Immigration reform is one of the hottest debates — if not the hottest debate — in the United States today. According to the Bureau of Labor Statistics, foreign-born workers comprised 16.1 percent of the U.S. labor force in 2012, working in positions varying from the service industry to academia — and these numbers are poised to increase. Congress is on the brink of passing legislation that will heavily impact the availability of much-needed qualified workers in several industries, including — notably — technology and healthcare that can’t sustain themselves through the American population alone. What does all this mean for our workforce? In short, the person sitting in the cubicle beside you next year might hail from India, the Philippines or another country that has an over-abundance of qualified workers for positions we desperately need filled.
However, putting legislation in place that will enable foreign-born professionals to easily enter and work in the U.S. is only the first hurdle to this process. Upon arriving, international workers face myriad challenges as they adapt to a new country and culture. Even the most adept English speaker can face challenges when it comes to adapting to the way U.S. workplaces function, protocol, slang terms and even simple, every day activities like grocery shopping. It’s imperative that organizations know how to account for this “culture shock” and appropriately train employees in sensitivity practices that will help native-born workers understand the difficulties faced by employees from other countries and handle difficult — and perhaps frustrating — situations appropriately. Below are some tips on how you can help both your international workers and American-born professionals experience a smoother transition.
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- Education. Neither foreign-born workers nor U.S. professionals really know what to expect when it comes to interacting with new cultures in the workplace. Providing employees with cultural sensitivity training can prepare native-born employees for unexpected situations and possible frustrations they might face. Additionally, training international workers on local customs and helping them handle day-to-day challenges — such as navigating a subway system or enrolling their children in school — can make a world of difference in reducing stress and preparing them for life in the U.S.
- Encourage discussion. Although companies and employees alike might walk on eggshells for fear of offending a foreign-born worker, this is the worst thing one can do when he or she can’t relate to another’s customs, behavior or culture. Encourage all employees to openly discuss these issues and ask questions when appropriate. This will help your staff avoid miscommunications, frustrations and costly mistakes.
- Incorporate team-building activities into your operation. It would be impossible to expect people from different cultures to work together if they constantly operate in silos. By incorporating activities like company-sponsored group lunches, retreats and seminars, you ensure that employees are mixing, mingling and getting to know each other in an low-risk environment. Fun, simple activities like icebreakers and scavenger hunts can also promote a sense of teamwork that will translate into a more cohesive staff during work hours.
MORE: Troubling Aspects to the Senate’s Immigration Reform Bill
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