In recent years, the globalization of diversity and inclusion (D&I) initiatives by MNCs has become increasingly prevalent. However, simply transplanting standardized D&I programs across different regions without adaptation can perpetuate a tokenism mentality, ultimately failing to achieve meaningful inclusivity. To effectively foster diversity and inclusion globally, organizations must embrace a nuanced approach that respects local contexts and values.
The surge in global D&I awareness reflects a dual trend:
Non-Western headquartered firms recognizing D&I as crucial to talent strategy, and
Western MNCs expanding their domestic D&I efforts internationally.
This shift acknowledges the diverse makeup of their workforce spanning Europe, Asia, Latin America, and the Middle East. Yet, the challenge lies in mitigating inherent biases rooted in the culture dominant at the headquarters. When these initiatives are exported without localization, they risk exacerbating exclusion rather than fostering genuine inclusion.
Here are some practices that can be implemented to integrate global policies at local sites.
Translation of the policies as per the Domestic requirement:
Effective translation considers not just linguistic differences but also the socio-cultural context, ensuring that the essence of the message remains intact while being culturally appropriate. It involves more than converting language; it requires translating concepts, values, and messages in a way that resonates with local cultures and norms. Literal translation may miss cultural nuances or idiomatic expressions that are crucial for effective communication. For instance, a D&I initiative focused on gender equality in a Western context might emphasize gender binary issues, whereas in cultures with third gender identities or different gender norms, the focus would need to adapt accordingly.
Selling the domestic success stories:
Local examples humanize D&I efforts, making them less abstract and more meaningful to employees. Integrating local examples into D&I initiatives helps to contextualize abstract concepts and demonstrate their relevance in everyday local contexts. For instance, illustrating the benefits of diversity through success stories of local employees or business can make D&I initiatives more tangible and relatable. This approach also reinforces the idea that diversity is not just a theoretical ideal but a practical asset that enriches the workplace.
Shifting perspectives:
It also involves challenging assumptions and biases that may be embedded within existing D&I frameworks. This involves adapting D&I frameworks and approaches to align with local cultural values, beliefs, and societal norms. By this, organizations can ensure that D&I initiatives are not perceived as foreign or imposed but as relevant and beneficial to local employees and stakeholders. This approach requires engaging local stakeholders, including employees, community leaders, and external partners, to co-create solutions that reflect local realities and aspirations.
Decentralizing the execution:
It recognizes that what works in one region may not necessarily be effective or appropriate in another. It fosters ownership and accountability among local teams, encouraging them to tailor D&I strategies to fit their unique cultural, legal, and socio-economic context. It also promotes innovation and creativity in addressing diversity challenges specific to the region. This decentralized approach ensures that D&I efforts are not only compliant with global standards but also reflective of local priorities and realities.
Conclusion:
In conclusion, it is evident that just as companies tailor their product policies, compensation policies, and employment policies to fit the geographic regions in which they operate, they should also prioritize region-specific diversity and inclusion (D&I) policies. Recognizing and respecting the unique cultural, social, and economic landscapes of each region enables the development of tailored D&I strategies that authentically resonate. By doing so, companies can effectively bridge cultural divides, dismantle barriers to inclusion, and foster a more equitable and harmonious workplace environment on a global scale.
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