Introduction
As we approach International Women’s Day and Cultural Diversity Week, many organizations are gearing up to celebrate and recognize their workforce’s achievements, contributions, and diverse identities. To foster inclusion, many organisations are planning events to unite employees and acknowledge their unique backgrounds. They also aim to provide opportunities for networking and growth.
Organisations also tend to align with the broader trend of embracing virtual platforms for such events for enhanced accessibility and inclusivity. However, it’s crucial to pause and reflect on whether a ‘one size fits all’ approach is the most effective way to deliver all events. The critical question is whether the shift towards online-only events might unintentionally exclude individuals who would benefit most from in-person interactions. This concern is particularly relevant for events designed to support Culturally and Linguistically Diverse (CALD) staff. These staff members often face significant barriers to finding networking opportunities.
In this blog post, we explore the delicate balance between virtual and in-person events, emphasizing the importance of recognizing the unique challenges faced by the CALD workforce and whether inclusion efforts genuinely cater to all individuals’ diverse needs.
The Unique Challenges Faced by the CALD Workforce
In their recent work, Molinsky and Hann, 2024, identified six pivotal elements that significantly impact relationship-building and connections. These include cultural preferences for specific locations, power dynamics, varied purposes for professional relationships, norms around personal disclosure, diverse presentation styles, and differing comfort levels in getting acquainted. For CALD staff, these challenges are further exacerbated by language differences and cultural nuances, presenting obstacles to establishing meaningful connections and advancing their careers. Navigating these elements becomes crucial for fostering successful cross-cultural relationships within any organization.
The impact of these challenges becomes even more pronounced in the context of virtual communication. Language barriers within CALD communities can impede effective communication and collaboration. Additionally, cultural differences may lead to misunderstandings and difficulties adapting to new workplace norms during online events. Discrimination and bias rooted in cultural or linguistic backgrounds compound these challenges, creating additional hurdles for CALD individuals in their professional environment. Consequently, creating opportunities for networking and building connections becomes pivotal for the CALD workforce, offering a constructive means to address these challenges and facilitate career progression.
CALD Workforce Experiences: Insights from Interviews
Recently, I interviewed approximately ten individuals from CALD backgrounds within my organization. The primary objective was to explore their initial challenges in securing employment upon migrating to Australia and the subsequent hurdles they encountered in advancing their careers. While I acknowledge that the sample size may not be extensive, I had intentionally selected staff randomly to ensure a representative cross-section of our CALD workforce.
Interestingly, the responses diverged from conventional concerns such as language barriers, unfamiliarity with systems or locating job opportunities. Instead, a common theme emerged— the significance of building meaningful connections. Participants highlighted the pivotal role that networking and interpersonal relationships played in navigating the complexities of the job market and advancing within their respective careers. Additionally, participants expressed a desire to build confidence and establish connections with their leaders, recognizing the influential role these relationships play in personal and professional growth. Staff highly appreciated the range of hybrid events organised by the organisation, which allowed them to connect with peers from similar backgrounds and senior leaders in attendance.
The Value of In-Person Networking
I will start this section with a quote by Nabil Zary in his article The Neuroscience of Networking: Why Face-to-Face Meetings Trump Virtual Calls.
“As we navigate the digital transformation, let’s not forget the irreplaceable value of a shared smile, a firm handshake, and the compelling power of presence. While technology continues to bridge gaps, it’s the human touch that builds bridges.”
Zary’s article echoes various research that supports the idea that in-person events are crucial platforms for the CALD workforce to overcome language and cultural nuances and find valuable networking opportunities. A study published in the Journal of Business Research also found that face-to-face networking offers a more profound and meaningful experience. It allows individuals to establish genuine connections that go beyond the constraints of virtual communication. Some of these benefits are outlined below:
- Breaking Down Barriers
Research by the Society for Human Resource Management (SHRM) emphasizes that in-person events play a pivotal role in breaking down barriers that prove challenging in virtual settings. The nuances of cultural understanding often require face-to-face interactions to bridge gaps and foster a sense of inclusion. Leaders relying solely on online (verbal) communication may miss crucial aspects, as 70 to 93 per cent of communication occurs unconsciously through body language. It’s important to note that a virtual platform falls short of capturing whole body language, and not all nonverbal cues are conveyed through facial features.
The Indeed report advocates for face-to-face discussions by highlighting nine key benefits, including interpreting nonverbal cues, fostering collaboration, and addressing sensitive issues empathetically. The comprehensive approach outlined in the report positions face-to-face interactions as integral for effective communication and building and sustaining relationships in the dynamic landscape of business. Collectively, these insights reinforce the critical role of in-person events in enhancing communication and relationship dynamics in professional settings.
- Building Trust and Rapport
Highlighting the pivotal role of trust in professional relationships, Forbes conducted a comprehensive analysis of workplace dynamics. In-person interactions emerged as significant contributors to building trust and rapport. Further research also asserts that the creation of bonds hinges on essential elements—attentiveness, positivity, and coordination—conveyed through words and body language.
By acknowledging the potency of in-person events, organizations signify a commitment to delivering a personalized and impactful experience that surpasses what virtual means can achieve. Embracing this approach reflects a dedication to fostering genuine connections and elevating the overall quality of professional interactions.
