Cultural Fit at a time of Immigration, Economic Growth and Innovation.

According to Indeed,

“Culture fit refers to how compatible employees are with a company's culture, goals, and values. Candidates who are a good cultural fit possess essential hard and soft skills that complement other people in the company. Culture fit also means that an individual embodies the company's mission and core values.”

But has Cultural fit become a set of words and ways to discriminate against those who are not like us and go to what feels comfortable and surround ourselves with people who look like us, act like us and think like us?

Are our companies mission statements and core values built from a Canadian lens and view point or are they inclusive to embrace new cultures, ideas and beliefs.

Our corporate Equity, Diversity and Inclusion statements that are splashed across our websites, and woven through our digital marketing campaigns say "you belong here" yet we see individuals leaving jobs because they don't feel welcomed.

Cultural fit - has it had its day?

“Culture fit is the likelihood that someone will reflect and be able to adapt to the core beliefs, attitudes, and behaviors that make up your organization.” - Recruiting for Cultural Fit, Harvard Business Review

Just like the outdated resume (future blog material), Cultural fit is a 20+ year old way to think about the way you hire individuals into your organizations. Cultural fit is a very subjective way to view and understand if one will be successful at your company. Will they be a cultural "misfit" if they do not align with your views, your beliefs and your behaviors? or will they be allowed to bring new ideas, different views and beliefs that will bring diversity of thought, innovation and new ways of thinking?

I have been in these conversations at a few organizations and introduced the idea of Cultural add vs. Cultural fit and I have been met with looks of confusion, uncertainty and in some cases statements like "absolutely we hire for diversity" only to hear later that candidate is "not a fit because I can't understand them."

If we want to embrace change, change that is transformational and change that brings new and different people to the table to do the jobs that are going unfilled, then we need to start to look at this idea of cultural add and perhaps updated our cultural fit norms to be more inclusive and welcoming to others.

Is Cultural Assimilation at War with Immigration and Minority Groups?

"Cultural Assimilation is when immigrant groups are encouraged to “adopt the culture, values, and social behaviors of their host nation.” This means shedding or hiding aspects of one’s culture – including certain foods, clothing, language, religious traditions, etc – that the host nation is unfamiliar with. Supporters of assimilation claim it creates a more cohesive cultural identity, reduces cultural conflict, and helps immigrants gain more social and economic opportunities." - Human Rights Careers

Cultural assimilation is another ongoing discussion for immigrants coming as newcomers to Canada as well as for others from minority groups that are international residents and domestic citizens of Canada.

Shedding and or hiding who we are reminds me of how I personally dealt with being part of the LGBTQ+ community. I hid for years for fear of being discovered and for being not like the other guys. It created an extra barrier to my personal and professional growth because I had to over compensate and read a room each time to see if I could "fit in" and not be seen as "different." Now, I simply look at my differences as my strengthens. I am still mindful of situations where I will not be accepted for who I am and it can create hardship and at times situations where I am uncomfortable and vulnerable to bias and discrimination.

I was once told by an D&I work colleague that they fully supported me and the LGBTQ+ event that I was involved with but they would not be present at the event because it conflicted with their own religious beliefs.

Recently, I was told by someone that the rainbow flag was a symbol of Christianity not a symbol of humanity's confusion and that god created Adam and Eve not Adam and Steve.

These two examples highlight the challenges that are in play in a "melting pot" society where all values, beliefs and biases can come together to form the perfect storm.

Identity comes in many shapes and forms. As we look to Immigration and newcomers as well as minority groups to bring economic growth and opportunities to Canada, we need to understand that these barriers, and biases exist for those not of the majority.

According to the Council on Foreign Relations:

"Canada granted more than 437,000 foreigners permanent residency in 2022, the most ever in a single year. The greatest share of new Canadian permanent residents came from India, followed by China, the Philippines, and Nigeria."

"However, Canada continues to suffer a shortage of skilled workers despite attempts to attract this category of immigrants. Today, immigrants account for more than one-quarter of Canada’s labor force."

McMaster University worked with Dynata Research to conduct a national survey in August 2020. The survey asked 1,000 Canadians aged 25 and over about their attitudes toward immigration and their experiences during the Covid-19 pandemic. Alarming are the stats that say:

"50% of respondents felt immigrants were not adopting Canadian values, and 46% felt immigrants posed a risk to Canada’s social-welfare system" and only “22% of Canadian respondents felt immigration would be an important part of Canada’s economic recovery."

These beliefs are held by some of the very people we encounter in our workplaces, our communities and just walking down the street.

It is not enough to tell people to bring "their authentic selves to work" to only encounter the hiring manager, the co-worker or the boss who are not open to one's authentic self.

I recently spoke to an international student from a foreign country who grew up with the values of being assertive and standing up for one's self and beliefs to only be told by their new Canadian boss that they are too aggressive, need to fit in better with their co-workers and stop asking so many questions.

Another is a refugee to Canada who also happens to be gay and once he brought his boyfriend to the company function he was shunned by his boss publicly and told to stand down with his ideas back at work. It later became too much that the individual who had to look for new work and hope for a future workplace with inclusion and belonging.

“Creativity is thinking up new things. Innovation is doing new things.” -Theodore Levitt

I have the above quote on my LinkedIn profile for many reasons.

One because, I believe it is true and two because I believe it is the way we need to embrace our differences and allow for innovation to grow organically without barriers, constraints and/ or human bias.

As I write this blog, it is PRIDE Month across the world and I just saw some horrible news of young people at a school being bullied and their flags and posters torn to shreds by other students with parents present.

We need some real change and I am hopeful we can look to make a positive change together with an open mindset shift and real actionable support from each other.

If we can allow for more acceptance, empathy and willingness to learn, we can create safe spaces for inclusion, psychological safety and welcome a new hire (without bias) who is not like you and who challenges the status quo with new ideas, innovation and passion.