U.S. workers exhibit a higher sensitivity to Diversity, Equity, and Inclusion (DEI) issues compared to their global counterparts. This disparity raises important considerations for employers managing both U.S. and international workforces.
Non-U.S. employees, particularly in regions like Asia and Latin America, frequently engage with colleagues, customers, and partners in the United States through various communication methods such as Zoom, phone calls, emails, and face-to-face meetings. These interactions can become complicated due to differing cultural sensitivities. In the U.S., DEI has gained significant importance, leading to a heightened awareness among American employees regarding the rights of women, LGBTQ+ individuals, minority ethnic groups, and other diverse communities.
It is critical for non-U.S. workers to grasp these sensitivities to avoid unintentionally offending their American counterparts. Failing to do so can impact workplace morale and may introduce legal risks in the U.S. A remark made by a non-U.S. employee that an American colleague perceives as discriminatory could trigger an internal complaint or result in a formal discrimination or harassment claim with U.S. authorities.
Examples of potentially risky interactions are increasingly commonplace. For instance, an employee from the Asia-Pacific region was overheard questioning whether an American manager on a Zoom call was “gay,” a comment that could lead to claims of sexual orientation discrimination or harassment. In another case, an employee from a country with a mandated retirement age suggested that older workers should step down, which raises the specter of age discrimination claims. Similarly, a Brazilian employee might attempt to greet American colleagues with a hug and cheek kiss—a culturally acceptable gesture in Brazil—potentially making U.S. workers, especially women, uncomfortable and leading to sexual harassment concerns.
Additionally, a U.S. employee noted that their Eastern European colleagues seemed hesitant to use their preferred pronoun “they.” It remains uncertain if this was a conscious choice or a result of language barriers, but it highlights the risk of gender identity discrimination claims.
As a response to these challenges, training non-U.S. employees on the nuances of U.S. DEI sensitivities is vital. Organizations like Littler have established training initiatives led by attorneys who, while raised outside the U.S., possess experience practicing law within the U.S. They specialize in educating non-American workforces about the varying sensitivities of their U.S. colleagues, clients, and partners. This training is essential for navigating the complexities of cross-cultural employment relations effectively.