Final project results
Goal of the project
Studying the perceptions of, interest in, and available tools for
interculturality in the workplace th...
9 participating countries in 4 regions:
The south of Europe (8) : Greece, Spain, Italy,
Croatia, Malta, Portugal, Slovenia...
1. Desk research
Importance of interculturality
In all participating countries, a significant part of the
population is of foreign origin
*...
Challenges
Companies generally prefer to hire indigenous workers, as
those of foreign origin face certain prejudices.
The ...
Solutions
• Diversity charters signed by companies who pledge to
strengthen diversity management (in France, Germany,
Belg...
SME’s versus large corporations
• More attention from large international companies (who
have transnational projects), oft...
Education on interculturality
• In each of the participating countries, many courses or
educational tools are available, d...
2. Quantitative
research
Personal records
• 421 respondents
• Some imbalance between regions because of the
number of participating countries in ea...
Intercultural statements
The questions deal with among others:
• The concept of dealing with time (Q1 – 6)
• Friendliness ...
The intercultural momentum: South
2. Quantitative research
South (%yes)
South East West North
Q1 27.8 19.0 54.8 66.7
Q2 33...
The intercultural momentum: North
2. Quantitative research
• Respondents consider themselves
to be most efficient and
prof...
The intercultural momentum: West
2. Quantitative research
• Respondents have similar opinions
about the South and East: le...
The intercultural momentum: East
2. Quantitative research
• Respondents believe the South to
be similar to their own regio...
The intercultural momentum: conclusions
• The general preconceptions about each of these regions
are confirmed in this stu...
Intercultural statements
Each of the statements corresponds to a stage of the
Developmental Model of Intercultural Sensiti...
Intercultural statements
• Denial: 6.8%, twice as popular in over-fifties than in
other age groups. Significantly more fre...
Intercultural statements
• Minimization: 22.1%, the most popular answer in the
North (36.4%) with a frequency more or less...
Intercultural statements
• Adaptation: 24.8%, respondents from the South (28%)
and West (29%) are most willing to adapt.
T...
Intercultural competences
An overall score for each competence was calculated by
attributing points for each time a compet...
Intercultural competences
The same competences are viewed as important in dealing
with other cultures throughout the Europ...
Intercultural competences in your company
2. Quantitative research
% in agreement
All East South West North
Is there any k...
3. Qualitative research
Interviews with 10-12 HR managers or CEO’s
per country to elaborate on the survey results
• Investigating motives behind t...
DMIS response
• No predominant response in UK and Greece
• Other countries were mostly ethno-relative
(acceptance, adaptat...
Motives
Minimization: the reasons given were more indicative of
acceptance or even adaptation
Only a small minority of res...
Benefits
In all participating countries:
• Better teamwork
• Higher quality-of-work
Followed by the less-frequent answers:...
Interest in external expertise for assessing
intercultural competence development
Reasonable interest in most participatin...
4. General conclusions
4. General conclusions
• All regions have to cope with increasing amounts of
workers with a foreign origin
• Current measu...
