The rapid expansion of globalization continues to transform American society in a number of ways. We now live and work in an environment that is consistently being influenced by diverse cultures. The same diversity that is changing the American workforce has already transformed many colleges and universities. Students from varying ethnicities including Latinos now constitute a growing part of the student population on many campuses in the United States. It’s a transformation that many colleges and universities are embracing. Hence, it’s logical to assume that much of the Latino talent found on campuses will continue into the work environment.
Employers of all sizes and from various industries are conscious of this trend. Many employers have already grasped the idea that their organizations’ workforce should reflect the broader demographic and social environment in which they operate. But while diverse representation in organizations is important, just as vital is an employer’s ability to manage this diverse workforce. This creates a new set of challenges for employers including the development of new types of leaders skilled in managing an increasingly multicultural workforce. These new generations of leaders will require the ability to identify, understand and appreciate cultural differences – in other words, to be culturally intelligent.
Cultural Intelligence, or CQ, can be described as a person’s ability to relate effectively with people of different cultural backgrounds. By developing this skill, people are better able to engage, manage, and work with diverse work groups. From a Latino intern perspective, CQ can provide considerable value. Take for instance understanding acculturation differences. Acculturation can be described as the process of taking on another culture while keeping aspects of another (original) culture. Studies have demonstrated that Latino acculturation levels vary in the United States. Language, for example, is a cultural characteristic many Latinos hold onto in order to maintain a connection with their heritage, family, and community. On the other hand, English becomes more dominant and important in the workplace or as Latinos become more acculturated.
Employers who have a greater understanding of CQ and its implications are in a better position to connect and manage Latino professionals and talent from differing cultures. Like other intelligences, CQ can be developed in most people with the objective of increasing their confidence in managing employees of different cultures. In future posts, I’ll continue to introduce specific cultural topics and concepts related to Latinos in the workplace that might impact their values, attitudes, communication, and performance.