Module 3: Navigating Cultural Differences

Learn It

Cultural diversity is both obvious and invisible. The rules and norms of culture aren’t learned as much as they are inherited, similar to a first language for a child. Many of the things we do in our culture come from the way we were educated, the community we were raised in, and the lessons we’ve drawn from specific lived experiences. Each culture is incredibly rich and complex. By extension, each work culture an individual is trained in reflects that complexity. To top it all off, each individual has their own specific work history that affects the way they operate. 

Don’t assume that someone else is operating under the unwritten rules of Canadian culture. Culture influences communication styles, leadership expectations, attitudes toward conflict, and more. Without awareness, these differences can cause tension or exclusion. It’s very easy to fall into the trap of assuming something bad about someone or their behaviour for the wrong reasons. Taking a step back, considering cultural factors, and not being afraid to ask questions are essential skills when working with newcomers to Canada. Developing cultural humility and an openness to learning from others is key to creating an inclusive workplace.

Newcomers may not understand when they are behaving outside of the norm. They may also be hesitant to ask about things that are different for them. It’s important to keep communication open, and to maintain a culture of open dialogue around improvement. If someone is behaving outside best practices, everyone should understand that direct feedback, away from other coworkers, is a great strategy to align everyone along the common expectations needed at work.

Direct vs. Indirect Feedback

Did you know that cultural differences influence communication styles and expectations at work? Giving feedback respectfully is a perfect example. Direct feedback, which is the norm here in Canada, might be perceived as confrontational in some cultures, like the Japanese culture. On the other hand, many cultures such as the German culture, are even more direct with feedback than Canadians and could mistake the fact that a Canadian boss is smiling or being pleasant is a sign of good performance at work, where it’s usually a kind of common courtesy here.

Culture across the globe is incredibly diverse. Communication and operating at work can be vastly different across industries, let alone across cultural differences. A few examples of cultural miscommunication can help put this into perspective. 

Keep in mind, the communication practices below represent only part of the individuals and groups of people from each country. Classifying culture and newcomers  by country naturally fails to encompass the diversity of individuals within them. Never assume that a particular attribute belongs to a particular person, including cultural communication, practice of faith, or expectations around work.

Communication Diversity 

Communication differences are often difficult to notice until there’s some friction. These stories illustrate some of the differences culture brings to communication.

Even the concept of “small talk” is cultural! Some people love chatting about weather and weekends, others find it super awkward.

Reflect On It

How does respect look different in different places around the world? Recall a time when cultural misunderstanding affected teamwork or communication. How could it have been prevented?

Produce It

Draft a Cross-Cultural Communication Policy that includes the following: 

• Acknowledgement of diverse communication styles
  Recognize that team members come from different cultural and linguistic backgrounds, which influence how they communicate.
• Strategies for inclusive feedback and meetings
  Encourage the use of clear, simple language, avoid jargon, and ensure everyone has space to contribute in meetings. Highlight how feedback should be constructive and culturally sensitive.
• Cultural awareness as a core value
  Emphasize that cultural awareness is fundamental to your organization’s values and commit to providing opportunities for staff to learn and practice inclusive communication.

This draft should be practical and aligned with your organization’s voice and needs.