IMMIGRANT

FOSTERING SOCIAL AND CORPORATE DIVERSIT Y AND INCLUSIONTo address this concern, 3M Canada instituted a communications game to challenge management trainees todevelop the cultural competencies required for managing a diverse workforce. All supervisors employed by themultinational technology conglomerate participate in the communications game as part of their leadershiptraining. The exercise is simple. The trainee is asked to have a conversation with another colleague. During thecourse of the conversation they are asked to find a synonym with each verb used during that conversation. Theydiscover the conversation all of a sudden becomes much more difficult and challenging. The exercise helps themunderstand the experiences of the skilled immigrant employees who speak English as a second language. Theylearn how this can affect communication and teamwork in the workplace. Incorporating exercises like this as part ofevery mandatory leadership training, especially in industries that include large numbers of immigrant workers, canhelp build corporate leadership that is more adept at capitalizing on the advantages that high levels of internationaldiversity integration can bring to a corporation’s bottom line.2. Integrate Newcomers and their Families intoExisting Social and Professional NetworksAgenda 360, an initiative of the Cincinnati USA Regional Chamber, launched Diversity by Design after researchfindings concluded that diversity and inclusion have become bottom-line imperatives for successful businesses andgrowing regions. Agenda 360 has several programs that seek to strengthen the diversity and inclusion present in areacompanies and the metro region. Its CONNECT Initiative bringstogether members of Employee Resource Groups (ERG’s) 14 andemployees of small and mid-sized companies that may not be ableto support a full spectrum of ERGs on their own to participate in aregion-wide gathering centered on selected topical issues. The goalof the CONNECT Initiative is to foster new affinity networks, andfor employees of small businesses, those without access to ERG’s,to participate in an affinity group. By growing these networks, newworkers to the region will have an easier time integrating into theprofessional culture, and the region will be better positioned to retainits diverse talent.By growing these networks, newworkers to the region will have aneasier time integrating into theprofessional culture, and the regionwill be better positioned to retainits diverse talent.Additionally, Agenda 360 started Table of 8, a casual networkingevent over dinner to better connect African American professionals in the metro area. In 2015, Agenda 360 willexpand the project to include LGBT and trailing spouses. While this strategy has been used largely for AfricanAmericans, the positive impact of welcoming and bringing together new immigrants to share a meal and fosteringnew relationships and networks are promising practices for immigrant economic development.In addition to the larger Connector Program (featured in the chapter on Connectors at page 50,) St. Louis Mosaichas been providing services to international women who come to St. Louis through a corporate transfer (associateor spouse) by inviting them to attend a meeting of The Woman’s Club of Washington University. Each internationalwoman is assigned a sponsor for her first visit as a guest to an event. The guest is then invited to become amember of The Woman’s Club of Washington University. St. Louis Mosaic has helped connect these participantssocially, as well as helping them to integrate into a network of women that might otherwise be difficult to learnabout or enter.Global Detroit routinely works with several regional chamber leadership programs (Leadership Detroit, LeadershipMacomb, Leadership Oakland, Leadership Ann Arbor), as well as New Detroit’s Multicultural Leadership programand the Michigan Political Leadership Program to connect these important programs to the region’s immigrantcommunities. Application periods are promoted and Global Detroit has hosted staff from leadership programs to14 Employee Resource Group’s are designed to provide support, enhance career development, and contribute to personal development inthe work environment. ERGs can be formed, for example, for women, people who share a similar heritage or country of origin, sexualorientation, gender, etc.WELCOMING AMERICA | GUIDE TO IMMIGRANT ECONOMIC DEVELOPMENT | CHAPTER 1173.