What is a cultural difference? The answer to this question depends on your individual and distinct orientation to cultural differences, which means how you mainly experience, make sense of, respond/react to, and navigate cultural differences. It also depends on the level of complexity of your conception of culture.
If you have the advantage of an intercultural orientation to cultural differences, it is likely you will accept cultural differences and be able to balance your insights about cultural similarities with your insights about cultural differences. You would then be able to use those insights to shift your perspective and change your behaviour accordingly. The ability to shift perspective and change behaviour is crucial for building a bridge between diversity on one hand, and inclusion and equity on the other.
This is because your ability to change cultural perspective and behaviour increases your chances of accomplishing tasks and achieving objectives. You are more effective as a leader because you are better able to give and elicit constructive feedback and create a sense of belonging and connection within your team (inclusion). Moreover, you are able to increase access to resources, opportunities, and rewards (equity) for minority and marginalized team members. In short, you have developed the ability to bridge value differences and this ability is crucial for teamwork and for building a healthy and safe workplace culture.
Last, but not least, the ability to shift cultural perspective and adapt behaviour also has valuable implications for leaders and organizations who want to connect with new and lucrative target audiences and markets. Leaders who have gained new cultural insights and adaptability will know how to appeal to such audiences and markets, expand their client base and, consequently, increase their revenue.
