fostering belonging: a guide for hospital leaders to support a multicultural workforce.

Invest in ongoing cultural competence training for all staff. This training should go beyond surface-level understanding, delving into communication styles, cultural nuances in healthcare beliefs, and unconscious biases. Encourage open dialogue and create safe spaces for employees to share their experiences and perspectives. Leaders should model culturally sensitive behaviour and demonstrate a genuine commitment to learning and understanding diverse backgrounds.

Language barriers can be a significant source of stress and misunderstanding. Implement robust language support systems, including access to professional interpreters for complex patient interactions and internal communications. Consider offering English language proficiency programs or support for team members whose first language is not English. Ensure important hospital policies, procedures, and training materials are available in a clear, accessible format.

Belonging is fundamental to employee wellbeing and retention. Create an environment where every employee feels valued, respected, and psychologically safe to express themselves without fear of judgment or discrimination. This can be achieved through:

• Mentorship Programs: Pair new employees from diverse backgrounds with experienced mentors who can provide guidance and help them navigate the hospital culture.
• Employee Resource Groups (ERGs): Support the formation of ERGs based on cultural identity, shared interests, or professional development. These groups can provide a sense of community, facilitate networking, and offer valuable insights to leadership.
• Inclusive Onboarding: Design onboarding processes that specifically address the needs of multicultural employees, providing clear information about workplace culture, expectations, and available support systems.
• Celebrate Diversity: Acknowledge and celebrate cultural holidays, traditions, and achievements within the hospital through internal communications, events, or cultural showcases. Recognise events that celebrate diversity such as Harmony Day.
• Address Discrimination and Bias Proactively: Establish clear policies and reporting mechanisms for discrimination, harassment, and bullying. Ensure that these policies are well-communicated, and employees feel confident that their concerns will be taken seriously and fairly addressed.. Leaders must lead by example, demonstrating zero tolerance for discriminatory behavior and actively promoting an equitable workplace culture.
• Provide Flexible and Supportive Work Environments: Recognise that employees from diverse backgrounds may have unique needs related to family responsibilities, religious observances, or cultural practices. Where possible, offer flexible work arrangements, consider cultural and religious leave requests, and provide facilities that accommodate diverse needs (e.g., prayer rooms).

Encourage managers and team leaders to initiate conversations with their multicultural staff, creating a safe space for them to talk about their well-being.

Ensure that employees are aware of and have easy access to mental health resources, counselling services, and employee assistance programs, with information available in multiple languages.

Share personal stories (where appropriate) about the importance of mental wellbeing and seeking support.