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EILEEN: final project results

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EILEEN: final project results

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EILEEN: final project results

  1. 1. Final project results
  2. 2. Goal of the project Studying the perceptions of, interest in, and available tools for interculturality in the workplace throughout Europe Methods • Desk research • Quantitative research (surveys) • Qualitative research (interviews) Introduction
  3. 3. 9 participating countries in 4 regions: The south of Europe (8) : Greece, Spain, Italy, Croatia, Malta, Portugal, Slovenia, Cyprus. The east of Europe (6): Bulgaria, Hungary, Poland, Romania, Slovakia, Czech Republic. The west of Europe (6) Belgium, Germany, France, Luxembourg, Netherlands, Austria. The north of Europe (8) Ireland, United Kingdom Finland Denmark Sweden, Estonia, Latvia, Lithuania. Introduction
  4. 4. 1. Desk research
  5. 5. Importance of interculturality In all participating countries, a significant part of the population is of foreign origin *no data for Bulgaria and Portugal included in the desk research Only Spain reports to have become a predominantly emigrant country due to the economic crisis 1. Desk research 00% 05% 10% 15% 20% 25% 30% Italy Germany France UK Spain Belgium Greece % of (active) population of foreign origin
  6. 6. Challenges Companies generally prefer to hire indigenous workers, as those of foreign origin face certain prejudices. The perceived barriers-to-entry in the labor market are • Insufficient language skills • Insufficient education or the foreign degree is not acknowledged This leads to high unemployment or employment beneath their education level (unskilled labor) Exception: Welcome culture in Germany, active approach to attract highly skilled foreigners 1. Desk research
  7. 7. Solutions • Diversity charters signed by companies who pledge to strengthen diversity management (in France, Germany, Belgium,…) • Diversity labels awarded by the government to companies who can prove their exemplary conduct in non-discrimination (in France, Portugal,…) • Use of (inter)cultural mediators or mentorship programs to optimize communication and facilitate access to public and private services • Company initiatives: few examples, such as language courses, specific tools or comprehensive programs for the development of intercultural competences 1. Desk research
  8. 8. SME’s versus large corporations • More attention from large international companies (who have transnational projects), often under the umbrella of diversity and equality • SME’s are less involved, except those working on EU funded projects or those hiring technical profiles for manual labor Most companies don’t have tools to measure intercultural competences 1. Desk research
  9. 9. Education on interculturality • In each of the participating countries, many courses or educational tools are available, developed by universities or commercial organizations • Many commercial tools to measure intercultural competences are also reported, but they are often considered poorly constructed and lacking in rigorous development and evaluation 1. Desk research
  10. 10. 2. Quantitative research
  11. 11. Personal records • 421 respondents • Some imbalance between regions because of the number of participating countries in each region: East (Bulgaria, 9.7%) North (UK, 8.6%) West (Belgium, Germany, France, 39.9%) South (Greece, Spain, Italy, Portugal, 39.7%) • 60/40 balance between women and men • Good balance in terms of age (27.8% under 35, 39.7% 35 to 50, 32.5% over 50) 2. Quantitative research
  12. 12. Intercultural statements The questions deal with among others: • The concept of dealing with time (Q1 – 6) • Friendliness and hospitability (Q7 – 10) • The willingness to negotiate (Q11 – 12) • The differences in leadership (Q13 – 15) • The openness to other cultures (Q16 – 23) 2. Quantitative research
  13. 13. The intercultural momentum: South 2. Quantitative research South (%yes) South East West North Q1 27.8 19.0 54.8 66.7 Q2 33.3 27.8 57.9 57.1 Q3 35.7 18.3 34.1 42.1 Q4 47.6 30.2 47.6 36.5 Q5 39.7 17.5 32.5 36.5 Q6 23.8 23.0 28.6 27.8 Q7 64.3 31.7 15.9 15.9 Q8 63.5 29.4 28.6 25.4 Q9 68.3 26.2 11.9 10.3 Q10 57.1 44.4 28.6 27.0 Q11 27.8 16.7 30.2 24.6 Q12 11.1 8.7 42.9 29.4 Q13 34.1 21.4 29.4 21.4 Q14 34.1 22.2 48.4 61.1 Q15 29.4 10.3 24.6 36.5 Q16 11.1 16.7 11.9 7.9 Q17 8.7 13.5 20.6 18.3 Q18 28.6 20.6 27.0 24.6 Q19 27.0 19.8 42.9 43.7 Q20 15.9 17.5 33.3 29.4 Q21 31.0 16.7 34.1 49.2 Q22 46.0 28.6 15.1 16.7 Q23 55.6 41.3 36.5 42.9 • Respondents consider themselves very open and hospitable • Have a culture of compromise and aren’t dominant in meetings • Have a generally negative opinion about the East, being somewhat hospitable but very unprofessional • Have similar preconceptions about the West and North: good at dealing with time but less open and sociable
