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The key to Culture

The Nordic Paradox- how equality drives inequality.

Presentation Nordic HR Forum, Helsinki May 24th 2018 Egbert Schram

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The top expat Destinations 2016

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Source: https://msutoday.msu.edu/news/2016/is-america-still-an-empathetic-and-generous-giant/

In grey were not studied due to small sample sizes.

Empathy country map

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Refugee crises

Asylum Applications Filed in Scandinavian Countries by Top Countries of Origin, 2015

Source: “Overwhelmed by Refugee Flows, Scandinavia Tempers its Warm Welcome” Arno Tanner - February 10, 2016

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2006 AUS BEL DEN ESP FIN FRA GER GRE HOL ENG IRL ITA LUX POR SWE 1 AUS 3.57 2.84 3.22 2.66 3.30 2.69 3.04 2.33 2.91 2.88 2.91 2.65 2.95 2.14 3.52 2 BEL 2.93 3.10 2.97 2.69 3.07 2.96 2.76 2.36 3.00 2.84 2.85 2.65 2.74 2.24 3.22 3 DEN 2.94 2.97 3.60 2.76 3.31 2.93 2.94 2.30 3.36 3.07 2.92 2.78 2.97 2.27 3.57 4 ESP 2.57 2.59 2.68 3.42 2.59 2.74 2.59 2.57 2.81 2.57 2.73 2.65 2.76 2.29 2.84 5 FIN 2.93 2.92 3.19 2.71 3.70 2.90 2.87 2.42 3.25 2.98 2.91 2.79 2.94 2.19 3.49 6 FRA 2.61 2.74 2.68 2.29 2.91 3.24 2.90 2.43 2.49 2.24 2.83 2.72 2.89 2.53 3.03 7 GER 3.09 2.62 2.96 2.65 2.90 2.83 3.51 2.04 2.88 2.25 2.70 2.79 2.85 2.20 3.12 8 GRE 2.50 2.47 2.51 2.35 2.67 2.48 2.47 3.35 2.48 2.43 2.61 2.38 2.47 2.01 2.87 9 HOL 2.95 2.78 3.31 2.83 3.14 2.86 2.86 2.24 3.38 3.08 2.93 2.85 2.99 2.30 3.33 10 ENG 2.58 2.71 3.12 2.07 3.18 2.39 2.32 2.12 2.91 3.32 2.67 2.65 2.39 2.32 3.43 11 IRL 2.53 2.67 2.99 2.53 2.94 2.67 2.42 2.47 2.85 2.72 3.49 2.50 2.58 2.19 3.24 12 ITA 2.42 2.40 2.50 2.54 2.49 2.52 2.39 2.45 2.33 2.48 2.80 2.87 2.63 2.32 2.79 13 LUX 3.05 3.18 3.13 2.72 3.07 3.02 3.03 2.40 3.28 2.85 2.94 2.74 3.52 2.38 3.30 14 POR 2.48 2.60 2.69 2.63 2.66 2.68 2.44 2.52 2.85 2.79 2.77 2.42 2.69 3.23 2.95 15 SWE 3.04 3.00 3.42 2.85 3.36 2.99 3.02 2.52 3.34 3.03 2.92 2.89 2.98 2.25 3.59

Average

2,85 2.79 3.04 2.67 3.07 2.81 2.80 2.44 2.98 2.80 2.88 2.71 2.84 2.33 3.26

The Trust Factor

Source: Trust Factor Paul Zac

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The Trust Dilemma

The one who trusts Truster That whom you trust Trustee The object of trust What do you trust? Circumstances in which you trust Context/Culture

Trust

Truster + Object + Trustee

Context

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Accepting Diversity and Leading inclusively starts by acknowledging your own Operating system - your own “programming” and how that impacts your perception. This programming is cultural.

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Cultural Change in Societies?

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We learn our whole life new practices and rituals. We admire new heroes and symbols to do the same as our grandparents.

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What is Culture?

The programming of the human mind with which one group distinguishes itself from another group. It is about the unwritten rules of the social game

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10 20 30 40 50 60 70 80 90 100

The Nordic Culture Illusion

Finland Estonia Norway Iceland Denmark Sweden Hierarchy Individualism Mascunlinity Uncertainty Long term Indulgence vs avoidance

• rientation

restraint

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Feminine Masculine High Low

Work motivators

Russia Nordics Anglo Mexico Japan Germany

uncertainty avoidance

Finland HongKong

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Rearrange the six tiles to spell three words

ARL TAI TCG EKH NET DTS

A R L T A I T C G E K H N E T D T S

You probably don't see the three words immediately because you are making an assumption that the words are to be read from left to right. Try reading words vertically, from top to bottom, and you will see attend, racket, and lights.

How do you recruit?

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• Glowing résumé’
• Emphasise accomplishment and talents in interview
• By selling yourself one can sell everything
• Simple modest or factual résumé
• Modest during interview while asking intelligent questions
• Modest résumé
• Show loyalty, ask polite questions and indicate ‘who you know’ in

the interview

• Networking

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Imagine the Globe - how do we normally organize our operations/look upon people?

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Imagine the Globe - how do we normally organize our operations?

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Imagine the Globe - how do we normally organize our operations?

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Imagine the Globe - how do we normally organize our operations?

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Imagine the Globe - how do we normally organize our operations?

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Imagine the Globe - how do we normally organize our operations?

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Imagine the Globe - how do we normally organize our operations?

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Imagine the Globe - how do we normally organize our operations?

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Cultural fit between countries overrides geographical proximity - adapt your process to enable a smoother way to leverage differences and act inclusively in a more effective and efficient way.

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Ensuring consistency between what is being said and being done and how various change levers support this consistency is the key challenge for every inclusive organisation.

❖ Can you really trust a recruiter which has never lived/worked

abroad to understand foreigners applying to your company?

❖ If you want to devise strategies to monitor inclusive

leadership - which systems and structures help and which might hinder? What is the symbolic meaning of not making certain courses compulsory?

❖ What would happen if you do not allow differences of

behavior and instead focus on “one company X way”? Is not the end destination (an inclusive organisation) more important than the way taken there?

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Levers of Change Levels Action example Symbols

• Symbols of professional development on

display everywhere Structures and Systems

• From geographical differentiation to function

differentation Formal and Informal Reward Systems and Sanctions

• Reward those who are good in integrating

(new) colleagues with different backgrounds into successful teams Management: general strategies

• Assure learning from other units e.g. job

rotation, internships Management: profile

• Active listener and observer
• Outward looking attitude
• Supports people to develop additional

competences Rituals

• Newcomers are stimulated to show initiative
• Possibility for sabbatical leave
• Affirmation of trust and cooperation between

units

• Critical attitude is stimulated
• Loyalty to professional standards only

Anchoring Change in Diversity and Inclusion An example…

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Egbert Schram

Group CEO Hofstede Insights

Arabiankatu 12, 00650 Helsinki

Email: Egbert@Hofstede-insights.com +358407209292 Web: www.Hofstede-insights.com Connect with me on Twitter: @egbertschram @HofstedeInsight