Diverse teams can offer companies new perspectives, experiences, and skills. However, for this to truly translate into an advantage, clear shared values and rules, binding expectations, and a common work culture are essential. At the Austrian Integration Fund (ÖIF), people from more than 50 countries of origin work together. Seray Gülfirat, Head of Finance and Human Resources at the ÖIF, explains how companies can attract suitable employees, foster potential, resolve conflicts constructively, and support effective collaboration in diverse teams.
Tip 1: Don't just check resumes, but identify potential.
Recruitment is also about seeing the person behind the resume and recognizing their strengths, experience, and potential. Our experience shows: A resume never tells the whole story.
Especially with people from migrant backgrounds, skills and experience can be overlooked if applications are judged too rigidly based on traditional CVs, degrees, or previous job titles. Therefore, it's worthwhile to consider motivation, practical experience, and development potential more closely, in addition to formal qualifications. This doesn't mean neglecting necessary qualifications, but where skills can be learned, the CV shouldn't be the sole criterion.
Therefore, job interviews should not only ask whether all the job requirements are met, but also what strengths the applicant possesses and where there is potential for development. Practical elements such as taster days, trial work periods, or practical exercises can help to reveal hidden skills. At the same time, they offer applicants the opportunity to demonstrate their abilities. Such practical elements can be a valuable addition to the recruitment process, but should not be the sole selection criterion.
Tip 2: Understand different backgrounds as normal
In a society where one in four people has a migration background, it is already commonplace for people with diverse backgrounds and experiences to work together. The crucial point is to understand this diversity as a natural part of everyday work life and, at the same time, to foster a shared, unifying corporate culture.
The onboarding process often determines whether a team with diverse backgrounds can function effectively. New employees should know from the outset what rules and values the company uses, how collaboration works, and what is expected of them. At the same time, different experiences and perspectives can contribute to successful teamwork.
Managers play a crucial role in this. They should be aware of the diverse needs and requirements of their employees and accommodate these where operationally feasible and appropriate. Crucially, it is essential that common rules and expectations apply to everyone and that teamwork remains central.
Tip 3: Address conflicts openly and respectfully
Where people with different experiences and perspectives work together, misunderstandings and conflicts can arise. It's important not to ignore these, but to address them early and respectfully. An open communication culture creates the foundation for identifying problems early and finding solutions together.
Companies can provide targeted support to their employees, for example by offering regular seminars and awareness workshops that give employees the opportunity to further develop intercultural skills and strengthen constructive interaction. If conflicts cannot be resolved within the team, human resources departments play an important role as mediators.
Tip 4: Individually support employees
Employees bring diverse knowledge, experience, and strengths to the table. Effective personnel development means recognizing and specifically fostering this potential – from junior management programs and mentoring to training and further education, or, if necessary in individual cases, a German language course.
The key is not only to attract employees, but also to offer them long-term development and career advancement opportunities within the company. Creating prospects and strategically developing existing potential also strengthens long-term employee loyalty.
Tip 5: Actively leading intercultural teams
Leaders play a crucial role in the success of collaboration within diverse teams. Clear expectations, regular feedback, and binding communication rules provide orientation and help to avoid misunderstandings.
Managers can also be supported and empowered in this process. Training courses on intercultural collaboration can raise awareness of potential challenges and provide concrete tools for everyday leadership.
At the same time, role models within the company can demonstrate the available career development opportunities. Best-practice formats and joint team-building activities also create space for exchange and help to build personal relationships across cultural differences.
Top ranking in the Vienna Integration Index for the ÖIF
Diversity is also part of the Austrian Integration Fund's (ÖIF) daily work: Around 60% of employees have a migration background, many of whom came to Austria as refugees themselves. The ÖIF's staff comprises people from a wide range of ethnic, religious, and social backgrounds. This is particularly evident in the ÖIF's management structure: In the first Vienna Integration Index, the ÖIF achieved first place among more than 100 participating organizations and, at 71%, also had the highest proportion of women and people with a migration background in management positions.