Canada is a multi-ethnic and cultural country with many possibilities for everyone willing to work hard enough for the prospect. This country has become home to millions of immigrants who came here for a better life (Patel et al., 2019). The proximity between cultures of different countries has a beneficial effect on tolerance and inclusiveness. However, the overall positive picture can be disturbed by rather frequent misunderstandings and intolerance on the part of some companies or individuals (Noethen & Alcazar, 2020, p. 255). A crisis can arise intentionally and be based on unintentional ignorance of elementary corporate ethics and the peculiarities of working in a multinational environment.
Language Concerns
The language of action can become the most global problem for both sides of the conflict. Canada has two official languages: English and French, despite the overwhelming number of foreign students and professionals (Turin et al., 2021). English is accepted as the officially accepted option to keep all foreigners in touch. A multinational company cannot provide multilingual operations; it is too laborious and does not make sense (Arseneault, 2020, p. 181). A good specialist must himself speak the official language of the country in order to get a job in a company. Often, attractions purposefully recruit foreign specialists and pay for language courses in order to attract people with a fresh approach and outlook on work processes. This solution is the most competent for the comfort of foreign employees and the success of any company.
Cultural Differences and Features of Communication
Many professionals mistakenly believe that in order to come to an understanding with people of other cultures, it is enough to speak the same language. However, this is only a small part of the long and challenging process of building a contact (Hamze, 2020, p. 162). Communication effectiveness depends on a number of aspects: the manner of speech, the ability to listen to the interlocutor, gestures, and attitudes towards leadership. With the lack of these factors, the conversation may come to a standstill, and the interlocutors will not understand each other. Some companies are currently experiencing challenges due to their great love of diversification. They have been hiring people from various countries to cut costs and diversify the staff, but one day they realize that the employees are not capable of working together (Bayraktar, 2019, p. 50). It frequently happens due to a misunderstanding of the cultural code of each other. For example, in a Muslim country, one cannot display the soles of shoes for public viewing. In some cultures, there are special handshake and greetings traditions (Zhang et al., 2018). Learning these subtleties is not complicated; the primary thing is to show mutual respect and patience with colleagues.
Racial Discrimination
Canada is one of the most tolerant and multicultural countries. However, even in governments with multiple nationalities, there is a solid chance of becoming a victim of racial discrimination. Despite the democratic values and tolerance declared by the European Union, the concerns of migrants are currently present in all countries (Sterle, 2018). Local residents do not always practice discrimination; it may occur within the migrant community itself, where certain nationalities may dominate. In addition to skin color, negativity develops on the basis of religion, life values, and beliefs (Setti et al., 2020). Unfortunately, women are at double risk because gender bias has not yet been fully eradicated (Chen, 2019). A wholesome work environment with no prejudice and bias is sound for both employees and the company. That is why the HR department should pay more attention to this matter and develop more inclusiveness.
Reference List
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Bayraktar, S. (2019) ‘A diary study of expatriate adjustment: Collaborative mechanisms of social support’, International Journal of Cross-Cultural Management, 19(1), pp. 47–70. Doi: 10.1177/1470595819836688.
Chen, M. (2019) ‘The impact of expatriates’ cross-cultural adjustment on work stress and job involvement in the high-tech industry’, Frontiers in psychology, 10. Doi: 10.3389/fpsyg.2019.02228.
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Turin, T. C. et al. (2021) ‘Overcoming the challenges faced by immigrant populations while accessing primary care: Potential solution-oriented actions advocated by the Bangladeshi-Canadian community’, Journal of Primary Care & Community Health. Doi: 10.1177/21501327211010165.
Zhang, L. E. et al. (2018) ‘Conclusion: Expatriate language and identity challenges and recommendations for expatriate management’, Managing Expatriates in China, pp. 181–206. Doi: 10.1057/978-1-137-48909-8_7.