The Missing Piece: Why Culturally Sensitive HR Matters in Multicultural Workplaces

Diversity - Multicultural Workforce

In today’s global workplace, diversity is a buzzword—but are we truly embracing what it means? Many companies bring together teams from diverse backgrounds and cultures. Yet one vital element is often missing: culturally sensitive and empathetic HR practices.

Having worked with Filipino staff and foreign leads, I’ve witnessed firsthand how cultural differences can shape everything—from communication to decisions about staying or leaving a job. This is especially clear when teams face critical transitions, like resignations.

When Culture Crosses Paths with Business Needs

Recently, I was approached by our foreign leads with a special request: could I help convince two Filipino team members to postpone their resignations and stay a bit longer, at least until an important project wrapped up?

They recognized that my position in HR, and my understanding of our staff, could make a difference. It was a unique opportunity to bridge cultural and business goals.

Why Management Sometimes Hesitates to Involve HR

Interestingly, after my involvement, a management representative advised me not to interfere further in such situations.

This got me thinking about the reasons behind their decision. Often, management may be concerned about setting a precedent where HR is seen as mediating personal decisions or possibly overstepping professional boundaries. They might also feel that direct resolution between managers and staff strengthens authority and accountability or simply want to avoid complicating the chain of command during sensitive transitions.

It’s a delicate balance: management’s focus on structure and clear roles versus HR’s strength in employee advocacy and support.

Why Culture Can’t Be Ignored

For Filipinos, values like “pakikisama” (harmony in relationships), empathy, and a sense of family matter deeply. When HR takes the time to listen and connect on a personal level, it builds trust and comfort—often changing the outcome for both the employee and the company.

Meanwhile, managers from abroad may lean more on hierarchical or policy-driven approaches. While these have their place, employees can feel unheard or disconnected if their underlying values are missed.

A Personal Experience

I took time to sit down with our colleagues, genuinely listening to their concerns and offering support. Both employees ultimately agreed to stay a little longer—with gratitude for being heard and respected.

What struck me most was how meaningful that small gesture of empathy truly was in shaping their decision.

Bridging the Cultural Gap

So, how can we fix this?

• Invest in Cultural Awareness: Equip managers and team leads with skills and understanding to navigate cultural nuances.

• Empower HR as a Bridge: HR is uniquely positioned to balance business needs with human ones.

• Encourage Open Conversations: Build spaces where employees feel safe to speak up and share concerns.

Making a Difference

Change doesn’t always come from big programs—it can begin with just one understanding conversation. As HR professionals, we have the power to make workplaces where everyone feels heard and valued.

Question: What steps have you seen or taken in your workplace to bridge cultural gaps and create a more empathetic environment?

About Me:

Joseline M. Alosbaños, known as the HR Carousel Ringmistress, is a Certified HR Practitioner with over twenty years of experience in Human Resources Management. Her extensive career spans various sectors, including corporate, freelancing, and consulting, equipping her with a wide range of skills. Joseline excels in employee relations, talent acquisition, total rewards management, HR operations, and organizational development, successfully implementing HR strategies that align with business objectives and promote a positive workplace atmosphere. If you require my services, feel free to contact me at joyce.alosbanos@gmail.com.