What is a ‘multicultural mindset’?

The term ‘multicultural mindset’ concerns nurturing the capacity a person has to employ multiple perspectives. These perspectives require the same respect as our own and this is key to the successful development of an awareness of the nuances of other cultures.

Why is it necessary to develop a multicultural mindset?

All worldviews are learned within a particular cultural perspective. This is sometimes referred to as ‘ethnocentrism’ – the tendency to view and interpret the behaviour of others through a personal cultural lens. While this is perfectly normal, it can potentially cloud our judgement of situations when other cultures are involved. It is therefore necessary to have an outlook that considers other perspectives in a situation, not just our own.

In business, with a global increase in the amount of outsourcing, foreign workers, and multicultural consulting, it’s important to understand how the integration of more cultures affects interpersonal communication within a professional context. An awareness and ability to work harmoniously with other cultures will open doors for businesses and enable them to thrive.

What obstacles occur when developing a multicultural mindset?

Developing this cultural mindset can, for many, be easier said than done. There are sometimes issues that stem from a fear of the ‘unknown’ that are brought about simply by the unfamiliarity of other cultures. People are generally comfortable with what is ‘normal’ for them, and far less so with things that are unusual. It can be this unfamiliarity that creates obstacles when trying to develop this understanding.

Another issue that can create obstacles is the way that different cultures assign value. There can often be potential misunderstandings when two different value systems come up against each other. Certainly, one would not expect a person to change their own belief system in order to accommodate another. What it comes down to is finding mutual respect for all value systems, and indeed, all belief systems. But how does one go about doing this?

Education. The ‘strange’ practices of other cultures become far less strange when explained and given cultural context. Learning about other cultures and what they represent to the people within them encourages the compassionate view necessary for developing a healthy multicultural view of the world.

Adaptation. With so many potential cultures to consider in the present day, it is important to adapt things such as office etiquette to accommodate the cultures of all employees. In the past, this has been an area of contention but with the right education and understanding, it can work very well.

Openness. The best way to learn about other cultures is to speak to people of those cultures. Encouraging an open forum, whereby individuals can both ask questions and feel comfortable to answer questions asked of them, is a brilliant way to get everyone on the same page.

Developing a multicultural mindset can be a difficult thing to do, especially for individuals who have only been exposed to one or two cultures in their lives. However, it is a great asset to have in the exciting, multicultural world we live in, and taking the time to get the right perspective can be incredibly rewarding.

The People

Nigeria comprises around 250 ethno-linguistic groups, with three dominating the cultural and political landscape. In the north there is the predominantly Muslim Hausa-Fulani culture, the highly artistic Yoruba to the southwest and the business-savvy Igbo to the southeast.

Though Nigeria has a short history, only gaining independence in 1960, the people of this young country have instilled the kind of cultural and traditional values that are sure to endure. A proud people with an almost infallible good spirit, Nigerians have a wonderful outlook on working life, believing that one only gets rewarded for working hard.

Family Life

Family is the most important aspect of any Nigerian’s life. Not only does family provide identity for an individual, it also provides social standing and financial support. Accordingly, though it may seem an old-fashioned aspiration, the ultimate goal in life for most Nigerians is to be married and have a family.

The family unit in Nigeria refers to the entire network of relatives, from brothers and sisters to wives of sons and grandchildren. Those who work provide support to the whole family where needed, be it money for food or school fees.

The traditional roles of men and women within a family unit are quite separate. The men tend to be the ‘breadwinners’, bringing financial support, whereas the women raise the children and are tasked with educating the next generations on the cultural values they must uphold. In some urban areas, these roles are less strict and you will find plenty of women going to work but in the rural areas, these roles are the norm.

Religion

The main religions in Nigeria are Islam and Christianity but some indigenous religions also exist.

Religion plays a significant and substantial role in the life of Nigerians. Not only are religions actively practiced, but they also provide support to communities where the government may have failed.

Community

Community is a strong influence on social standing in Nigeria. Every individual has their own place within their community, which is dictated by factors such as seniority, gender, family lineage and, in today’s Nigeria, occupation is also considered. It is therefore a standard social norm to show respect for people higher up in the community hierarchy and for individuals to know their own place and not forget it!

