U.S. employees are generally more attuned to diversity, equity, and inclusion (DEI) issues compared to their international colleagues. This presents a challenge for employers managing teams both in the U.S. and abroad.
Employees located in regions like Asia and Latin America often find themselves working with American colleagues, clients, or partners, engaging in frequent cross-border communications via video calls, emails, or meetings. These interactions can be fraught with potential misunderstandings as cultural sensitivities vary significantly between the U.S. and other countries. DEI is increasingly emphasized in American workplaces, leading to heightened awareness among U.S. workers regarding the rights of various groups, including women, LGBTQ+ individuals, and ethnic minorities.
To prevent misunderstandings that could offend American coworkers, it is crucial for international employees to familiarize themselves with these American sensitivities. Failing to do so can not only harm workplace morale but also expose companies to legal risks in the U.S.
For instance, a non-U.S. employee might unintentionally make a discriminatory comment that an American colleague finds offensive, which could lead to internal complaints, or even legal actions for discrimination or harassment. Cases have occurred where inappropriate remarks or cultural practices, such as questioning a colleague’s sexual orientation or making assumptions about retirement ages based on cultural norms, heightened the risk of legal claims.
Moreover, behaviors considered acceptable in one culture, such as greeting people with hugs or kisses, can make U.S. employees uncomfortable, thereby increasing the risk of sexual harassment allegations. Additionally, an American worker might feel marginalized if their preferred pronouns are not respected by Eastern European colleagues, which could also risk claims related to gender identity.
Given these complexities, training international teams on U.S. DEI sensitivities is essential. To address this need, a training taskforce has been established by Littler, consisting of attorneys who were raised outside the U.S. but understand the American legal landscape and workplace dynamics. They provide training to help non-U.S. teams navigate these differences effectively, ensuring a more harmonious and legally sound work environment across cultures.