Creating Inclusive Onboarding Programmes and Cultivating Company Culture in Ireland’s Global Workforce
- Creating Inclusive Onboarding Programmes and Cultivating Company Culture in Ireland’s Global Workforce
- 1. Ireland’s Growing Attraction for Multinational Corporations
- 2. Ireland’s Appeal to Foreign Investment and Skilled Workforce
- 3. Ireland’s Advantages for International Job Seekers
- 4. Attracting Global Investors: Insights from PwC Ireland
- 5. Diversity in the Irish Work Culture
- 6. Contrasting Irish, American, and Asian Work Cultures
- 7. Diversity in the Irish Workforce
- 8. Recommendations from Leading Consultancies
- 9. Balancing Responsibility Between Employers and Employees
- 10. Implementing Cultural Integration in Onboarding Programs
Strategies for Success: Company Culture
1. Ireland’s Growing Attraction for Multinational Corporations
Ireland is known for its’ lush landscapes, rich history, and warm-hearted people. However, as we have seen from reports by The Guardian, BBC News and RTÉ, Ireland is now also known for attracting large multinational corporations.
2. Ireland’s Appeal to Foreign Investment and Skilled Workforce
According to recent reports, Ireland has attracted almost 900 US companies employing 190,000 people directly and 152,000 indirectly (2022). As a result of foreign investment, Ireland has become a hive of employment opportunities as these businesses are desperately seeking a skilled workforce to fill their critical roles.
3. Ireland’s Advantages for International Job Seekers
Ireland is doing everything it can to support these companies. Reports from The Journal.ie, The Irish Times, and the Irish Independent have confirmed how much more attractive Ireland has become to work in, especially when compared to other European countries. Eurostat reports have confirmed that Ireland holds the record for the highest minimum wage in Europe. In addition to this Ireland is an English-speaking country in the eurozone, which makes it easier for international job seekers to communicate and access the European market.
4. Attracting Global Investors: Insights from PwC Ireland
According to an interview with Liam Diamond, Head of FDI/International Tax at PwC Ireland, in an interview with the Financial Times:
“We are increasingly seeing Ireland’s attractiveness as a European base being recognised by Asian investors, who in turn may be able to leverage Ireland as a platform for the US and other markets.”
5. Diversity in the Irish Work Culture
Ireland’s booming economy and pro-business policy will continue to attract more Foreign Direct Investment (FDI) and international workforce. While this has an excellent reflection on Irish GDP, it’s become clear that cultural diversity and integration need to be the forefront of concerns for both employers and job seekers, especially when applying for new career opportunities.
6. Contrasting Irish, American, and Asian Work Cultures
The Irish work culture is vastly different from that of American and Asian work cultures, where the vast majority of FDI in Ireland is coming from. Irish work culture is relaxed and informal, while American and Asian work cultures tend to be more formal and hierarchical. In Ireland, people prefer to use first names, humour, and small talk to create a friendly atmosphere. In America and Asia, people tend to use titles, respect, and punctuality to show professionalism.
7. Diversity in the Irish Workforce
According to a report by the Organisation for Economic Co-operation and Development (OECD), Ireland has a high level of labour productivity compared to other OECD countries. But as our employment market continues to favour job seekers, employers have embraced hiring a diverse workforce. According to an article by Codex, almost 1 in 7 people born outside of Ireland are employed within the Irish workplace. These employers are excited to diversify their workforce because these candidates possess the diverse skillset, experience, and education essential to fill their critical roles. But due to unskilled hiring practices by TA teams, downsizing of in-house HR services and lack of onboarding programmes, recent studies have shown a lack of inclusivity and a clash of cultures which includes an increase of incidences of workplace discrimination by 20%.
These facts should motivate employers to immediately implement and monitor cultural diversity and integration programmes within their business’ practices.
8. Recommendations from Leading Consultancies
Bain & Company suggests that companies should start the cultural integration process early. The process must be led from the top, and employees must be strongly engaged. Some of the key steps include diagnosing how work gets done, setting priorities, and hard-wiring and supporting change.
McKinsey & Company recommends that companies address culture more effectively by understanding and addressing culture and focusing on the actions needed to combine operations and deliver value. The company defines culture as the outcome of the vision or mission that drives a company, the values that guide the behaviour of its people, and the management practices, working norms, and mind-sets that characterise how work gets done.
Foley & Lardner LLP suggests creating a structured integration plan that outlines specific steps and milestones for cultural integration. This roadmap should include activities such as cultural training, cross-cultural workshops, and initiatives that promote cultural exchange and understanding.
9. Balancing Responsibility Between Employers and Employees
But is it fair for employers to be solely responsible for work culture integration? In our digital age there are more resources available to job seekers allowing them to gain perspective on an organisation’s work culture from Glassdoor which provides first hand accounts from employed professionals within each organisation to employment networks such as LinkedIn which post about the company’s values and allow job seekers to interact with those who either currently or previously worked for that organisation.
This brings the question when a new employee joins a company is it their responsibility to immediately adopt to the existing work culture or should companies put systems in place to allow for a diverse work culture and ideas to be gradually implemented into their work practices.
10. Implementing Cultural Integration in Onboarding Programs
Here are some practices that new hires can immediately do when starting a new job:
Networking and Relationship Building:
Actively engage in networking events, team-building activities, and social gatherings organised by the company. Building relationships with colleagues, including Irish coworkers, is essential. It can provide insights into the local work culture and help new recruits feel more integrated into the team.
Seek a Mentor:
Having a mentor or a buddy within the company, preferably someone with experience working in a diverse environment is a great way to acclimate to new environment. A mentor can provide guidance on navigating the workplace culture, understanding local customs, and offer advice on career progression within the organisation.
Businesses can also implement these practices easily in their organisations as part of their onboarding program.
Your business can incorporate these practices into your onboarding programs. However, if you’re interested in more successful strategies for embracing a diverse work culture, please reach out to us.
As we continue to welcome international talent, let’s work together to ensure that cultural diversity and integration remain at the forefront of our shared success story.