Business

Nigerians are very savvy businesspeople. They are confident, hardworking, eager to learn and have an unquenchable thirst for success. However, despite this, Nigerians themselves encounter significant obstacles when doing business in their own country such as government bureaucracy, poor legal and regulatory frameworks and corruption.

Nigerian culture is based on relationships at all levels and this extends to business. Not only is who you know important, but how you know them. Developing good relationships is time-consuming but crucial to success in the Nigerian business world.

Nigeria is a country full of people that pride themselves on success in all aspects of life, be it family, community or business.

Conducting business within an unfamiliar environment can be a potential minefield of professional faux pas and cultural indiscretions. The way you do business can be make or break in any location but can be harder to get right when out of your cultural comfort zone.

It can be easy to make the assumption that the basics of international business culture are the same across the board, but even at this level of interaction there can be significant differences. Take the handshake, for example. In the West this is a much-used way of formally greeting someone and is used abundantly in business. Certainly, if you offered your hand to a Japanese businessperson you would likely receive the handshake that you are accustomed to, but if you had bowed, as they do, you will have made that all-important great first impression. It can be subtleties such as this that can form the best business relationships across cultures.

It’s not only important to know about the way other cultures do business, but why they do business that way. As more and more diverse cultural groups work together, there can be conflict with cultural differences and values. The precedents set early on in business meetings and the like, can continue on throughout all organisations. The knock-on effect of this being that all levels involved have a healthy cultural awareness and cross cultural communication is vastly improved.

As always, preparation is key to improving your chances of successfully conducting business across cultures. Reading up on the way business is done in the target culture as well as attending seminars and training sessions, can provide invaluable information.

What it comes down to is respect. Taking the time to educate yourself about a culture, to show an interest in another way of working and to be happy to go that extra mile to make your business associate feel comfortable, is crucial to a healthy business relationship.

Diversity, by its very nature, is always going to be something that requires special attention and care. Too often, the emphasis is placed on getting the job done and done quickly, without considering the importance of diversity within the team. This can quickly make for an unhappy workforce, that feel that they are supposed to all be the same as one another and should not stand out from the crowd.

Handling diversity in the workplace entails a greater understanding of those people around you that seem so very different. Successfully dealing with diversity requires empathy, patience, compassion and education.  When successfully handled, the end result can be a happy, productive and fully unified team.

 Potential Obstacles

Whenever there are differences in personality, beliefs, world-views, etc. there is potential for fall-out. It’s a natural reaction to the unknown. It is the way diversity is dealt with that will mean that any combustion is avoided or invited.

The very concept of diversity needs to be both understood and respected. This often takes some outside assistance, as all parties involved will need to be actively encouraged to gain that mutual understanding and appreciation.

Initiating an open dialogue early on can help facilitate the mutual respect and understanding needed for a harmonious and diverse team. Speaking freely and openly can encourage friendly exploration of the differences within a workforce. Team members who are encouraged to explain their backgrounds, views and beliefs will feel more respected and able to comfortably ask others about where they are from. When everyone in a team is aware of these aspects of their fellow employees, it enables mutual respect, which is crucial in dealing with diversity at work. Once mutual respect is present, working towards that common goal will very effectively bring this diverse collection of people together.

Relocation and Diversity

Diversity and knowing how to deal with it is an important step when moving to a new country and should form part of the preparation when relocating. Knowing what to expect and how best to handle it can make all the difference when it comes to how long it takes to get settled and comfortable in a new role or a new company.

Embracing diversity and creating a harmonious workforce comprising individuals of different backgrounds, experiences, knowledge and understanding can result in a team better positioned to solve problems and implement successful strategies. Knowing how to bring these individuals together is the key to creating that harmonious team.

Job hunting abroad can provide both new opportunities and new adventures but there can be some hurdles to overcome when doing so. Preparation is crucial as well as a realistic view of what to expect when looking for work abroad.

Getting a work permit is often the first obstacle to address. Most countries will require you to have a residence permit upon your arrival. If you came to work, your residency permit is likely to be granted on the basis of you having a solid job offer and an appropriate work permit.

In most western countries, work permits are issued for skilled and educated labour. It can be much more difficult to get a work permit without academic qualifications and significant work experience.

