is desire and interest to
inform and educate the workforce on different ways we see
the world of work.”
Fries continues, “People are seeking to communicate
internationally in a way other cultures understand. This
means an increased awareness of the complexity and
differences between peoples.”
Then Fries brings up a very interesting point. “People are
becoming savvier about cultures, even between English-
speaking ones.” He goes on to explain that the American
communication style is typically very direct and to the
point. Likewise, those with military or law enforcement
backgrounds tend to be more assertive and comfortable
with their authority. While there is nothing wrong with
this cut-to-the-chase and quick, decisive style (indeed,
there are situations where this management style is critical
to success) those from cultures or corporations that have
a more collaborative style of decision making – where
everyone discusses decisions and has input – may have a 23
difficult time relating to a decisive boss. The on-point boss
may feel he or she is not doing their job properly if they are T
constantly seeking input, but the subordinates can also feel
Jim Fries, partner, Cenera like they are not being heard. 36
70 • April 2015 BUSINESS IN CALGARY | businessincalgary.com T
 diversity: it’s more than cultural differences • Human Resources

When you look at it that way, there is so much more

to consider when you are crafting effective business
communication than where in the world you hail from or
what generation you were born in. The key, as Fries points
out, is to be adept at managing expectations. Corporate
policies that are explicit help employees understand
the intention and objectives of the policy. When the
expectations of the leader are clear, and employees
have an opportunity to understand those expectations,
misunderstandings across all groups and styles are
minimized. “There are assumptions we all bring into the
workplace,” he says. “They are not right or wrong, better
or worse, they are simply our expectations. We need to
find ways to talk about these expectations within each
person’s cultural and communication framework.”
Is this happening in the workplace? “I do see a shift,”
Fries confirms. “I do see people seeing the value of setting
clear expectations.”
It’s great to see that as a whole, we are making positive
“I think it has put a little bit of confusion headway in workplace cultural diversity. How are we
doing on the generational side of things?
in the whole management aspect. “Right now we have four named generations working
We have Baby Boomers struggling together, which is interesting but also challenging,” smiles
Wendy Giuffre, president and principle consultant of
to manage our Gen Y and Gen X, Wendy Ellen Inc. A human resources specialist with more
than 20 years’ experience, Giuffre launched her company
but I also think it challenged the to provide complete outsourced HR services for small and
medium-sized businesses. “I think it has put a little bit
traditional structure in a good way; of confusion in the whole management aspect. We have
Baby Boomers struggling to manage our Gen Y and Gen
in collaboration and upward and X, but I also think it challenged the traditional structure in
a good way; in collaboration and upward and downward
downward mentoring.” mentoring.”
~ Wendy Giuffre When asked if companies should have policies/benefits
that were particular to each generation, such as the option
to choose between the company contributing to your RRSP,
which is good for those closer to retirement, or an extra
week of vacation time, which is ideal for those with young
families, Giuffre says, “I think that is brilliant. I think that
is the way of the future for retention and recruiting. The
key to something like that is communication. They have
to understand what they are choosing along with the pros
and cons. A lot of times, people don’t.”
She points out ways companies are embracing diversity.
“Some companies have prayer rooms. A lot of companies
have social clubs. You have to be conscious of the culture
to ensure certain events are inclusive and not offensive.
You have to be a lot more creative nowadays from social
media policy to vacation and flex time, not only for
generations but also religion and race. There is a lot of
thinking outside the box compared to 15 – 20 year ago.
Diversity can pose a challenge, but it makes businesses a
Wendy Giuffre, president and principle consultant, Wendy better place.”
Ellen Inc.

72 • April 2015 BUSINESS IN CALGARY | businessincalgary.com

 Diversity: It’s more than cultural differences • Human Resources

Amanda Salopek, partner with Salopek & Associates

Ltd., agrees that the workforce is much more diverse
than it was 20 years ago. Salopek works from the
Calgary office of the strategic planning, human
resources, and board governance firm. “We see
an increased number of women in the workforce,
especially in leadership roles, and cultural diversity
has increased substantially with skilled workers
immigrating to Canada and organizations hiring
international employees to work virtually with a team
based around the world. The boardroom is no longer
an all-boys club. Today, diversity in the workplace is
encouraged for the experiential capital it builds within
organizations, providing new insights and perspectives
that enable companies to better serve increasingly
diversified markets.”
Like Fries and Giuffre, Salopek sees companies moving
to embrace this diversity. “We see organizations going
to great lengths not only to accommodate diversity,
but also provide a corporate culture that enables
an increasingly diversified workforce. Work hours
“Today, diversity in the workplace and workspace are looking different as companies
realize that the younger generation can be productive
is encouraged for the experiential working virtually and may not need or want an office.
Certain statutory holidays are no longer relevant to
capital it builds within organizations, some employees, and as such, flexible named holidays
providing new insights and are being implemented. Maternity leave has evolved
to include paternity leave as more men decide to stay
perspectives that enable companies home and look after children while women remain in
the workforce. Translators are being brought into the
to better serve increasingly workforce to ensure effective communication and that
company information is properly shared.”
diversified markets.” How has this changed the workplace? Trends that
Salopek has seen across organizations include increased
~ Amanda Salopek flexible work environments that enable employees to
work where and when they feel comfortable, a relaxation
of policies and procedures to accommodate a variety
of work styles, promotion of work/life balance and
more personalization of workspaces. Another area that
greatly benefits from corporate diversity is social giving.
With so many different cultures and personalities in the
workplace, more and more companies are encouraging
the staff to have a say in corporate giving. Some allow
time off for volunteerism.
“Leading-edge companies understand that the
more diverse your workforce, the more effective and
forward thinking your company tends to be, assuming
that diversity is well managed,” concludes Salopek.
“A diverse team tends to come up with more creative
ideas that have been vetted by varying opinions and
perspectives, which typically enhances performance.”
A quick glance around any workplace shows that
diversity is here is to stay, and that is a very good thing
for all of us. BiC
Amanda Salopek, Partner, Salopek & Associates Ltd

74 • April 2015 BUSINESS IN CALGARY | businessincalgary.com

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