DEVELOPING

CULTURALLY
DIVERSE TEAMS
What is Developing
Culturally Diverse
Teams?
 Refers to the process of intentionally
creating and cultivating a team made
up of individuals from various cultural,
ethnic, and national backgrounds.
Why Developing Culturally Diverse Teams is
IMPORTANT?

Developing culturally diverse teams offers

several advantages for organizations, including
fostering creativity, enhancing problem-
solving, and improving access to a broader
range of perspectives and ideas.
 What is the relationship of Developing
Culturally Diverse Teams on this subject?
Developing culturally diverse teams in the tourism
industry is closely related to promoting multicultural
diversity in the workplace, which is essential for
tourism professionals.
 COMPETENCIES FOR
MANAGING CULTURALLY
DIVERSE TEAMS
 What is the Competencies for
Managing Culturally Diverse
Teams?
Refers to a set of skills, knowledge, and attitudes that enable a leader
or manager to effectively guide, support, and optimize the
performance of a team composed of individuals from different cultural
backgrounds. It involves understanding and valuing diversity, adapting
leadership styles to suit cultural differences, and fostering an inclusive
environment that promotes collaboration and innovation.
Example
Cultural Awareness and Sensitivity

A manager overseeing an international project team

recognizes that certain team members from collectivist
cultures, such as Japan or India, prefer to consult their
group before making decisions. Instead of expecting quick,
individual decisions during meetings, the manager adjusts
deadlines and decision-making processes to allow for
team discussions, promoting inclusivity and respect for
cultural norms.
1. Develop A Global Mindset:
To develop a global mindset, engage with diverse cultures through
travel and events, learn new languages, and practice open-mindedness
by listening to different perspectives. Improve your emotional
intelligence by being empathetic and managing your reactions in cross-
cultural interactions.

2. Establish Trusted Support Networks:

Establishing trusted support networks is crucial for personal and
professional growth, especially in diverse and multicultural
environments.
3. Practice Verbal And Non-Verbal Communication Skills:
Essential for building strong relationships and fostering
collaboration, especially in diverse settings.

4. Develop Multiple Leadership Styles:

Essential for effectively managing diverse teams and adapting to
varying situations. By understanding different approaches,
fostering open communication, and practicing flexibility, you
can enhance your leadership effectiveness and improve team
dynamics.
I.SELECTING AND STRUCTURING TEAMS
-Selecting and Structuring Teams in Culturally Diverse Environments
Building a successful culturally diverse team goes beyond simply
assembling individuals from different backgrounds. It requires careful
consideration of team composition and structure to foster collaboration,
maximize the benefits of diversity, and minimize potential challenges.
STEP 1: DETERMINE WORKFORCE DIVERSITY

Purpose: To understand the diversity of the whole

workforce and seek more representative work teams
to improve team performance.
What Is Workforce Diversity?

Workforce diversity is the inclusion of employees from

different backgrounds, races, cultures, genders, ages,
religions, and sexual orientations in the workplace. It is
also about including employees with different abilities
and disabilities.

In simple terms, it refers to a diverse organisation with a

heterogeneous workforce.
STEP 2: CONSIDER DESIRED WORK OUTCOMES
Purpose: To match team capabilities to goals and to
identify the potential benefits of team diversity in
achieveing the goals.
How to identify desired outcomes?

A desired outcome is a statement that makes goals more

concrete. To develop a useful set of desired outcomes
(sometimes called objectives or outcome statements), you
will need to describe what specific change(s) you hope to
occur as a direct result of your program that will help you
achieve your goals.
STEP 3: Select Team Members

Purpose: To ensure team diversity and draw on

the widest pool of candidates skill sets and
expertise

STEP 4: Inform Team Members of the Business Case for

Team DIversity
Purpose: To ensure understanding of the
desired team dynamic required to deliver
the benefits of team diversity and to
reduce potential animosity suspicion or
conflict
II.WORKING WITH EXISTING DIVERSE
TEAMS
-Fostering Collaboration and Inclusion
-Managing a pre-existing diverse team presents unique challenges and
opportunities. You inherit a team with established dynamics, communication
patterns, and potentially existing cultural tensions.
STEP 1: INDENTIFY AND ANALYSE TEAM DIVERSITY

Purpose: To assess the diversity and status of

the existing team and to ensure that diversity
is linked to team goals.

STEP 2: ASSESS TEAM PROCESS

Purpose: To match team capabilities to goals

and to identify be potential benefits of team
diversity in achieving the goals
III. RESOURCE TEAMS
A Guide to Success organization most specially in cruise ship are inherently
diverse environments, bringing together people from all over the world to work
and enjoy their vacations. Effectively managing resource teams in this context
requires a deep understanding of cultural nuances, communication styles, and
the unique challenges of a confined, constantly moving work environment.
STEP 1: ASSESS TEAM NEEDS
Purpose: To take stock of existing
competencies and prioritize resourcing.

