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Implementing the equality, diversity, and inclusion agenda in multinational companies

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Sylwia Ciuk discusses the implications of the proposed framework for EDI theory as well as human resource management policies and practices.

Image courtesy of interviewee. April 25, 2024

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This video video is a transcript of a presentation discussing a paper that highlights the challenges and strategies for implementing Equality, Diversity, and Inclusion (EDI) frameworks in organizations, particularly multinational corporations. The speaker acknowledges the contributions of co-authors and underscores the importance of EDI for organizational performance.

Key points from the presentation include:

1. **Recognition of Challenges:** Organizations, especially multinationals, commit to EDI but face difficulties in its implementation. Relying solely on prescriptive policies often fails to yield significant progress.

2. **Proposed Framework:** The authors propose a two-step framework aimed at improving EDI implementation. This video video involves:
- **Cognitive Shift:** Changing how organizations think about diversity, moving from viewing it as a problem to seeing it as a resource.
- **Practical Action:** Promoting reciprocity and collaboration among all group members, both majority and minority, to leverage the benefits of diversity.

3. **Linguistic Diversity:** The presentation emphasizes linguistic diversity as a critical, yet often overlooked, aspect of EDI. It discusses the challenges faced by individuals based on language and accent and how organizations can promote linguistic inclusion.

4. **Fluidity and Reciprocity:** The framework encourages viewing diversity as fluid and not static, pushing for a more integrated understanding that incorporates diverse perspectives and experiences.

5. **Challenges of Resistance:** The speaker acknowledges potential resistance to EDI initiatives and notes that the framework’s effectiveness may vary across different contexts and organizational sizes.

6. **Future Directions for Research:** The presentation calls for further research to test the proposed framework, examine other forms of diversity, such as neurodiversity, and understand the dynamics within various organizational contexts.

Overall, the speaker advocates for a more inclusive and positive view of diversity within organizations, stressing the need for organizational change in both thought and action to enhance EDI outcomes.

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Here are five key points from the video:

1. **Acknowledgment of Contributions**: The speaker emphasizes the importance of recognizing the contributions of co-authors in their paper, highlighting the collaborative nature of their research.

2. **Challenges in Implementing EDI**: Organizations, especially multinational ones, face difficulties in effectively implementing Equality, Diversity, and Inclusion (EDI) agendas despite their recognition of its significance for organizational performance. A more holistic approach, rather than just focusing on policies, is necessary for meaningful progress.

3. **Proposed Framework for EDI**: The paper proposes a new two-step framework aimed at improving EDI implementation. This framework encourages a shift in thinking about diversity—from viewing it as a problem to recognizing it as a valuable resource. It emphasizes the need for holistic, embedded actions rather than merely prescriptive policies.

4. **Importance of Linguistic Diversity**: Linguistic diversity is highlighted as a critical but often overlooked aspect of EDI, particularly in multinational settings. The potential for language-based discrimination in organizations is discussed, alongside the need to foster an inclusive environment that values linguistic competencies and fluidity in language use.

5. **Encouraging Positive Attitudes and Reciprocity**: The framework advocates for fostering positive attitudes towards language differences among all organizational members and emphasizes the importance of mutual efforts from both majority and minority group members to advance inclusion and diversity effectively. The concept of reciprocity is crucial for leveraging the benefits of diversity in organizational settings.

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X-TIMESTAMP-MAP:LOCAL=00:00:00.000,MPEGTS=900000

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Thank you so much for, for having me.

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Uh, first I'd love to, start by saying that,

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today I'll been discussing a paper that is, core written

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with two other authors,

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and is very important to acknowledge their,

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immense contribution.

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So does professor annual housing

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and a professor Martin Shiva.

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So, coming back to your question, so we know

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that organizations in particular multinationals

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are very committed to implementing the equality,

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and diversity agenda.

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We know that, this is important for,

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their organizational performance

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and organizations do not generally dispute the need

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to implement, EDI.

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However, what we also know is that they do struggle.

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So it is tricky to implement the diversity

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and quality agenda because we know that,

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if we focus on the young policies, if we only focus on,

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prescription, we really do not get the,

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the progress that we need.

