“We carry complicated identities inside us. But others see only the outside and they carry their own biases that can result in privileges and prejudices.” A poignant narrative shared by my dear friend Jeremy Solomons vividly illustrates the complexity that comes along with cultural diversity and the need for a rigorous approach to diversity measurement that can capture this complexity.

Embracing and Celebrating Cultural Diversity

In the colourful mosaic of Jeremy’s story, we catch a glimpse of the prevailing challenges faced by many in our globally interconnected world today, struggling to find acceptance and belonging due to their multiple identities. Jeremy’s story illustrates the complexities of intersectional identities, often overlooked and undervalued by organisations.

Embracing and celebrating cultural diversity requires more than mere intentions; it necessitates the use of appropriate tools to illuminate the rich tapestry of identities within the workforce, ensuring that every thread, no matter how intricate, is recognised and valued.

Diversity Measurement in the Workplace

The question now is how can organisations use the right tools to capture the experience of Jeremy and use it as an asset for cultural competence to easily establish an inclusive working environment?

Understanding cultural diversity in the workplace, especially within Multinational Corporations (MNCs), poses a significant challenge that organisations find difficult to manage. This challenge becomes even more pressing in multicultural African states, where integrating diverse cultural backgrounds proves to be a particularly complex human resources issue. Despite its crucial importance, cultural diversity is often overlooked in discussions about workforce composition mainly because it has been poorly defined and analytically neglected making it difficult to measure.

The adage « what is not measured cannot be managed » underscores the necessity of measuring diversity beyond gender and race. Race, for example, is an unworkable construct for diversity measurement, and is leading to more misrepresentation of people and more possibilities for misunderstanding.

Cultural diversity includes aspects of diversity such as ethnicity, appearance, religion and socioeconomic status, adding layers of complexity to how diversity is experienced and expressed in our interconnected world. Measuring cultural diversity requires understanding and capturing the multifaceted intersections of cultural identities. Individuals invariably combine multiple aspects of identity, each one contributing to their uniqueness. How to capture all these rich cultural experiences and value the diversity within organisations is often dismissed as a too daunting task.

Cultural Intelligence in Organisations

This complexity in cultural diversity and the lack of access to an accurate measurement tool to capture the rich cultural identities within a workforce leave many important attributes of employees unrecognised, underutilised or neglected and lowers the collective cultural intelligence (CQ) of an organisation. There are several studies demonstrating that CQ fosters empathy and understanding across diverse cultural contexts, enhancing emotional awareness and interpersonal relationships.

This is particularly significant in Africa, home to about 2,000 languages, because of our immense and complex diversity: it is difficult to think of an African who speaks one language only. We often communicate in one or more local languages alongside one or more European languages. Furthermore, most Africans today come from intercultural marriages, some with very close cultural ties to the ethnic group of their mother.

How does a cultural diversity measurement tool capture all of this? Unfortunately, most diversity and inclusion strategies miss capturing the rich overlapping social identity and cultural experiences of their staff that are invaluable for fostering inclusivity, driving innovation, and enhancing organisational performance.

Cultural Literacy for Effective Diversity

Having a strong grasp of culture and what it entails for organisations in diverse societies is crucial for bringing out the potential in diverse teams. A recent article entitled “Cultural Literacy and Diversity Management in Sub-Sahara Africa » by scholars from the University of Witwatersrand in South Africa, published by the International Journal of Diverse Identities, delves into the critical role of cultural literacy in enhancing diversity management within organisation and societies in Sub-Sahara Africa (SSA). This insightful paper sheds light on the transformative potential of cultural literacy, vital for policies and legislation and for organisational performance and competitive advantage.

The paper underscores how an understanding of cultural nuances can amplify inclusion efforts within organisations and societies in African states. Empowering people with diversity management skills grounded in cultural literacy enables a shift towards a more inclusive and harmonious landscape. This approach improves the effectiveness of DEI initiatives, ultimately enhancing organisational efficiency and productivity.

Given the multicultural nature of most African states, which have witnessed decades of ethnic tensions and conflicts, managing cultural differences is of paramount importance for organisations and society. To foster a sense of belonging and cultivate inclusivity, understanding and appreciating diverse cultural backgrounds emerge as essential competencies in today’s globalised world, especially in environments as diverse as those found in Africa. The article emphasises the pivotal role of culture in shaping perspectives and how embracing this diversity enhances business performance.

Grasping the intricacies of social dynamics highlights the importance of not only fostering inclusive social identities for national development but also cultivating diversity and equality within organisational settings to enhance workplace productivity.

In the contemporary African context, the emphasis lies not only on diversity but also on creating an inclusive and healthy work environment that fosters higher productivity and employee engagement. Poorly managed diversity, when favouritism and tribalism are the criteria for promotion, can hinder inclusion and potentially result in adverse consequences, especially in African countries which have a history of ethnic conflicts and violence. Disorderly diversity can impede progress and prevent an organisation from achieving its goals. For example, it is possible to have a highly diverse team, and yet it may still not reflect the diversity of your customers and the community you serve.

Data-Driven Approach

Across Africa, businesses are actively seeking technological solutions to enhance human resource management and elevate operational efficiency among their employees. This quest often involves embracing advanced human resources management software, tools for tracking employee productivity and performance, systems for talent management and recruitment, as well as comprehensive training and development programs.

Given the digital technology at our disposal to rapidly process vast amount of information, organisations aspire to seek data-driven tools in creating a positive work culture and implementing effective employee engagement strategies as far as cultural diversity is concerned. By investing in a digital platform capable of mapping the cultural diversity of a workforce, identifying gaps, devising retention strategies, and accessing insightful analytics on their cultural composition, African businesses can optimise their human capital and drive operational efficiency.

The imperative directive is crystal clear: integrating cultural literacy through data-centric measurement tools into organisational frameworks is the gateway to appreciating diversity, nurturing respect across diverse cultural contexts and fostering a culture of inclusivity. Such a strategic shift acts as a foundation for cultivating mutual understanding, dispelling stereotypes, fostering innovation, enhancing talent retention and upholding ethical and legal standards. By embracing cultural literacy within the realm of diversity and inclusion management, organisations can cultivate a more cohesive, empowering and prosperous work environment while gaining a competitive edge in Africa’s diverse markets.

In today’s rapidly evolving landscape, this endeavour holds immense significance. Despite ample evidence showcasing the multifaceted benefits of efficient diversity, equity and inclusion (DEI) management in cultivating inclusive workplaces that drive organisational efficacy, productivity, and social unity, efforts to promote DEI often fall short, particularly in addressing cultural nuances. To nurture a culture of belonging—one of the pivotal elements of effective DEI management—individuals must strive to comprehensively comprehend the diverse cultures within their organisation and how their workforce mirrors the diversity of the communities they serve.

Holistic Approach

Companies are increasingly recognising well-managed diversity within their workforce as a vital strategic business priority, acknowledging the substantial business impact of ineffective DEI initiatives. Nevertheless, challenges persist, especially in tackling the invisible cultural dimensions of diversity.

Understanding and measuring DEI effectiveness is key, and because it’s relatively easy to measure gender, many companies have focused their DEI strategies solely on this aspect, overlooking other crucial differences. Amidst these challenges, organisations, and societies in SSA that take a holistic data-driven approach to cultural diversity will have enhanced cultural literacy and diversity management.

Cultivating cultural literacy is imperative for effective diversity and inclusion management in diverse environments, offering a pathway to meaningful progress and sustainable success.