Accommodating cultural differences in the workplace dating by olympiads
For example, an employee may feel that sexual orientation or a hidden disability cannot be revealed due to fear of reprisals.
This type of ‘closed’ environment can significantly impact an individual’s involvement in the organization, potentially resulting in low staff morale, increased absenteeism, decreased productivity and retention difficulties.
When a person presents as a male, use masculine references (he, him, his). The list below outlines some additional practices for supporting a transgendered employee through the transitioning stage: Local advocacy groups and organizations that provide services to people with disabilities or websites for national organizations (like the Canadian National Institute for the Blind or Canadian Mental Health Association) can also provide helpful resources about understanding or accommodating specific disabilities.
Supporting a transitioning employee When a transgendered person presents as a female, use feminine references (she, her, hers).
Below are some common areas that exemplify how cultural differences impact how people work and interact with each other.
There are many local training providers, as well as on-line training resources that include video series, webinars and facilitated on-line courses.
Diversity in the Workplace provides news, views, webinars, best practices, and how-to information to organizations.
Mentoring can be an important way to integrate, develop and retain employees.