Co-Cultural Differences in the Workplace

Co-cultural, also called "subcultural," differences in the workplace can enhance a company. According to Daniel Chand, of Illinois State University, a co-culture is a group that includes religious or ethnic minorities. These differences, despite some of the roadblocks they may pose, can benefit a company by increasing the diversity within its internal culture, as well as meeting cross-cultural demands in the market, according to a 2008 essay posted at the University of Florida website.

Co-Culture Types

Essay writers Kelli Green, Mayra López, Allen Wysocki and Karl Kepner write that those who belong to a co-culture may also be classified as a minority. These individuals can include people from different countries, sexual minorities, those under the age of 21 or over 50, non-Caucasians and women. Co-cultures can also include people who practice a religion other than Christianity and individuals who come from a different socioeconomic status than the dominant culture.

Benefits of Co-Cultural Differences

A business that includes employees from co-cultures may find growing opportunities to work in international markets, a positive public image and an increase in employee productivity. Employees from different backgrounds can add to the competency of their teams or company as a whole because they are able to reach out to current and prospective clients in a co-culture, speak their language and build rapport. Moreover, differing cultural experiences can lead to company innovations and schools of thought, which can strengthen a company.

Co-Cultural Communication Challenges

In a 1994 article for "ERIC Digest," Bettina A. Lankard states that co-cultural differences can lead to challenges in communication at the workplace. These challenges arise because each co-cultural group has had a different upbringing and may have differing belief systems, values and assumptions when interpreting nonverbal cues and attitudes. According to Lankard, an employee may develop a theory about the meaning of a message she receives based on her cultural patterns, and it could cause conflict in the workplace.

For example, it may be normal for Americans to see others sitting with their legs crossed. However, in some Asian countries, an individual may find it offensive if a person points a foot toward her, which could happen when someone sits with his legs crossed. In addition to the interpretation of body language, communication differences can also include the order in which an individual speaks, tones of voice used and perceptions based on stereotypes. In the workplace, training that teaches about cross-cultural communication can help employees be more sensitive to and understanding of communication differences.

Roadblocks from Co-Cultural Differences

In addition to communication problems, having co-cultural differences in the workplace doesn't eliminate stereotypes, and these stereotypes can lead to miscommunication, resistance to cooperation and conflict. Harassment, disrespect, segregation, discrimination and a reluctance to change are other possible problems. The willingness to learn and listen on the part of both the dominant and co-dominant cultures can help remove debilitating roadblocks in the workplace.

References

• University of Florida; Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools; Kelli A. Green, Mayra López, Allen Wysocki and Karl Kepner; October 2008
• ERIC Digest; Cultural Diversity and Teamwork; Bettina A. Lankard; 1994
• The Multicultural Advantage; Diversity in the Workplace: Benefits, Challenges and Solutions; Josh Greenberg
• Illinois State University; Co-Cultural Theory; Daniel Chand; 2003