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So in order to implement EDI agenda,

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we need a more holistic, we need more,

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embedded, action.

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So we've decided in the paper, to,

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help organizations, with, EDI implementation

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and also, we want to,

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advance conceptually, the field.

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So we are proposing, a new framework, which we,

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which is simple two-step framework.

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However, the purpose is to,

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both advance conceptually

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and empirically, the research on, EDI agenda.

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Yes. Uh, thank you for asking me about linguistic diversity.

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So I'll be proposing a framework,

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for the management of EDI.

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Uh, but we know that,

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talking about a framework can be quite abstract.

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Uh, so we using an example of, linguistic diversity,

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by linguistic diversity, we understand the,

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diversity within a particular language and across languages.

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So when we talk about, multinational enterprises,

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for example, we know

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that they operate across different languages.

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So we have, diversity across languages,

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but also there is a huge,

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diversity within a particular language that applies to,

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to people how they,

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speak a particular language in different contexts.

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Um, that applies to huge variety of the way we speak.

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So people will speak, we know that,

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every single person speaks differently in different context.

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So we all speak very different languages.

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We have different accents,

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we have different language norms to this.

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And also we have very different language profiles.

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We can be highly competent in one situation,

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linguistically competent in one situation, but not really.

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So, in another situation.

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So we might be very fluent in formal settings,

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but struggle in informal settings.

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Or we might be very good at, speaking,

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but we might struggle with writing, for example,

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as our purpose is not to provide, an overview

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of the literature, because that will be a,

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a massive task in itself.

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But what we're trying to, we're trying

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to integrate the literature rather than to review it,

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that some, papers do.

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We are trying to integrate the literature.

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In particular, we are drawing on, three aspects.

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We drawing on Harrison,

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and clients 2007 framework, on, diversity.

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That particular framework suggests that,

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when we talk about diversity,

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we often talk about very different things.

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So we can look at diversity as, as a problem.

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Uh, we can look at it, from the,

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separation perspective.

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Uh, we can also look at, diversity as variety.

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So we highlight the, the nuances, the differences.

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But also when you look at variety, diversity becomes,

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is seen through a positive lens.

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We can also look at diversity through their disparity lens,

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which we highlight the negative

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consequences, of diversity.

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So that's one of our, elements of our framework.

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Uh, the other ones are drawn from advancements in,

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EDR research in particular, we are looking at,

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the concept of, fluidity.

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And we encourage, we encourage scholars

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and practitioners to look at, deference not

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as something, static,

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and not as, binary category,

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but as something that is more fluid and content dependent.

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We also, in the first, the third element

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of the framework is the reciprocity.

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Uh, we want to highlight that in order

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to advance the agenda.

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In order to implement change, we need to, look at

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concerted efforts of both, majority

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and minority group members.

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Uh, it cannot be a task of one single group.

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Okay, thank you very much. So, what we are proposing,

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the framework is, are two steps.

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Uh, our framework is based on, the well-established,

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cognitive, theory, which suggest that,

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our actions depend on how we think.

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Um, so the framework we're proposing that in order to,

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in, achieve, inclusion, we need to, think about,

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we need to start, we need to change

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how we think about diversity.

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So we need to move from a situation,

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and we have, when we see, diversity as a problem.

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So where there is low variety we need,

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but instead where we highlight, high separation

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and, high disparity.

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When we look at diversity as a problem,

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when we highlight the, opposing standpoints of staff,

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where we also focus on the, on the problems with diversity

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and the negative consequences,

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and we need to instead shift towards, thinking

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of diversity, in a positive light. So

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We highlight the, diversity as, as a resource,

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and, and a focus on variety instead.

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And we suggest that, this shift will also,

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will also need to be accomplished by,

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acting differently.

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So with a practical shift,

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in which we promote reciprocity, in order

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to leverage diversity, would it be possible

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to also look at the implementation

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of the framework in relation to linguistic diversity?

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We believe that it is, helpful to, highlight,

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provide an example of how the framework can be implemented.

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Uh, and for this, we have chosen, linguistic,

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inclusion, and we've done so

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because, of the prevalence of,

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language-based discrimination organizations.

