Immigration and Onboarding: Acculturating New Hires From Other Cultures

The U.S. currently hosts a thriving immigrant population from all over the world. In 2009, over 740,000 of these individuals became naturalized citizens. Many more are here as permanent residents or have other types of legal status that permit them to hold jobs in the U.S. workforce. Some have been living here for decades while others have just arrived on our shores looking for opportunities to make a better life. This July 4^th week is a great time to talk about how employers can make these employees feel at home and integrate them into the U.S. workplace culture.

Diversity in Onboarding Starts with Language

On the transactional side of onboarding, making policies and forms readily available in a new hire's first language is the first step toward building trust and respect. When foreign born workers are met on their first day with an accessible onboarding experience (without having to jump through hoops) this sets the stage for good communication.

Policies Must Be Clear

A strong anti-harassment training program should be presented to all new hires highlighting the fact that discrimination based on national origin or ethnicity will not be tolerated. HR should take care to ensure that immigrant employees are aware of the complaint procedures to follow in the event an issue arises with a coworker.

Choose Enrichment Rather Than Conformity

Employers should bear in mind that foreign born employees (just like U.S. born workers) inevitable bring their own expectations and customs to the workplace. This can be especially evident if they live in an extended immigrant community that keeps their original language and traditions alive. An acculturation onboarding platform that permits the creation of individualized profiles is a great place for employees to introduce their coworkers to some interesting facts about their birth culture.

Some workers from other countries may express a strong desire to assimilate. They want to fit in and not have others focus on what sets them apart. However, others feel proud of their origins and aren't just here to learn to be "completely American" (whatever that might mean). Both attitudes should be respected and supported. Sensitivity and diversity training can help - especially if information is presented in a way that makes sense to U.S. born employees who haven't necessarily traveled to other countries.