Supporting Inclusion: Line Managers in Cross-Cultural Workplace Dev

This essay explores the crucial role of line managers in fostering inclusive working practices within cross-cultural workplaces, emphasizing the importance of belongingness and equal treatment for employees. It highlights how line managers can support teamwork, collaboration, and team spirit to create a sense of belonging among diverse employees, using examples like TESCO to illustrate these practices. The essay further discusses how an inclusive culture enhances innovation and creativity in multicultural teams by leveraging the diverse skills and knowledge of employees, citing Google as an example of a company that thrives on its inclusive environment. Ultimately, it argues that line managers must facilitate coordination and collaboration among individuals from different cultures, ensuring equal treatment to maximize creativity and productivity in cross-cultural settings.

How line managers
can support the
development of
inclusive working
practices in cross
cultural workplaces

How line managers can support the development of inclusive working practices in cross cultural
workplaces
For a successful business it is essential that employees feel belonged and connected to the
organisation. According to a study, the employees who have sense of belongingness can give
better productivity to the organisation (Williamson, Colley, and Foley, 2020). This requires
development of inclusive working practices in a workplace where there are so many employees
employed with different cultures. Inclusive working practices includes a practice of creation of
an inclusive workplace where all the people of different cultures are respected and treated
equally. An inclusive culture requires to value and welcome all the people with various
disabilities either visible or invisible. Line managers plays an important role in this aspect as they
are the people who are mostly and closely connected with the employees in the workplace. Line
managers are those managers in an organisation who are responsible to oversee the employees
(The role of line managers in creating an inclusive culture, 2020). They are also responsible to
manage the operations of business and provide report of all the operation to the higher ranking
manager in the company. As they played the most responsible role in a company and are closely
connected with the employees they need to take various initiative to create an inclusive working
environment in a cross cultural workplace. The first role of line managers to support the
inclusive culture is to treat all the employees equally in the company (Romani, Boussebaa, and
Jackson, 2020). The line manager is responsible for the treatment which has been provided to the
employees and to manage the cross cultural workplace a line manager is require to provide equal
treatment to all the employees and also provide equal growth opportunities to them. Line
manager is also responsible to create effective teams and develop team spirit among the
employees (Lippel, and Cox, 2021). The support of line manager to the team work and
collaboration among employees will also an essential step to create and develop an effective
inclusive working practices. Taking an example of TESCO, the company is currently working in
so many countries and requires to follow an inclusive working practices due to their cross
cultural workplace. The line managers of TESCO are provided proper education regarding the
importance and creation of inclusive working culture. They take essential steps like treating the
employees equally and provide all the employees equal growth opportunities, give proper
support to the team work and collaboration, develop team spirit in employees that develops a
sense of belongingness in them.

How Inclusive culture can result in increased innovation and creativity in multicultural Teams.
An inclusive culture is very necessary for an organisation as it helps them to enhance
their creativity (Khan, and Hall, 2020). People from various cultures have different capabilities
and skills that can be proven to be beneficial for the company if enhanced. An inclusive working
practice helps a company to motivate their employees so that they can give their best for the
company. Motivated employees use their all efforts in the work and use their creative minds for
the development of the company in the market. The effective teams of people who belongs to
various cultures come together to give their best with variety of skills and knowledge. It gives
birth to the new and innovative ideas in the company and creativity can be shown in the offering
of the company. Taking an example of TESCO, the inclusive culture in the company helps their
employees to learn new ways to doing things as it can be different in different companies. Their
motivated employees helps the company to found new and better ways to develop themselves.
The best example which can be considered for the innovation in the company due to their
inclusive culture is the Google. Their inclusive culture helps the company to develop a great
products. The employees of the company are able to provide effective products because they
have good working environment and their team work makes the project successful. Sunder
Pichai CEO of Google also belong to different culture but became CEO of the company and
provide a great success to them due to their inclusive culture. Similarly, the adaptation of
inclusive working practices in a company can help line manager to develop the innovative and
creative minds of their employees and employees can be able to work effectively from free
minds. Line manager is require to bound the people of different cultures in a group with better
coordination and collaboration with equal treatment to increase creativity in a cross-cultural
workplaces (Moore, and Mahadevan, 2020).

REFERNCES:
Books and Journals:
Khan, R. and Hall, B., 2020. Harmful Traditional Practices in the Workplace: Guidance for Best
Practice.
Lippel, K. and Cox, R., 2021. Regulation as intervention: how regulatory design can affect
practices and behaviours in the workplace. Dignity and Inclusion at Work, pp.209-230.
Moore, F. and Mahadevan, J., 2020. Ethnography and cross-cultural management. The SAGE
handbook of crosscultural management, pp.127-140.
Romani, L., Boussebaa, M. and Jackson, T., 2020. Critical perspectives on cross-cultural
management. The SAGE Handbook of Contemporary Cross-Cultural Management,
p.51.
Williamson, S., Colley, L. and Foley, M., 2020. Human resource devolution, decoupling and
incoherence: How line managers manage gender equality reforms. Public Management
Review, 22(10), pp.1560-1578.
Online
The role of line managers in creating an inclusive culture, 2020. [Online] Available Through:
<https://diversityproject.com/resource/role-line-managers-creating-inclusive-culture>