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Um, it happens in organizations, but also in society

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and linguistic, based discrimination.

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So this is the un unfair treatment of people

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because, of the language they speak,

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because how they speak, it might be

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because of their accent, which is seen as,

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not non-standard because of the, people's class,

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because of their, their background,

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because of the, the, the region of the country,

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they come from because of their, the country of birth.

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So they might be speaking with a foreign language or

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because they might be, speaking, using a norm that is,

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seen as, non-standard in a part particular setting.

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Um, and, but we know

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that linguistic diversity is very important,

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however, it has not received sufficient attention.

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Uh, when we talk about, a DI

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and diversity inclusion efforts, we often talk about,

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categories of deference which are protected.

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Uh, so we talk about, race, gender, for example.

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Um, but we don't know, we do not talk about language,

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and language is not,

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protected, characteristic.

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So we're using this example

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because we think that it has great potential,

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and it's also very important in multinational settings

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because those multinationals operate across,

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linguistic end, cultural, boundaries.

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So coming back to the framework, so we suggest that,

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in order to achieve, linguistic inclusion,

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we need to, we need those two steps.

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We need to, think differently and,

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and add differently what, what we mean by that.

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So our starting point often is that, we approach,

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when we talk about language diversity in multi enterprises,

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we talk, about,

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we talk from the deficiency perspective,

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that it is the non-language use the not language

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users of causing a problem.

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Uh, so we need to focus on their training.

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We need to address, the, the problem.

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We also talk about language differences very often from this

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binary perspective when we talk about, when we think of,

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native speakers and not native speakers,

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and those differences seen, in binary terms.

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Um, also, what, the starting point is that,

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for often native language speakers are the first,

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first language users are seen

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as the benchmark for competence.

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So in a way, we are seeing

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that if somebody speaks their first language,

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they will be good in all, communicative, situations,

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and others need to mimic or adjust

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or try to achieve that, standard.

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Uh, and also we assume, we often assume, wrongly,

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that the, the norms, of the first language users,

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are then once, and should be followed by others.

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And what that creates, and that creates, focus on,

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on, on the problem, on the, that is linked to,

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second language users.

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Um, and we don't focus enough on, conservative efforts.

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So what we are suggesting is that we need to,

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change our thinking.

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So the conceptual shift of that we were posing is that,

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we want to see language differences as a resource.

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Um, so we need to look at what

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that means is multinationals need to recognize that,

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the variety of languages

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that people use can be very helpful for them.

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And also the fact that people might be,

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might have a plural competence might be able to,

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to refer to linguistic resources from different contexts,

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is seen as a difference is seen, can be seen,

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as a resource.

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Um, and the fact that, people,

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also speak differently in different contextual situations

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can also, potentially, changed, into a resource.

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So we suggest that, we need to,

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depart from focusing on this binary distinction

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between not native and non native speakers.

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That is not helpful, that reinforces differences.

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Um, and instead, we need to focus on,

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language proficiency in context in particular situations.

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Um, also we need to, challenge the ple

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of an implicit assumptions that,

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the first language users are the superior language users.

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Research shows that in fact, at times the first,

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first language users can cause communicative problems

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because they might use, high context language,

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they might speak at pace, they might use highly,

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contextual references, et cetera.

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So they might be causing a problem themselves.

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They might not also have the ability

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to adjust to other speakers.

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So this will be the conceptual,

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shift that we are proposing.

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Um, so thinking of diversity in a positive light,

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and also pushing fluidity, the fact that our,

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linguistic competencies are very different context,

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dependent, and we also need to act differently.

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Um, so in order to act differently, we need to focus on,

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positive attitudes, of different language users.

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Research has shown that, the way we, our attitude,

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the way we think about language differences,

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influences our ability to understand.

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And so it is important to think about, to focus on

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and to foster those positive attitudes in organizations.

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Um, we also need to focus on, adjustment

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of communicative efforts of all organizational members.

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So we cannot focus only on those,

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on providing language training, for example, for those,

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for second language users.

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But we need to highlight all, all staff

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that it is their responsibility to,

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focus on accommodation

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and adjustment, in communicative situations.