- Strengthening Cultural Identity
In-person events allow CALD individuals to celebrate their cultural identities openly. The exchange of experiences and stories in a physical setting fosters a sense of belonging and pride, which may be diluted in virtual environments.
In-person gatherings facilitate sharing cultural cuisine, traditional attire, art, dance, and music, creating connections among those with similar backgrounds. This allows the individuals to connect with peers with similar cultural backgrounds, creating a support system for themselves. Staff can then use this support system to help them navigate workplace challenges.
Networking at these events also allows CALD individuals to showcase their skills, experiences, and contributions, building credibility within their professional community. It also allows them to raise awareness about unique obstacles they face in a safe and calm setting. It also enables mutual learning for leaders and allies present in the room, promoting inclusivity and advocating for diversity in the professional sphere. Ultimately, networking addresses the distinct challenges CALD individuals encounter, paving the way for professional growth and fostering a more inclusive work environment.
- Opportunities for Mentorship
Research published in the Iresearchnet highlights the vital role of mentorship in career development, particularly in the context of in-person events. These events create a conducive environment for organic mentorship growth, fostering meaningful connections between experienced professionals and those seeking guidance.
Face-to-face interactions enable a depth of communication, often challenging in virtual settings. Professionals can leverage these events to identify mentors or mentees. This fosters a flexible and supportive network that adapts to the evolving landscape of career development, ensuring relevance across diverse industries and sectors.
The Unintended Consequences of Online-Only Events
Online events have become potent catalysts for fostering unity and understanding across vast geographical regions. By transcending traditional boundaries, they engender a profound sense of interconnectedness and serve as robust platforms for communication.
Undoubtedly, the dissolution of physical barriers through online events increases their reach to a broader and more diverse audience. Online events also offer many content formats that empower organizers to customize their events to cater to diverse preferences.
Furthermore, the eco-friendly nature of hosting events online aligns seamlessly with environmental consciousness. Reducing the carbon footprint associated with virtual events contributes to a sustainable and responsible approach to gathering. However, despite the well-intentioned drive toward inclusivity in hosting online-only events, research suggests unintended consequences may arise, particularly for the CALD workforce. These include:
- Limited Networking Opportunities
A report from the International Journal of Human Resource Management highlights that virtual events may not offer the same networking opportunities as in-person gatherings. CALD staff, already facing barriers to effective networking, may find it challenging to establish meaningful connections through online platforms.
- Potential Feelings of Exclusion
Focusing on online-only events may inadvertently signal to CALD staff that their need for in-person networking is undervalued. This could lead to feelings of exclusion and undermine the overall goal of fostering an inclusive workplace.
- Missed Cultural Celebrations
Studies on workplace diversity and inclusion, such as those conducted by Cornell University, emphasize the importance of cultural celebrations in fostering a sense of pride and unity. For this reason, every year, the Victorian Multicultural Commission (VMC) invites Victorian community groups, businesses, sporting clubs, schools and local councils to join them by holding events, exhibitions, and performances in their local communities. VMC also encourages the community to share, learn and connect between cultures. In-person events allow for celebrating cultural diversity, an element that may be diluted in virtual environments.
Striking a Balance
Recognizing the growing prevalence of virtual events, it’s imperative to consider how to effectively integrate these platforms while addressing the unique needs of the CALD workforce. In navigating this changing landscape, several research studies emphasize the need to balance virtual and in-person engagement methods to maximize inclusivity and active participation. This recognition prompts a deeper exploration of innovative approaches and strategies that can enhance the effectiveness of these events. Here are some of the strategies that organisations can consider in creating more inclusive and engaging experiences for all:
- Hybrid Event Models
Research shows that hybrid event models that combine online and offline options for attendees are likely the most effective way to engage others. Adopting a hybrid event model acknowledges the diverse preferences and needs of employees. By blending in-person and virtual components, organizations can accommodate individuals who thrive in face-to-face interactions as well as those who prefer the flexibility of virtual attendance. This approach maximizes accessibility while providing in-person networking and engagement benefits.
- Diversity in Event Formats
Recognizing the richness of cultural diversity, organizations should customize events to incorporate various formats. This may include interactive workshops, panel discussions, cultural showcases, and networking sessions tailored to different cultural backgrounds. By offering diverse event formats, organizations can ensure that all employees feel represented and engaged, fostering a sense of belonging and inclusivity.
- Inclusive Communication
Clear and inclusive communication is essential to ensure employees understand the value of both in-person and online events. Organizations should articulate how each type of event contributes to fostering inclusion and professional development. By highlighting the unique benefits of in-person interactions, such as building trust, rapport, and cultural identity, organisations can encourage participation and engagement in face-to-face events while offering virtual alternatives for those unable to attend in person.
- Continuous Feedback
Regularly gathering feedback from CALD staff is crucial for refining event strategies and addressing evolving needs. Organizations should create opportunities for employees to provide input on event formats, topics, and accessibility options. By actively listening to feedback and incorporating employee suggestions, organizations can ensure that their inclusion efforts are responsive to their workforce’s diverse experiences and preferences.
By implementing these strategies, organizations can create inclusive event experiences that honour the diversity of their CALD workforce, foster meaningful connections, and support professional growth for all employees.