In today’s world, having solid cultural knowledge of the culture you are to being joining is pivotal in your success both personally and professionally when relocating. Things such knowing the language can be crucial in a finding work as you may be expected to be proficient to specific level or may have certain exams to take in order to be eligible for particular roles. It is a good idea to seek professional training regarding the country you are moving to or to consult specific cultural guides that are dedicated to dealing with the issues you may face.

Some professions require re-certification of your qualifications upon arrival. This is often the case for medical professionals, lawyers, psychologists and the like. Be sure to find out in advance if this is the case for you and what is involved in process. For some countries you may be able to take the exam before you relocate.

When beginning your job hunt, prepare your CV in advance and a cover letter accurately translated into the local language. Include a recent photo. It is also likely that you will need to have your educational qualifications and credentials translated to the local language. Be aware that some documents may require certification by a notary.

When attending a job interview, be sure to get advice from a local person, preferably a job agent, as to what you are likely to be asked, the level of knowledge you are expected to have regarding the recruiting company, your communication style, body language, dress style and the paperwork you will be expected to have to hand.

Take a deep breath! Finding the perfect job abroad can take between six to twelve months! Experts often consider searching for a job to be a full time job in itself! A relocation agent could be immensely helpful in this matter but it’s important to be realistic about the time frame you are likely to experience.

Good luck!

Rhona Hart is the author of the forthcoming book ‘Preparing for your Move Abroad. Relocating, Settling in, and Managing Culture Shock’.

The challenges of international move

Truth to be told – there are many.

The following presents some points to consider when thinking about and preparing to move abroad with a family and young children. 

When you relocate, your family becomes a hub.  An expatriate family often has no extended family or community around them for support. It is the role of the adults to look to one another for the support that usually comes from extended family, friends and community. When that support is absent, the well being of both the adults and children can quickly decline, and loneliness can set in. The risk for the relocating family is that they may become dysfunctional. When family members are able to support each other during the initial period of relocation, then family ties bring the family even closer together, and enable them to quickly form new networks and build new relationships to support them.

Separation is an experience that dominates the life of expatriate families. However, separation from an extended community and family is only one of the types of separation that expat families may encounter.

Separation of family members from each other is often the most pressing issue. Travel demands on relocating employees are often high.  Business requirements, hosting or entertainment may regularly involve both parents, leaving children under the supervision of unfamiliar babysitters or nannies. It is therefore crucial to prepare for this in advance and to take time to find the right person to take care of your children.

Intergenerational differences in cultural orientation is also a potential issue confronting the expatriate/immigrant family. By moving abroad we separate from the ‘homeland’ and the comforts of living in a familiar culture. Relocating families, especially those who relocate for several years, may experience a dynamic that is common among immigrants; intergenerational differences in cultural orientation. First-generation expatriates bring with them their original cultural heritage, and tend to maintain their home-national identities. Their children, who have been raised abroad, however, are bi-cultural. They are influenced by multiple cultural traditions; that of their parents’ and of the local culture. They may well reject their parents’ national orientation, and adopt the local culture. Awareness of this phenomenon and offering cultural and language classes to children with the aim of maintaining their heritage and connections, can be very helpful in shrinking the intergenerational gap.

However integrated or acculturated an expatriate family may become, it is likely to stand out from the host society in various ways.  As a consequence, family members also face the pressure of high performance standards. It is not uncommon to hear expatriate/immigrant parents say “Be careful how you act, you are an ambassador for your country.” It is therefore important to provide private spaces where family members can be authentic, where they can be themselves, and practice their own cultural traditions and family customs away from the public eye.

The sponsoring organisation plays a significant role in the life of the relocating family. In fact, it often forms the basis of the expatriate family’s identity. “What does your father / husband do?” is one of the first questions children and spouses are typically asked. The answer places the newcomer in the expatriate network, and ranks them in the expatriate hierarchy. It is therefore important for the organisation to cultivate their ties with the expatriate’s family members, and to create a support system for them.

While moving abroad as a family can present significant challenges, preparing yourself and your family by knowing what to expect and how to handle any obstacles can make your move a much easier one for everyone involved.

Dr Rona Hart is the author of the forthcoming book ‘PREPARING FOR YOUR MOVE ABROAD: Relocating, Settling in, and Managing Culture Shock’ which can be found in our Guide section.

