How leaders can contribute to minority immigrants' in the workplace

A topic still open for consideration by scientists and practitioners in organizations is how to recruit and retain immigrant minority workers across different industries. In 2017, immigrants accounted for 17% of the total civilian labor force in the United States, mainly providing work in private households, manufacturing, and agriculture (Passel & Cohn, 2016; 2019). In the US, the top countries most immigrants are initially from include China, India, Mexico, and the Philippines (Esterline & Batalova, 2022). Likewise, in 2022, the US government provided temporary protection to 475,000 refugees only from the Democratic Republic of the Congo, Burma, Ukraine, Eritrea, and Afghanistan. According to The Immigration Policy Institute, 11 million unauthorized immigrants live in the US, mainly providing work in private households, manufacturing, and agriculture (Passel & Cohn, 2016; 2019).

With immigration increasing worldwide, leaders of organizations need to seriously consider the opportunity this presents to identify and hire diverse talent, potentially increasing creativity and incurring effective organizational change through social capital and positive multicultural relations at work (Fang et al., 2022). However, organizational leaders must also consider the challenges and implications of working with this minority workforce. For example, some of these workers may encounter work restrictions considering their visa and legal status in the country, language barriers, and lack of access to skills development (Madera et al., 2014). Finally, the adjustment process of new individuals and their families learn and adopt a new culture by assimilating the new language, values, beliefs, attitudes, and behaviors (Ward & Geeraert, 2016). As highlighted by Goebert (2009), researchers generally agree that minorities face multiple stressors, including acculturative stress, financial strain, and access to poor community resources, which can decrease their well-being. This paper aims to describe everyday stressors that minority immigrants in the United States encounter while adjusting to their environment and provide guidance to increase talent attraction, stop attrition, and increase support for minority immigrants in the workplace.

What is acculturative stress?

Acculturative stress emerges when psychological, somatic, and social difficulties arise during acculturation. Some factors contributing to acculturative stress are: an incongruence of cultural values and practices, language barriers, and intolerance to accept cultural diversity (Ward & Geeraert, 2016). Because minority immigrants experience a life readjustment during the acculturalization process, building resilience heavily relies on collective community identity, proximity to cultural values, and immigration acceptance (Kwong et al., 2015; Youngman & Kushnirovich, 2020). For instance, researchers identified that the most significant determinants for healthy adjustment to long-term stress during the acculturalization process are: dispositional attributes (such as personality traits, values and beliefs, emotional intelligence), family support, group cohesion, and external support network (Friborg et al., 2003). 

Is there better access to resources in first-world countries?

Compared to U.S.-born citizens, immigrants are at a high risk of being unaware of available and often essential community resources such as healthcare services, childcare assistance, and family violence prevention and protection resources (Yu, 2005). Information about these and other services is one of the main basic needs of minority immigrantswhile getting established in a new setting. For some immigrants, particularly in urban areas, being surrounded by familiar sights intrinsic to their cultures (e.g., familiar food and drink) can be reassuring by offering continuity and transition into a new culture (Matt, 2007). According to Maslow's Hierarchy of Needs (Maslow, 1943), basic needs like food, water, rest, safety, and security are essential to achieving self-actualization and transcendence (Adler, 1977). Still, in first-world countries, much support is inaccessible to immigrants due to funding, geographic limitations, and the provider's cultural competence (Simich et al., 2005).

What is a financial strain? 

Economic stress can be explained by the perceived ability of one's income to fulfill financial obligations, which could increase wordiness about meeting one's present and projected financial situation (Sinclair & Cheung, 2016). Some studies about the impact of financial strain point out that it is related to psychological well-being, depression, and poorer physical health (Price et al., 2002). Adults who immigrate with their families have significant financial stress concerning finding work and providing for their families. Finding a job that offers an adequate perceived income is crucial for relieving stress and finding a new meaning to their work experience, contributing to their overall health. 

How does all of this affect the well-being of immigrant workers? 

Exposure to multiple stressors, including financial strain and acculturalization stress, can affect workers and their families. Research on minorities and immigrant workers has revealed a tendency of these groups to display states of anxiety or depression, as well as higher levels of general psychological distress and post-traumatic disorders (Goebert, 2009). Furthermore, marginalization, a failed security of identity, and a chronic state of stress of the parents appear to affect second-generation immigrants as well, as they are at risk of substance abuse, eating disorders, and conduct disturbance (Pumariega et al., 2005). 