  14. 14. The intercultural momentum: North 2. Quantitative research • Respondents consider themselves to be most efficient and professional but also least willing to compromise • See the West as similar to themselves but less positive overall • Consider the South hospitable and with good listening skills but less efficient and with less equality and freedom • Associate the East with the same stereotypes but less outspoken North (%yes) South East West North Q1 28.3 34.8 47.8 63.0 Q2 19.6 34.8 43.5 60.9 Q3 26.1 32.6 39.1 56.5 Q4 39.1 39.1 37.0 52.2 Q5 19.6 23.9 32.6 45.7 Q6 21.7 28.3 21.7 34.8 Q7 34.8 37.0 23.9 26.1 Q8 39.1 39.1 28.3 39.1 Q9 41.3 41.3 26.1 30.4 Q10 37.0 41.3 37.0 39.1 Q11 23.9 32.6 34.8 37.0 Q12 13.0 26.1 34.8 52.2 Q13 23.9 32.6 26.1 32.6 Q14 19.6 30.4 41.3 50.0 Q15 17.4 28.3 28.3 50.0 Q16 23.9 26.1 10.9 19.6 Q17 23.9 23.9 17.4 17.4 Q18 26.1 39.1 17.4 28.3 Q19 23.9 30.4 30.4 43.5 Q20 26.1 34.8 34.8 43.5 Q21 23.9 30.4 30.4 47.8 Q22 21.7 34.8 23.9 30.4 Q23 32.6 39.1 34.8 41.3
  15. 15. The intercultural momentum: West 2. Quantitative research • Respondents have similar opinions about the South and East: less professionalism, gender equality and especially in the South more hospitable • The North is considered similar to their own region but with lower scores for professionalism and dominance West (%yes) South East West North Q1 17.4 17.4 60.6 48.6 Q2 15.6 22.0 59.6 50.5 Q3 8.3 11.0 53.2 37.6 Q4 31.2 29.4 38.5 37.6 Q5 15.6 14.7 37.6 27.5 Q6 22.9 16.5 21.1 16.5 Q7 43.1 26.6 24.8 21.1 Q8 29.4 20.2 32.1 23.9 Q9 46.8 28.4 16.5 11.9 Q10 39.4 32.1 42.2 29.4 Q11 16.5 11.9 27.5 20.2 Q12 10.1 8.3 36.7 24.8 Q13 33.0 28.4 12.8 7.3 Q14 12.8 17.4 39.4 53.2 Q15 14.7 7.3 44.0 44.0 Q16 8.3 14.7 10.1 7.3 Q17 5.5 11.9 11.0 9.2 Q18 11.0 22.0 23.9 17.4 Q19 10.1 13.8 39.4 34.9 Q20 25.7 28.4 24.8 25.7 Q21 12.8 7.3 41.3 39.4 Q22 22.0 22.0 22.0 19.3 Q23 25.7 25.7 33.9 27.5
  16. 16. The intercultural momentum: East 2. Quantitative research • Respondents believe the South to be similar to their own region, but with lower scores for professionalism and dealing with time • Hold the same general ideas about the North and West as the other regions • Consider it their own nature to attempt to make a quick profit East (%yes) South East West North Q1 14.0 27.9 60.5 48.8 Q2 7.0 27.9 62.8 60.5 Q3 16.3 27.9 44.2 39.5 Q4 27.9 30.2 48.8 39.5 Q5 30.2 41.9 44.2 32.6 Q6 34.9 34.9 20.9 16.3 Q7 58.1 55.8 14.0 2.3 Q8 48.8 48.8 34.9 18.6 Q9 48.8 44.2 18.6 4.7 Q10 39.5 60.5 41.9 25.6 Q11 25.6 25.6 34.9 30.2 Q12 25.6 23.3 48.8 18.6 Q13 32.6 48.8 11.6 7.0 Q14 20.9 34.9 46.5 48.8 Q15 23.3 32.6 27.9 34.9 Q16 25.6 25.6 20.9 16.3 Q17 7.0 16.3 18.6 23.3 Q18 39.5 51.2 16.3 9.3 Q19 16.3 14.0 53.5 44.2 Q20 18.6 23.3 37.2 30.2 Q21 9.3 18.6 53.5 51.2 Q22 27.9 32.6 46.5 25.6 Q23 25.6 27.9 30.2 32.6
  17. 17. The intercultural momentum: conclusions • The general preconceptions about each of these regions are confirmed in this study, even within the regions themselves • Within these preconceptions, each region feels they follow the same stereotype as their counterpart (N/W and S/E), but with a more positive perception 2. Quantitative research
  18. 18. Intercultural statements Each of the statements corresponds to a stage of the Developmental Model of Intercultural Sensitivity: S1: Denial S2: Defense S3: Minimization S4: Acceptance S5: Adaptation 2. Quantitative research
  19. 19. Intercultural statements • Denial: 6.8%, twice as popular in over-fifties than in other age groups. Significantly more frequent in the North than in other regions, nearly absent in the West • Defense: 2.3%, most frequent in the East. In regards to age, 35-50 year olds are significantly less culturally defensive 2. Quantitative research
  20. 20. Intercultural statements • Minimization: 22.1%, the most popular answer in the North (36.4%) with a frequency more or less double than in other regions. No differences between age groups • Acceptance: 44%, the most popular in all other regions. No differences between age groups 2. Quantitative research