When it comes to relocation, learning the language of the new country as part of your preparation can be a practical and rewarding undertaking, putting you at a real advantage from the moment you set foot within your adopted culture.

Integration

When moving to a new country, one of the biggest concerns is how easy it will be to integrate. While there are many factors that come into play, speaking the language of the target country can help significantly. Showing that you are willing to learn an entirely new language give the impression of being willing to fully embrace the new culture.  This level of effort can be extremely flattering to the residents of the new country and help endear yourself to them from the get-go.

Learning a new language is a superb way to show steadfast commitment to the host country as well respect for it.

Business

Further benefits come with speaking the second language in your place of work. Regardless of whether the ‘Lingua Franca’ at work is English, the majority of staff members won’t be. Being able to speak their language will benefit you both professionally and socially. After work drinks, for example, will be far more enjoyable when you can understand and join in with the anecdotes and jokes without having to wait for someone to explain them to you.

Using a host country’s own language at work can also do well to increase your chances of moving up in the company. A lack of foreign knowledge when working abroad can often be crippling to professional progress.

Children

Integrating into a new country can be hard for children. The more you can improve a child’s chance of making new friends and transitioning smoothly into a new school, the more successful the relocation will be. There is also evidence to suggest that children who learn a second language perform better academically.

Children are often able to acquire a second language much faster than adults so they are actually at an advantage in this respect.

Dr Rhona Hart, an accomplished relocation trainer and counsellor, specialising in professionals and their families moving abroad has some great advice on helping children to learn a second language.

Travelling

One of the most exciting parts of moving to a new country is the exploration of your new surroundings. Whilst English might get you by, speaking the native tongue will make the experience an easier and potentially more enjoyable one.

Learning a language is about more than just being able to converse in it. It’s about fully immersing yourself in that target culture. With language learning comes a level of understanding that can be hard to attain by alternative methods. Though it is a large investment of time and often money, it is worth serious consideration when moving to a new country.

What is Culture Shock?

When talking about relocation, Culture Shock describes understanding, appreciating and adjusting to a host culture.

There can be many differing levels of Culture Shock associated with relocating, ranging from simple, expected changes like different accents, languages, TV, radio and weather, to less anticipated changes, like alternative world views, social expectations and business etiquette. Knowing what to expect and preparing both physically and mentally for it can make your entrance into a new culture an enthralling one.

Culture Shock is described by experts as having four distinct phases:

Honeymoon/Excitement Phase – The difference between the familiar and the unknown is perceived in a positive light. Changes in lifestyle and surroundings are exciting and fun.

Withdrawal/Negotiation Phase – As time goes on, the differences become more noticeable and inescapable. The reality of being very far from home sets in and can cause some anxiety and frustration.

Adjustment Phase – The nuances of the host culture become more ‘normal’ and less intimidating or intrusive.

Mastery/Enthusiasm Phase – The host culture is now a comfortable and happy place to live in. Any anxiety and frustration has gone and the new culture can be enjoyed and truly appreciated.

These stages can vary in duration and severity so it is important to be aware of the effects they can have on the success of relocation.

What can you do to prepare?

Learn – Educate yourself and everyone involved about the host country. This can be done by both personal and professional means by using the internet, books on customs and culture and relocation seminars.

Be realistic and look to the future – Remember that Culture Shock is normal and almost everyone goes through it when relocating. Stay positive and open-minded. Set goals to work towards and track progress with.

Training/Seminars – Seek the advice of experts. It can prove incredibly beneficial to get help from professionals in the area of relocation issues.

Relocating is a huge step and when done the right way with thorough preparation, it can be one of the most exciting experiences you’ll have. Do your research, plan, and enjoy what will be a wonderfully memorable life experience for all involved.

Demonstrating respect for a culture (and indeed, a country,) is of utmost importance when building and maintaining a happy and successful call centre team.

When training a call centre team it is usually expected that the local greeting is (learnt and) used to get both parties off on the right footing. This show of respect is easy to do and is extremely effective. It makes every level of a call centre feel appreciated and involved. It encourages a team to want to learn more about the foreign cultures they are dealing with rather than merely having to know more about it just for their job. Good cultural training can have brilliant and far-reaching effects for a business, so it’s well worth taking the time to do it right.