General implications and recommendations for organizations

Managing diversity in workgroups is a delicate job that requires a constant balance of demand and resources. When the balance is fragile, minority workers are most likely to leave the organization after experiencing prejudice and not having systematic support for growth and support (Brown et al., 2022). While managing minorities appears to be problematic in trying to meet each worker's characteristics and needs, we can undoubtedly find similarities among workgroups and individuals. Human beings have two needs that govern the relationship between self-concept and socialization: a desire for belonging and a need for differentiation from others (Leonardelli et al., 2010). 

Increase leaders’ empathy

Helping create a balance between individual identities and the need for belonging is essential for future leaders in this constantly changing workforce. Therefore, leaders should aim to foster the positive cognitive effects of diversity and mitigate the adverse affective effects that arise from intergroup biases. An inclusive leader, in other words, should facilitate each team member's contributions rather than emphasize the need to assimilate toward collective needs or goals, as is central to transformational leadership (Ashikali et al., 2021). Since research has shown that minorities feel more attracted to organizations that manage diversity effectively (Billmoria et al., 2008), considering some of the following recommendations will support minority immigrants in the workplace and increase talent attraction within this population. 

Support collective and individual identities

As mentioned before, humans have the desire to belong and need to differentiate from others. Developing a shared identity in the group while recognizing unique identities and cultures will help minorities not to give up their identities and form a sense of belonging with the workgroup (Jex & Britt, 2014, p.102). Appropriate social support from family, friends, and co-workers can also enhance the well-being of immigrants trying to assimilate a new identity during the acculturalization process. Organizations can contribute in multiple ways starting by creating a culturally competent environment that reinforces social support. 

First, increase cultural awareness competencies. People from similar regions will use different regionalisms, customs, and holidays. Cultural awareness is a continuous exercise that may include active reading and exposure to new food, music, and language expressions (Slaney, 2020). Do you need help knowing where to provide this information to your employees? The company's newsletter, a whiteboard in the lunchroom, or icebreakers during the morning meetings are good places to start. Cultural awareness should rely on more than just managers but all employees across the organization. Asking employees to share positive experiences with other cultures is another way to create a more extensive knowledge base to inspire curiosity, tolerance, and inclusiveness among different cultures. 

Secondly, could you create a cultural ambassador program? Although these programs are more common in educational settings, transitioning this program into an organization can also be possible. A cultural ambassador is in charge of connecting people with others who may share cultural characteristics, helping with the transition towards connectedness and support, and understanding many stressors the employee may be going through at a specific moment. 

Finally, if creating a cultural ambassador program may not be feasible, mentorship programs can help newcomers provide inclusion in the organization, pairing people according to hobbies, beliefs, ethnicity, or other appropriate characteristics. Mentors can also provide social support by sharing tips, experiences, and resources that new employeeswill need to succeed in the organization (Rohatinsky, 2020).

Access to basic resources

Apart from providing a safe organizational environment, providing essential resources for well-being is vital for any employee in the workplace. Essential resources can create a sense of connectedness and safety in organizations if they are sufficient and efficient. An example of a basic need that organizations can cover, for instance, is access to food from their home country or region. Need help providing first-hand resources? Providing them with the resource or a guideline on where to obtain food from their culture of origin is the first step to showing caring and inclusion. Getting in touch with non-profit organizations that provide resources to this specific population is essential, which comes to the second suggestion: Connect with community resources. Please provide the contact information of people or organizations who might help them find and create a community in their living area. As mentioned before, people who have bonded with their community are more likely to stay in those places, given their proximity and sense of identification and safety (Matt, 2007).

Address income inadequacy

Although for some minorities, the money exchange in the U.S. is higher than in their home countries, perceived income adequacy is still essential for employees to believe that their income is sufficient to meet their needs. For instance, organizations must assess the needs of their employees to enjoy a living wage. In addition, job progression or promotion is necessary for employees to meet their income over time. Promotions should be a priority for any industry, but especially for manufacturing, healthcare, and agriculture, some of the sectors where most immigrants currently work (Passel & Cohn, 2019). Designing this training should be culturally competent and aligned to the organizational goals, follow the needs assessment results, and consider job tenure and continuous education advancement. 

Finally, removing factors that increase financial challenges will be a step towards supporting this workgroup. For example, providing primary medical insurance, carpooling, or access to a savings account may assist in decreasing financial strain. Access to transportation to their jobs and economic stability in case of a medical emergency or significant events can create a sense of safety and financial security for employees. 

Conclusion

Minority groups like immigrants in the United States have specific needs and expectations that need to be recognized by organizations. This recognition will assist in implementing accurate interventions and programs in the workplace that are meaningful for the employees. It can also reduce workgroup discrimination and bias when organizations aim to create a more diverse and inclusive workplace. Finally, applying some of the recommendations of this paper can assist the well-being of undermined populations in the United States that provide significant support to the development of the workforce in the country while increasing retention and talent attraction in organizations. 

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