Constructive intercultural contact: yes we can. Introduction of a new concept

• DOI: https://doi.org/10.1108/EDI-05-2016-0042
• Date: 18 September 2018
• Pages: 649-663
• Published date: 18 September 2018
• Author: Hans Spijkerman,Yvonne W.M. Benschop,Joost Bücker
• Subject Matter: HR & organizational behaviour,Employment law,Diversity, equality, inclusion

Constructive intercultural contact:

yes we can. Introduction of a

new concept

Hans Spijkerman, Yvonne W.M. Benschop and Joost Bücker

Institute for Management Research, Radboud University Nijmegen,

Nijmegen, The Netherlands

Abstract

Purpose –The purpose of this paper is to introduce the concept of constructive intercultural contact.

This concept refers to intercultural contact in which majority as well as minority participants are intercultural

effective, i.e. can perceive themselves as comfortable and successful.

Design/methodology/approach –This study is based on exploration and review of intergroup, contact,

acculturation and organization literature.

Findings –Five input elements of constructive intercultural contact are distinguished: responsibility,

deliberate choice to postpone judgment, acknowledging the relative relevance of cultural differences,

perspective taking and respect. What participants have to do to make constructive intercultural contact in

organizations not only possible between colleagues, but also in hierarchical relationships is elaborated by

reflection on the interrelation between majority/minority and manager/employee positions in constructive

intercultural contact.

Originality/value –This paper contributes to diversity management literature by introducing a new

concept which, focusing on the interaction level, explains how participants can make intercultural contact into

a comfortable and successful experience for both. Other contributions are the differentiation between majority

and minority actors and the elaboration of the complexity of intercultural employee/manager contacts.

Keywords Organizations, Diversity management, Contact theory, Intercultural contact, Majority/minority

Paper type Conceptual paper

Introduction

A well-integrated Turkish Dutchman speaks Dutch with an accent. When he is collecting his

driver’s license at the Town Hall desk the official addresses him very slowly and emphatically with

great gestures to explain what to do. The Turkish Dutchman feels belittled and isn’t sure how to

respond appropriately.

A Dutch nurse, handing out medication in a hospital, hears a lot of noise coming from a patient-

room. It turns out to be half a dozen loudly talking family members visiting their Antillean–Dutch

grandmother. The nurse tells them that in behalf of the comfort of other patients only two visitors

are allowed at the same time. The old lady’s daughter angrily claims their right to visit their mother

and accuses the nurse of discrimination. The nurse does not know how to respond.

During lunch break an Antillean–Dutch employee discusses an upcoming meeting with some

native Dutch colleagues. Smilingly, they tease him by saying he has to be on time at the meeting,

“because you lot are always late.”He is annoyed but unsure how to react.

The above incidents are three examples of challenging intercultural contact, collected in

everyday work situations for an intercultural training program (Hofstra an d

van Oudenhoven, 2013). They show how intercultural contact runs the risk of

becominganegativeexperiencefortheparticipants because of feelings of uncertainty,

aggression or threat. This is a challenge for organizations operating in multicultural

societies because their employees have to be able to interact effectively with people from

different cultures.

Academics and practitioners try to address this challenge under the label of managing

diversity. Currently, the notion of “inclusive climate”is gaining popularity as a way for

Equality, Diversity and Inclusion:

An International Journal

Vol. 37 No. 7, 2018

pp. 649-663

© Emerald PublishingLimited

2040-7149

DOI 10.1108/EDI-05-2016-0042

Received 26 May 2016

Revised 10 March 2017

23 October 2017

8 February 2018

Accepted 11 March 2018

The current issue and full text archive of this journal is available on Emerald Insight at:

www.emeraldinsight.com/2040-7149.htm

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Constructive

intercultural

contact