Cultural Competency in Anti-Harassment Training: Supporting Sensitivity & Diversity In The Workplace

The post-acute care workforce is highly diverse. According to the PHI report “Direct Care Workers in the United States: Key Facts 2024”, 85% of the workforce is made up by women and 64% of the workforce is represented by people of color. Additionally, 28% of the workforce is comprised of immigrants, compared to 17% when looking at the broader U.S. labor force.

Numerous studies show the benefits of a diverse workforce, including higher levels of creativity, increased creativity and innovation, as well as improved problem-solving, among others. However, research also shows that diversity in the workplace can also increase the likelihood of conflicts, which, if left unaddressed could negatively impact employee satisfaction, and morale, as well as damage your organization both reputationally and financially.

Understanding and respecting cultural differences in the workplace is essential–not just for fostering inclusivity, but also for ensuring a respectful, supportive work environment. For caregivers and nurses, having an understanding of cultural differences can also enhance patient, resident, and family satisfaction. 

The Influence of Culture on Perceptions of Harassment

Culture can play a major role in how others interpret the behaviors, words, or even gestures of others. Because of this, many incidents can arise not out of malice, but from ignorance of a cultural sensitivity. Examples may include:

• Language Barriers: In multilingual teams, jokes or comments that rely on cultural idioms can unintentionally alienate or potentially offend non-native speakers.
• Religious Practices: A lack of awareness about religious customs—such as fasting during Ramadan or observing the Sabbath—can lead to insensitive comments or actions.
• Cultural Norms Around Gender: In some cultures, men and women may have different expectations about appropriate workplace interactions, which can lead to misunderstandings when cultural assumptions clash.

Addressing these challenges requires more than a one-size-fits-all approach to anti-harassment training. It demands a culturally sensitive framework that recognizes and respects the diversity of experiences employees bring to the workplace.

The Importance & Impact of Culturally Sensitive Training

Studies show a direct relationship between cultural sensitivity training and a reduction in workplace conflicts. Educating employees about cultural differences helps to reduce misunderstandings, enhance inclusion, and reduce the risk of harassment-related lawsuits, which, according to the EEOC, costs organizations an average of $50,000 per claim. 

Training can also help improve quality of care and service. Research shows that cultural sensitivity training improved knowledge and attitudes among healthcare providers, while also showing more positive health outcomes for those they serve. 

To be impactful, training must cover the right objectives. Here’s what to look for in your program: 

1. Understanding Cultural Norms and Their Impact on Workplace Behavior: Educate employees on how cultural values, communication styles, and social norms can shape perceptions of acceptable behavior, such as direct versus indirect communication or varying personal space preferences. 
2. Identifying and Addressing Bias in Workplace Interactions: Help employees recognize implicit biases as well as unconscious biases that may influence their actions or reactions toward colleagues from different backgrounds
3. Recognizing Culturally Specific Harassment Scenarios: Present real-world scenarios of cultural misunderstandings focusing on areas such as language barriers, religious practices, and gender-related workplace dynamics. 
4. Inclusive Communication Practices: Communication techniques that foster open and respectful dialogues including active listening, clarifying questions, and avoiding assumptions. 
5. Cross-Cultural Conflict Resolution: Strategies to help mediate and resolve conflicts, highlighting the importance of empathy and seeking common ground to resolve disputes. 
6. Understanding Legal and Ethical Implications: An overview of anti-harassment laws and policies as well as potential consequences of harassment claims both legally and within the workplace. 

These objectives help promote awareness of the complexities that come with working in a diverse organization while also equipping your team with the skills they need to support a respectful, inclusive, and legally compliant workplace. 

At Showd.me, we understand the complexities of managing diverse workplaces.. Our customizable training programs are designed to meet state-specific requirements and include anti-harassment, cultural competency, and DEI topics that support and empower today’s workforce. Click here to learn more.