STEP 2: PROVIDE REQUIRED TRAINING

Purpose: To reduce communication

problems and improve communication
to harness the benefits of diverse
perspectives mental models and
interpretations.
STEP 3: DEVELOP TEAM IDENTITY
Purpose: To establish common goals and
reduce the tendency toward in
group/outgroup behavior.

STEP 4: GIVE THE TEAM TIME

Purpose: To recognize the life cycle of the
team and allow time for the appropriate
team culture to develop accepting
potential teething problems.
 IV. MEASURING TEAM PERFORMANCE
A Comprehensive Guide
Measuring team performance is crucial for understanding team effectiveness,
identifying areas for improvement, and driving positive change. However, a one-
size-fits-all approach doesn't work. The right metrics depend on the team's
goals, industry, and organizational context.
STEP 1: CLARIFY A TEAM VISION
Purpose: To establish clear and common
goals and recognize the challengers and
opportunities of working with diversity.

STEP 2: SET GOALS THAT ENCOURAGE DIVERSITY SKILLS

PURPOSE: To incorporate diversity
competencies into team processes and
outcomes and develop on-going skills
within the organisation.
STEP 3: REWARD TEAMS
Purpose: To consolidate team identification and to match
goals to reward.
SKILLS FOR BUILDING TRUST
AND INCLUSION
-is about acceptance and belonging

-When people feel they matter and are valued,

respected, welcomed, and heard- they can be
more productive and engaged, have voice, and
contribute to success.
WHY IS TRUST SO IMPORTANT IN
THE WORKPLACE?
Building trust at work is vital no matter what your pposition
or status in a company.
As an individual employee, this trust will primarily be
important between you and other team members,
colleagues from different teams, and with your direct
manager.
This trust can be important for you as an employee because it
provides:

Development – For professional and personal development, you

need a manager who empowers you (which involves trust on their
part) and whom you can trust to support you.
Better well-being – because you will feel a part of the team and are
able to build relationships, as opposed to suffering a lack of trust
and feeling betrayed and unwanted.
Engagement & satisfaction – If you can trust others and you feel
trusted, you tend to feel more engaged and happier with your work
situation.
As a manager or leader, trust impacts your:

-Ability to delegate tasks effectively and to do so with confidence

to your team
-Confidence that tasks and projects will be completed on time
and to a good level
-Chance to move away from needing to monitor and control
people too much so that you can focus more on inspiring and
mentoring them. This shift requires trust on both sides.
-Trust also flows between the organization and the team resulting
in competitiveness, productivity, and the overall success of the
company.
As a work team, trust helps to create:

-Better communication

-A better environment for collaboration

-Improved conflict resolution

So what can be done to build trust in the workplace?
Here are the 10 things you can consider doing to build trust:

1. Support Others Privately and Publicly

This is about showing support to other people, whether it is by offering your help when
they need it or by appreciating something they did. It is important to offer support not only
in private but also publicly, to show appreciation and show that you are on their side.
Providing support shows benevolence (i.e., the extent to which you act in another person’s
interest and with good intentions) and respect.

2. Show Care
You can show care by asking people questions about how they are! Being caring towards
other people shows benevolence, connection, empathy, and inclusion (as you make people
feel like important members of the group by caring about them). Everyone should feel
included and a part of the team.
3. Empower Others
This is particularly important if you are a manager and it means giving the opportunity to
your staff to be in charge of tasks or projects without micromanaging them. By doing this, you
show others that you trust and respect them.

4. Build Relationships
This creates connection, and it means that you are willing to make the effort to get to know
other people.

5. Find Common Ground

This creates a connection. Finding common ground means finding things in common that you
both share outside of work.

6. Avoid Favoritisms
This makes other people feel included.The key is to recognize that everyone has talents. It
does not mean that everyone should become a manager, but everyone’s talents should be
recognized and fostered.
7. Be Visible and Approachable
This is particularly important if you are a manager and it shows your ability to connect, listen,
make people feel included, and that you have empathy.

8. Support Learning and Development

This action shows respect and benevolence. By supporting everybody’s learning and
development, you show people that you care about them and appreciate their abilities.

9. Acknowledge People’s Ability to Do Their Job

This shows respect.At an organizational level, a company can give employees extra rewards
for a job well done.Rewards do not necessarily mean extra money, but they can be anything
that shows appreciation.

10. Involve Others and Seek Input

This action relates to listening, inclusion, and respect (as it shows that you respect other
people’s ideas).
THANK YOU!!!
REFERENCES:
Managing Cultural Diversity in Workplace (2016) by Mohamed Bagri. Retrieved from
https://www/.youtube.com/
Diversity and Inclusion: Human Resource Fundamentals (2015) HR Jetpack Retrieved
from
https://youtu.be/nsX0KKCdHNw?si=1mdCzRyX7XuH8pz7

https://symondsresearch.com/emotional-skills-build-trust/

https://doi.org/10.1016/S2212-5671(14)00178-6
https://www.rand.org/pubs/tools/TL114/manual/step2.html
https://www.forbes.com/sites/forbescoachescouncil/2018/07/18/four-core-competencies-for-
leading-culturally-diverse-teams/