(Solution) 7C003 1.4 Collaboration across cultural, geographic and professional boundaries

Competence now (scale 0-10) = 8/10

Justification: (with cross-references to evidence)

As a HR professional, I have seen first-hand the benefits of collaboration across geographic, cultural, and professional boundaries. Embracing difference is essential in order to build a successful and effective team (Garg, 2019). For example, collaboration across geographic boundaries allowed to tap into a larger talent pool and share resources with a much wider audience. This helped to access the best solutions and ideas from all areas of the world. Furthermore, it provides with the opportunity to build relationships with a variety of stakeholders and to create a more diverse and inclusive workplace. Collaboration across cultural boundaries allows to better understand different cultures and traditions, promoting respect and understanding (Ng, Stamper, Klarsfeld, & Han, 2021). For instance, it also helped to develop innovative solutions that may not have been considered by those within the same culture. Whereby, collaboration across professional boundaries helps to bring together different skills and perspectives, creating an environment of creativity and innovation (Armstrong, & Taylor, 2023). One of the example is that it encouraged to think outside the box and come up with solutions for Almarai that are better suited to the needs of workforce.

Hofstede’s culture provides a framework for understanding how different national cultures interact and how they affect the way people work (Bender, 2022). This helped Almarai to create better strategies for managing diverse workforce, as well as to develop better policies and practices that will benefit all employees. In stakeholder theory, I learned that it can allow organizations to take into consideration the interests of all stakeholders, including employees, customers and suppliers, when making decisions. This helped  to ensure that the decisions taken are beneficial to all parties and that Almarai is operating in a responsible manner.

By understanding both Hofstede’s culture and Stakeholder theory, in Almarai, it was possible to develop strategies that take into account all stakeholders’ interests, while still ensuring that own objectives are met. This helped to ensure that the organization is operating in a responsible and sustainable manner, while also ensuring that employees, customers and suppliers are treated fairly and equally.

I developed a diversity and inclusion strategy for embracing differences for positive personal and organizational outcomes (STAR approach and evidences in Appendix 3). My strategy focused on recruiting and retaining a diverse workforce that had a range of backgrounds and experiences. I learned and created an internal policy on diversity and inclusion and communicated it to the entire organization. This included a commitment to creating a workplace environment that respected and valued all employees. I also suggested initiatives to recruit talent from traditionally underrepresented groups. Also, to ensure that all employees felt welcomed and included, I created plan and program that promoted cross-cultural understanding such as team-building exercises, cultural celebrations, and networking events. I also suggested a mentoring program that connected employees of different backgrounds with one another. This included pairing up senior employees with junior colleagues and connecting employees with similar interests.

In conclusion, the presence of collaboration across geographic, cultural and professional boundaries has become a necessity in today’s world. By understanding and embracing the differences between all parties, it is possible to ensure that collaboration is successful and fruitful. It is only through mutual understanding, respect and appreciation for the diversity of others and work together to make progress and achieve shared goals. With an open mind and a willingness to learn, and create a better future through collaboration.

·      Create an inclusive environment by actively listening to and engaging with people from different backgrounds.

·      Promote diversity in the workplace through initiatives such as employee resource groups, mentoring programs, and diversity training.

·      Establish a zero-tolerance policy for any type of discrimination in the workplace.

Appendix 2: Learning journal + CPD

Appendix 3: Evidences

2.     Bender, F. (2022). A Roadmap to Intercultural Proficiency: Navigating Through Cultural Diversity and Inclusion. Springer Nature.

3.     Ferdman, B. M., Prime, J., & Riggio, R. E. (Eds.). (2020). Inclusive leadership: Transforming diverse lives, workplaces, and societies. Routledge.

4.     Garg, S. (2019). HR Initiatives in Building Inclusive and Accessible Workplaces. Emerald Group Publishing.

5.     Ng, E. S., Stamper, C. L., Klarsfeld, A., & Han, Y. J. (Eds.). (2021). Handbook on Diversity and Inclusion Indices: A Research Compendium. Edward Elgar Publishing.