When training at a call centre in a foreign country, it can be very easy to focus solely on getting the team manning the phones to understand their target audience. After all, that’s the main goal – to get the best customer service from the workforce. As a result, cultural training can sometimes focus only on encouraging employees to understand things like slang, social norms, current affairs and even accents of the people they will be taking calls from. This is definitely an incredibly important aspect of cultural training and will most certainly provide a good call centre, but it may not be the best it can be.

How it works both ways

There’s more to running a successful call centre team than just getting employees to understand the customs and culture of the people they will be speaking to on a daily basis.  A call centre works best and is more productive, like any other business, when the workforce is content. It helps to know that there is a mutual appreciation and respect, both for, and from, the cultures they are dealing with on the phone and therefore training staff to be able to obtain this is invaluable.

CultureSmart!Consulting trainer Martin Hall comments:

‘That’s why cultural training is so important as it helps people connect at a human level. Once you have connected it is then harder to treat someone in an anonymous manner and you can move to a new level.

For example, understanding the differences -that some cultures respect and expect communication to be indirect while others believe the exact opposite.  This is easy to state but difficult to learn, as we have automatic cultural defaults that are hard to override. What is the epitome of politeness in one, is the height of rudeness in another, and triggers that default response!  As in all communication it’s the little issues that arouse most offence.  We can however be trained to recognise these defaults, in ourselves first and then in others. 

Having learnt to recognise them, we can be trained to read them in their context and react accordingly.’

Investing time in really exploring the host culture in business can pay dividends both in the short and long term.

How can I help my children learn a second language when we relocate?

This is a question I am often asked by anxious parents.

Well, there are several things that you can do to facilitate second language acquisition in your children.

Speak your first language at home.

It is important for you to be comfortable with your children, and not to communicate in a language where neither of you can express yourselves freely. This is why I suggest that you speak your first language at home.  It is important for you to understand that children actually learn a second language more easily if they have a strong foundation in their mother tongue. I also recommend that your children continue their language learning in your native tongue in parallel to learning the second language.

Lead by example.

It is important that you become a good role model for your children to emulate when learning the host language. Communicate to them through your words and actions that you think learning the language is important and that you are making the effort – and that you expect them to put the same effort into their language learning.

Mistakes are allowed.

Remember that when learning a new language – you will make mistakes. This is just a normal part of the learning process. Sorry – there are no short cuts! So show your kids that you are willing to accept that you will make mistakes in the process of learning.

The ‘silent’ period.

Most children go through a ‘silent period’ when they learn a new language – a time when they will not speak the language, but they are silently absorbing it. This may last as long as six months to 18 months. Be patient and supportive. Your children are experiencing a huge learning curve that may well be very frustrating for them. Some children are embarrassed to make mistakes and wait until they can speak in complete, perfect sentences before their silent period is over.

Look for ways your child can practice the language in private. It feels less risky to speak in small groups or to one person.

Children learn languages faster than adults.

Don’t get upset if your children begin to speak among themselves or answer you in the second language. Again – it is just natural for them to do that. They may also have another upsetting habit -  correcting your language! Children often learn the second language more quickly than adults, and will be proud to show you what they have learned.

Remember that your children are actually learning two languages at once. As a result they are likely to be slower at speaking and reading than their friends who are monolingual. Do not panic. They are doing something more difficult. The reward will be knowing two languages and having a deeper understanding of the function of language.

Be realistic.

It takes three to seven years to become fluent in a second language. Your child may be speaking competently within six months to a year, but to function fully in school (or for you, in your adult life), it is likely to take much longer.

Older children may take longer than younger children to learn a new language. This is simply because the type of learning they have to master is much more complex, and they have more years of learning to catch up. They also have more subjects to learn in addition to the language. Additionally, older children tend to be more self aware and more shy or anxious about speaking a second language in front of other people.

Motivation is key.

Acknowledge that there is an emotional aspect to learning a second language. If your child is motivated and the language learning is presented to him or her in positive terms – your child will make quicker progress than if he or she is dragged behind to this new country, and is pressurised or criticised as to how quickly he/she is learning the language.
Dr Rona Hart

Dr Rona Hart is an expert in the psychology of change. She has made a career out of empowering people and helping them transform their lives, by shifting unproductive thoughts and behaviours into successful patterns that allow them to generate the outcomes they want to have in their lives.