Today’s business needs are more complex than in years past, in part because we live in such a complex world. It used to be that different nations and cultures lived in geographically different areas, but in this postmodern, globalized economy reeling from the effects of climate change and geopolitical conflicts, refugee displacement has made cultural borders more relative and permeable than ever before.
This leads us to the question of how business and community leaders should approach the refugee crisis currently facing so many people who are dealing with war, violence, famine, and drought. How can we approach issues of workplace communication, emotional intelligence, and corporate social responsibility in light of our shared responsibility as civilized global citizens? We can start from a place of mutual respect, empathy, and the wisdom to recognize the benefits and assets that refugees bring to the table.
The concept of emotional intelligence has garnered a substantial amount of interest, as of late. Most notably, IQ tests have proven to be less effective in predicting success in the business world and office-based workplaces. Rather, interpersonal and intrapersonal intelligence have gotten a lot of attention as two specific types of aptitudes as coined by Howard Gardner as part of his theory of multiple intelligences. Garner defines interpersonal intelligence as “detecting and responding to others’ moods, motivations, desires,” and he defines intrapersonal intelligence as “being self-aware and attuned with values, beliefs, and thinking.”
Emotional intelligence is increasing pertinence in the modern workplace, especially when recruiting from a diverse pool of candidates who may hail from different cultures or geographic regions. Some candidates may not be native English speakers, either. In these cases, it’s especially important to pay attention to the whole person, rather than basing one’s assessment on more traditional measurement tools like IQ tests or language fluency. Instead, recent immigrants or refugees may be highly skilled at body language, conflict resolution, translation, agriculture, or other subsistence-related skills.
For an example of overall wellness, the higher one’s level of emotional intelligence, the better one is able to cope with post-traumatic stress—which is extremely prevalent among many refugees, veterans, and people from economically disadvantaged backgrounds. People from refugee backgrounds could assist companies by serving as a liaison between recent immigrants in need of comprehensive mental health treatment and companies in search of new talent with diverse language skills.
Of course, we must all be mentally and emotionally healthy in order to lead successful, productive lives. More than most, refugees are often coming out of highly stressful and war-torn living situations, so it’s of the utmost importance that all employees and their families have access to comprehensive mental health resources that include long-term psychotherapy, screening, treatment, and psychoactive medications—if necessary and applicable.
However, the United Nations High Commissioner for Refugees’ Pieter Ventevogel argues that many refugees are surprisingly resilient and, as a result, they shouldn’t be described as ‘traumatized,’ since this isn’t necessarily the case. It’s more accurate to say that refugees cope with a great deal of adversity in the form of relocation and separation from friends, family, and community members. Because this initial reintegration into society takes so much time and effort, human resource managers do a great service by recruiting recent immigrants.
Corporate Social Responsibility
Diversity in the workplace benefits not only immigrant and refugee communities but a company’s bottom line as well. According to Ohio University, a diverse workforce has many advantages, including increased problem solving, creativity, recruitment, retention, and productivity. Competencies that build diversity within organizations include communication, cultural self-awareness, knowledge of differences and culture, institutionalizing cultural knowledge, and adapting to diversity. HR managers seeking to increase diversity may consider making diversity part of the organization’s mission, involving all employees in diversity initiatives, and evaluating the current workforce and executive team.
Despite recent spates of reactionary nationalism and fear-mongering among alt-right extremists, there have been a number of companies that have come forth in support of refugees and immigrants, including executive leadership from Apple, Starbucks, and Chobani. For example, Starbucks CEO Howard Schultz pledged to hire 10,000 refugees over the next five years, worldwide. For Chobani’s founder and CEO, Hamdi Ulukaya, corporate social responsibility in the form of progressive hiring practices extends to his profit-sharing policies as well—proving that good CSR translates to good PR, as well.
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Refugees have a great deal to offer the modern workplace: empathy, emotional intelligence, dual language skills, and the ability to help make the world a more connected, global, and modern place—one company or organization at a time.
How are businesses in your network and community reaching out to recent refugees? Share your experiences and thoughts in the comments section, below.