  21. 21. Intercultural statements • Adaptation: 24.8%, respondents from the South (28%) and West (29%) are most willing to adapt. This corresponds to the willingness to compromise of the South observed in the intercultural momentum and conflicts with the preconceptions observed about the West 2. Quantitative research
  22. 22. Intercultural competences An overall score for each competence was calculated by attributing points for each time a competence was ranked first (5pts) to fifth (1 pt) 2. Quantitative research Competence Score Open mindedness 680 Active listening 550 Understanding diversity 502 Flexibility 394 Teamwork 286 Empathy 285 Intellectual curiosity 283 Reflection about own business etiquette (self-awareness, self-reflection) 215 Eager to learn 160 Networking 159 Creativity 127 Negotiation 117 Intergenerational learning competence 111 Conflict resolution 105 Motivating others 93 Understanding boundaries 85 Modesty 65 Autonomy 52 Appropriate communication and acting 0 Self-reflection 0
  23. 23. Intercultural competences The same competences are viewed as important in dealing with other cultures throughout the European regions 2. Quantitative research 0 2 4 6 8 10 12 14 16 18 20 Rank Competence West South North East
  24. 24. Intercultural competences in your company 2. Quantitative research % in agreement All East South West North Is there any kind of (individual) intercultural competence evaluation of employees/colleagues in your company? 18.4 19 19.6 19.6 11.9 Have you come across any standardized tool or validation technique to evaluate cultural competences? 12.6 11.1 13.1 15.2 7.1 Are you interested in trainings in intercultural competences for your company? 63.5 58.3 73.8 66.3 35.7 Are you interested in a standardized tool for assessing intercultural competence development for your company? 65 50 78.5 67.4 38.1 Would you be interested to participate in an in depth interview about the advantages of intercultural competences in companies? 50 44.4 60.7 53.2 21.4
  25. 25. 3. Qualitative research
  26. 26. Interviews with 10-12 HR managers or CEO’s per country to elaborate on the survey results • Investigating motives behind the DMIS responses • Indentifying perceived benefits • Determining interest in external expertise for assessing intercultural competences 3. Qualitative research
  27. 27. DMIS response • No predominant response in UK and Greece • Other countries were mostly ethno-relative (acceptance, adaptation and minimization) with a large preference for acceptance Motives Adaptation: most suitable when going abroad, but often seen as a step too far. It is important to maintain your individual personality for credibility Not seen as suitable in France or Greece as adaptation is counterproductive to integration and it is the responsibility of others to adapt 3. Qualitative research
  28. 28. Motives Minimization: the reasons given were more indicative of acceptance or even adaptation Only a small minority of respondents in each region showed an ethno-centric response (defense or denial) Their most prominent reason for this type of response is the priority of common goals inherent to the project over personal or cultural differences 3. Qualitative research
  29. 29. Benefits In all participating countries: • Better teamwork • Higher quality-of-work Followed by the less-frequent answers: • Economic benefits / higher profits • Career development 3. Qualitative research
  30. 30. Interest in external expertise for assessing intercultural competence development Reasonable interest in most participating countries (~50%) Most participants preferred: • A (short) training or workshop • A combination of external and self-assessment tools for competence development 3. Qualitative research
  31. 31. 4. General conclusions
  32. 32. 4. General conclusions • All regions have to cope with increasing amounts of workers with a foreign origin • Current measures do not always target the most vulnerable group (unskilled workers) • Stereotypes of cultural differences between European regions are still present • The general attitude towards interculturality throughout Europe is acceptance • Practical solutions to everyday problems exist, but a standardised tool for the measurement and validation of intercultural competences is lacking • The interest in such a tool is high, preferably in the form of intercultural training or workshops, or the combination of external and self-assessment tools for competence development

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