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Um, so we need to, so

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therefore, the implications, we need to consider

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communicative competence of all language users, right?

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So we do not assume that,

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if somebody speaks in their first language,

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like they are immediately, communicatively competent,

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and we believe that there's two, two shifts.

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So the cognitive shift, how we think about diversity

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and how we conceptualize difference,

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as something positive, and also also as something,

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fluid conflict dependent.

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Um, and if we take,

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and we highlight reciprocity, this will allow us

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to leverage diversity.

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Thank you very much. Um, so

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what we highlight in the paper is that, we need to,

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in order to progress research, we need to,

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stop thinking, too much about, so much, about,

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diversity in the,

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negative light highlighting differences

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and highlighting what separates us.

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And instead, we might need to focus on, on the nuances,

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and, view diversity, in a positive light.

13:41.725 --> 13:45.825
We believe that, it is important to,

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also, focus on efforts, of all organization members,

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and, that will help us, in the implementation.

13:57.205 --> 14:00.945
We also recognize that, our research has,

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some limitations.

14:03.485 --> 14:05.945
Um, for example, we focused,

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quite a lot on the positive aspects of diversity,

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which is natural because we, we know that,

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the majority of research focuses on the

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negative consequences on the various and what separates,

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and we want to find like the positive.

14:19.125 --> 14:22.905
But that with itself has, brings negative,

14:23.165 --> 14:26.605
it has limitations also in our framework.

14:26.605 --> 14:30.125
We haven't, discussed the, the possibility

14:30.145 --> 14:32.125
of resistance because we know,

14:32.125 --> 14:34.045
and we also can observe nowadays

14:34.045 --> 14:35.325
that there is some resistance

14:35.325 --> 14:36.845
to diversity inclusion efforts.

14:37.025 --> 14:39.445
Uh, there is more resistance in some context than in others.

14:40.425 --> 14:43.965
Uh, but this is not something that is, now equally,

14:45.045 --> 14:46.045
accepted everywhere.

14:46.935 --> 14:48.235
So we need to bear this in mind.

14:48.295 --> 14:51.035
We also, we recognize that the framework,

14:51.175 --> 14:53.005
originates in the global, north north

14:53.625 --> 14:55.525
and the implementation,

14:55.825 --> 14:59.405
of diversity inclusion efforts will vary,

14:59.405 --> 15:01.685
greatly in regards to con complex.

15:01.785 --> 15:05.045
So, even if we take multinational companies, depending

15:05.045 --> 15:06.645
where the head waters allocated,

15:06.825 --> 15:08.445
the implementation is likely to be different.

15:08.625 --> 15:12.005
The implementation also likely to be different across,

15:12.195 --> 15:15.645
different, subsidiaries depending on the, the problems

15:15.645 --> 15:18.365
that, the company is currently facing,

15:18.365 --> 15:20.765
depending on the prevalent language attitudes

15:21.265 --> 15:23.645
and the, linguistic diversity that,

15:23.655 --> 15:24.805
particular context.

15:25.625 --> 15:28.645
Um, we've also talked, a lot about,

15:28.645 --> 15:30.845
we are focusing on multinational enterprises,

15:30.865 --> 15:35.525
but equally small enterprises,

15:35.595 --> 15:38.965
will struggle with, EDI, issues as well.

15:39.065 --> 15:42.285
So we need to, future research can explore, how,

15:42.675 --> 15:46.215
what this looks like, and also putting the framework

15:46.215 --> 15:48.615
to test, will be very helpful.

15:49.355 --> 15:52.855
And also perhaps not only looking at linguistic diversity,

15:53.035 --> 15:56.865
but other aspects of diversity such as neurodiversity,

15:56.965 --> 16:00.465
for example, and to see to what extent this is helpful,

16:00.465 --> 16:05.265
looking at, conceptualizing, neurodiversity, to

16:05.265 --> 16:06.945
what extent the concept of,

16:08.005 --> 16:11.425
how fluidity can be helpful in this context, reciprocity

16:11.925 --> 16:15.105
and also the three categories, of difference.

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