Knowing How To Talk Cultural Diversity Boosts Your Message

Awareness of racial and cultural diversity is growing in the workplace. And it's good business to understand each other as well as possible.

A McKinsey study found that companies in the top quarter for racial and cultural diversity beat industry profitability by more than 30%. Studies say that in the next 25 years the diversity mix in the U.S. will result in no group being a majority.

The benefits to dealing and communicating effectively with people from culturally diverse backgrounds are enormous.

Cultural Diversity: Find Similarity with Colleagues

Where do you start to appreciate cultural diversity? Make getting to know people from different cultures a habit, says Paula Caligiuri, president of consulting firm TASCA Global.

Caligiuri recommends asking colleagues you don't know well to coffee or lunch. The goal is to get acquainted.

"Keep in mind that the level of self-disclosure will differ from culture to culture," she said. That means your initial chats might be limited to sports, hobbies or a common experience at work. "The goal is not to learn intimate details, but to make a connection around something meaningful," she said.

By finding similarity, "empathy will grow along with trust," she said. Relationship building helps people fit in any company culture. But cultural diversity also helps everyone be more effective on the job.

Cultivate Effective Cultural Diversity With Curiosity

People who have higher levels of curiosity are more culturally agile, Caligiuri found. "Curiosity drives them to actively take interest and engage in learning about other countries and cultures with respect to their colleagues," she said.

Ask people why they made decisions like which college they chose to attend, why they chose their professions or why they moved to a particular location.

"Showing interest in the myriad reasons why people behave the way they do will help you practice becoming curious about people from different cultures," she said.

Caligiuri is the author of "Build Your Cultural Agility: The Nine Competencies of Successful Global Professionals."

Enhance Cultural Diversity Though Humility

Culturally agile people show humility, Caligiuri said. They do this by asking questions, seeking assistance, and accepting coaching. All these steps help them understand how to succeed in cross-cultural situations, she adds.

"Humble people can comfortably admit when then do not know something," she said. They "show vulnerability and receive feedback without damage to their self-esteem."

Learn And Mirror Traits And Behaviors Of Others

Treating others how you want to be treated is a flawed premise, said Devora Zack, CEO of Only Connect Consulting, a leadership training firm.

Zack espouses the Platinum Rule. That rule means you should treat others how they want to be treated, she says. But how do you discern the way others want to be treated? Two tips on that. First, observe behaviors and the language others use. Second, ask about their preferences and what matters to them.

Don't Worry About Clicking With Everyone

Successful cultural diversity interactions do not depend upon clicking with others, Zack said. When you don't, "merely honor your differences, then create working systems to leverage each of your strengths," he said.

A blend of personalities creates a strong foundation for well-functioning teams, she adds. Zach wrote "The Cactus and Snowflake at Work: How the Logical and Sensitive Can Thrive Side by Side."

Don't Act On Cultural Diversity Perceptions

People experience the world in fundamentally different ways, especially given cultural diversity.

"When you think you know everything about a situation, you're always mistaken," Zack said. "A seemingly catastrophic occurrence to you could simultaneously be a non-event to me."

Conflict is not inherently rooted in differing opinions, she adds. Frequently it stems from underlying gaps in perception. This explains why we label others as rude or reactive when in their view they may not be acting that way.

"Next time you're offended or hurt, recall this handy acronym — NAY," Zack said. "More often than not, it's Not About You. Give people the benefit of the doubt; replace judgement with curiosity and compassion."