Managing a Diverse Team - Interview

 Today I will talk about an interview of minorities in the workplace as mentioned by Fehzad Mehdi in his video and try to understand how we can manage this situation.

 

The interviewee, a Pakistani Muslim minority, shares his positive and negative experiences in the workplace. He discusses the challenges of being a minority and the difficulties to manage relations with his colleagues. He emphasizes the importance of maintaining his identity while adapting to the workplace.

During the interview, the individual also expressed obstacles concerning religion, such as the absence of prayer venues and the necessity for adaptability.

He discusses the pressure he feels to attend social events that go against his religious beliefs and the impact of impressions, including cultural differences in dining etiquette and clothing choices.

Additionally, he realizes that doing a good job alone is not enough for promotion and emphasizes the importance of networking and building relationships with his bosses and colleagues.

He confidently guides others in creating positive impressions and navigating office politics with ease.

For finalize he concludes affirming that individuals should not let their backgrounds or beliefs discourage them, as they can find success in the corporate workplace. Managing relationships with colleagues can be challenging for him and others like him.

 

I consider that the most difficulties highlighted in the interview:

 

·       Feeling like a minority and struggling to relate to colleagues.

·       Balancing religious practices and workplace expectations.

·       Pressure to attend social events conflicting with religious beliefs.

·       Challenges in fitting in due to cultural differences in dining and clothing.

·       Misconceptions about promotions are based solely on job performance.

·       concerns about being judged based on background, upbringing, and appearances.

 

As Managers, we would implement some strategies that can be:

 

Diversity and inclusion, First, it should establish diversity recruitment programs and initiatives aimed at attracting and retaining talent from underrepresented groups. This will help to ensure a diverse workforce that reflects the broader community. In addition, conduct training on cultural differences and promote cultural awareness among employees to create a more empathetic environment.

 

Role Model Program, Pairing the employee with a partner or role model who shares a similar background or has overcome similar challenges can provide valuable guidance, advice, and support. This mentoring relationship will assist the employee in navigating the workplace and overcoming obstacles. It offers an opportunity for the employee to learn from someone who has faced similar experiences and can provide valuable insights and encouragement.

 

Religious Practices include providing appropriate facilities such as prayer rooms and wudu facilities. Scheduling flexibility should be offered to accommodate prayer times and religious observances.

 

Career development, the company must be a program to develop the careers of all employees of the company, First, clear rules to get a promotion in both sides of the skills that means soft skills and technical skills. Second, ensure fairness and equality among all the companies. Finally, give clear feedback to avoid misinformation.

 

These strategies are justified by the benefits they bring to the organization. Encouraging diversity and inclusivity leads to a boost in innovation and creativity, thanks to the wide range of perspectives and ideas. Mentorship and role models provide valuable support and guidance, aiding in professional development and navigating challenges. Accommodating religious practices promotes employee satisfaction and retention by demonstrating respect and a clear career development.

 

References:

 

Fehzan Mehdi. (2022, August 7). BEING A MINORITY AT WORK. . . [Video]. YouTube. https://www.youtube.com/watch?v=pwPpwUJtb-0