How can HR Managers help raise the cultural intelligence of an organization?

Many of us have worked for multinational companies. In order to be successful in these

companies, you must have a high level of cultural knowledge. Cultural intelligence is the
ability to work across cultures. Cultural intelligence is highly dependent on an
individual's personal abilities, but organizations, especially HR, can help employees
develop it.

Thus, human resources can raise awareness of festivals and cultural events. Create
culturally sensitive policies that respect a variety of workforce practices.

Human resources provide cultural knowledge through intercultural communication

education, where appropriate communication and behavioral approaches are crucial,
such as organizing education and training courses on social, economic, and political
patterns of different cultures and taking into account cultural diversity. Is responsible for
educating them

My current employer prioritizes cultural diversity in the workplace because of the

diverse cultural backgrounds of the company's employees. 

The HR team, in collaboration with the L & D team, implements training sessions on
cultural diversity and cultural intelligence to ensure that all company employees and
new juniors are aware of it. 

Do you think that HR bears the brunt of this task or are there other offices within
an organization that should be sharing in this goal?

To achieve strategic plan alignment, you must maximize each stakeholder's knowledge
and skills. Many ways exist. You must encourage stakeholders to voice their opinions,
listen to them, and provide feedback. Different groups have different communication
needs. We describe an organization's key stakeholder groups and communication goal
(Moreno, 2021).

Share HR responsibilities and practices locally.

Avoid reinventing the wheel by learning from other markets and regions. By sharing
responsibilities and accepting input from local HR departments, you make the global HR
strategy theirs too (Moreno, 2021).

CEOs, pitch benefits and secure backing

Top managers lead and decide. Strategic and financial management necessitate a global
perspective on talent. They'll sponsor you if the company benefits. Make the right pitch
at high-level, high-impact meetings (Moreno, 2021).

Employees, be visible, proactive, and collaborative.

Employees are your global HR system's biggest users and should be involved early.
Showing how HR can help will engage them. So, you can build a business-beneficial
culture of openness, trust, and transparency. Take a collaborative, proactive approach to
HR communication. This creates a positive, inclusive atmosphere and a better employee
experience. Compliance and engagement are more likely (Moreno, 2021).

Managers – make it easy for them to do people management.

As line managers make decisions that affect their teams' daily lives, gaining their
support is half the battle. Your change managers will lead their teams hands-on. Open
communication channels are crucial when managers work remotely. In formal and
informal settings, they discuss their people management needs and how to build teams
(Moreno, 2021).

How can Human Resources help to promote an environment that is welcoming,

respectful, and inclusive?

HR has recruited a diverse workforce of ages, ethnicities, religions, and worldviews.

Identifying and hiring diverse people is a proud accomplishment. Creating a respectful
and appreciative culture requires extra work that may not be getting done. Diversity is
like selecting a chorus with diverse musical backgrounds, vocal ranges, and abilities.
Inclusion means ensuring that all voices are heard, valued, and contribute to the
performance in some way (Boatman, 2022).

Workplace diversity, equity, and inclusion

Be mindful of unconscious bias.

Awareness and understanding can help. Stanford's Mohammad Bilal identifies two
biases. Hidden biases are unconscious. Unconscious biases don't always match
conscious beliefs, said Bilal. Leaders can help employees understand what reinforces
unconscious bias. Encourage employees to examine their own biases and assumptions
to combat unconscious bias. Bilal recommends leaders and employees keep a bias
journal. Stereotyping recordings raise bias awareness. This helps people spot and
replace stereotypes (McClendon, 2022).
Communicate the significance of bias management. 

Leaders and employees can manage bias and foster inclusive environments through
cultural humility. This concept involves cultural curiosity and humility. Bilal emphasizes
that no one is an expert in respecting and embracing others' experiences and realities.
Cultural competence is a lifelong practice (McClendon, 2022).

Promote pay equity:

Managers must give each employee a fair chance. Analytics can identify underpaid
employees with similar roles or responsibilities. People analytics can help managers
identify pay gaps in their team and leaders assess departmental patterns to identify
underlying issues. This can help identify patterns or trends where certain groups of
employees, like people of color, are underpaid (McClendon, 2022).

Create a strategic training plan.

Cultural differences affect work and interactions. Time, communication, self-identity, and
conflict are included. Mandatory diversity training is ineffective. Companies should focus
on diversity, equity, and inclusion training for their organization and employees.
Consulting can help leaders create organization-wide and function-specific training
programs. Leaders must explain training's purpose, the problems it solves, and what's
next. This helps people stay motivated and understand company goals (McClendon,
2022).

Acknowledge holidays of all cultures

Recognizing upcoming religious and cultural holidays can promote diversity and
inclusivity. If the audience isn't too large, ask participants how they'll celebrate the
holiday. Use your company's intranet to help employees learn about and track
multicultural celebrations. When scheduling meetings, remember that employees may
require flexibility (McClendon, 2022).

Facilitate ongoing feedback

Companies can encourage employee feedback to improve understanding. Pulse surveys

help leaders make smarter decisions and reduce or eliminate discrimination or bias.
Anonymous employee feedback can inform short- and long-term strategies. HR leaders
and managers can encourage honest conversations using engagement and check-in
tools (McClendon, 2022).
Assess company policies

Employers must evaluate discrimination. Problems are perpetuated by company policies

and interpersonal interactions, like handling an internal issue. Bilal says poor
interpersonal interactions cause employees to leave. Rethinking policies can replace
negative processes or interactions. Leaders must determine if policies enable or
perpetuate workplace discrimination like racism or sexism and reshape them
(McClendon, 2022)

Reference:

Boatman, A. (2022, June 28). 7 ways HR can help create an inclusive environment at work.
AIHR. https://www.aihr.com/blog/inclusive-environment-at-work/ 

McClendon, D. (2022, June 21). How to promote diversity, equity, and inclusion in the
Workplace. Intelligence at work https://www.ceridian.com/blog/support-diversity-
and-inclusion-in-the-workplace 

Moreno, S. (2021, August 31). A successful global HR strategy involves all stakeholders.
Glocalthinking. https://glocalthinking.com/en/a-successful-global-hr-strategy-
involves-all-stakeholders/