BGA | BUSINESS IMPACT
RECOMMENDATIONS FOR LEADERS IN BUSINESS SCHOOLS AND BEYOND Here are three things that leaders in organisations can do to increase appreciation for international students and workers: 1) Prepare for some discomfort from the majority group All people naturally get comfortable doing things in certain ways over time. This is especially true when they feel like their own way of doing things is the way that the majority of people have always done them. Introducing different and new perspectives can sometimes lead to disagreement and tension from those who would prefer that others assimilate to them, rather than the other way around. Business leaders and managers should be prepared for the possibility of complaints from members of majority groups and take steps to ensure that these unsettled individuals don’t take out their discomfort directly on the newcomers. 2) Carefully define what you value The traits we collectively value in our institutions and organisations often inadvertently reflect the traits already associated with the majority group. If organisations reinforce this in one way or another, they may unwittingly legitimise the idea that the majority group is valued more than newcomers. Highlighting the value of the traits associated with international students and workers can both increase tolerance and dispel the notion that the majority group’s way of doing things will always be the best. Emphasising the importance of diversity and inclusion, and making a public commitment to these goals, can also help remind hesitant individuals that their organisation wants them to embrace difference. 3) Give international students and workers a way to speak up Belonging to a minority group can be an isolating experience, so organisations should proactively provide opportunities and spaces for international students and workers to gather together and talk about their shared experiences. Direct communication with leadership can help ensure that challenges are being identified and addressed. ‘Remind hesitant individuals that their organisation wants them to embrace difference’
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