At the Society for Human Resource Management’s 2023 Inclusion conference, a session on hiring and retaining refugees expanded into a cultural competency discussion.
The session featured the work experiences of a diverse array of stakeholders: an exec at a multinational hotel, a chief education officer at a language upskilling company and a senior director of a nonprofit that support refugees.
During the Q&A session, one SHRM attendee asked whether workers’ rights were also included in conversations that acclimated refugees to the American workplace. Patty Cousins, global officer of HR operations and partnerships at Marriott International, told the audience that from “day one of [Marriott’s] orientation,” the principle of “fair treatment” is emphasized.
“If they feel as if they've been mistreated in some way in the workplace, there's essentially a toll-free number that they can call,” she said, adding that the hotline operator will be “above property” — not at the hotel. The person who fields the call can also tap in a translator to assist.
Valerie Wasielewski, director of Chobani’s people team, noted that anti-harassment training is mandated in New York state, where she works. Meanwhile, Annie Fenton, senior director at Afghan refugee support nonprofit Welcome.US, said the U.S. Department of Justice has robust immigrant employee rights resources online.
“They're also a great resource for employers, so please don't be scared of them,” she added.
Another SHRM attendee question added another dimension to this conversation; the HR professional said they’re experiencing challenges with South Asian and Southeast Asian employees across the diaspora. “They have a different understanding of what it means to respect their direct supervisor in the workplace. So when it comes to accessing an opportunity to report a supervisor, it's counter-culture for them,” the attendee said. “That's what's been shared with me.”
Cousins’ advice? Let workers know that their voice is valued.
“Make sure that they see that there are outcomes for the reports that are made. If they feel like it goes into a vacuum and nothing happens, they're going to tell their friends, ‘Nothing happens when you report it, so don't bother,’” Cousins said.
“One of the things that we've done to level the playing field — in terms of cultural understanding — is a program we call ‘Living Our Core Values.’ We talk about the importance of a ‘speak up’ culture, that everybody is accountable for respect and inclusion,” Cousins said. This annual training is led by general managers. “It's that tone from the top that helps,” she said.
