Understanding DEI Sensitivities for Global Workforces
U.S. employees are often more sensitive to Diversity, Equity, and Inclusion (DEI) issues than those from other countries. Companies with both U.S. and international staff must address this sensitivity.
Employees from regions like Asia and Latin America frequently interact with American colleagues through various communication methods. Different cultural attitudes can create misunderstandings regarding DEI topics, which are especially important in U.S. workplaces.
It’s crucial for non-U.S. employees to understand U.S. sensitivities to avoid offensive comments that could hurt colleague morale or lead to legal issues in the U.S.
Even seemingly innocent remarks can trigger grievances, such as a question about a colleague’s sexual orientation or comments about retirement that might imply age discrimination.
Cultural differences can further complicate interactions, like a Brazilian employee greeting colleagues with a hug, which may make U.S. employees uncomfortable.
To address these challenges, companies should train their non-U.S. employees on U.S. DEI issues. Littler offers specialized training by attorneys experienced in both U.S. and international practices to help bridge these cultural gaps.
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