Organizational Communication for Cultural Diversity: How Diversity, Equity, and Inclusion Programs Can Help Reframe Negative Narratives About Immigrants

Abstract

Every year, over 1 million immigrants come to the United States. Although most immigrants reside in America legally and arrive through one of three legal pathways, namely family reunification, employment, or humanitarian protection, many of them encounter discrimination from native-born Americans. This is especially true for non-Caucasian immigrants from underrepresented backgrounds. As more immigrants join the American workforce, corporations should better prepare to support the group through their diversity, inclusion, and equity (DEI) programs. Against the backdrop of Intercultural Communication Theory and Framing Theory, this research posits that corporate DEI programs can better promote the positive contributions immigrants make to America. Through two sets of in-depth interviews with Diversity Workers and Professional Immigrants, the findings revealed that corporate leaders generally have low awareness of the experiences of immigrants who work in their organizations. To promote immigrant success, Diversity Workers recommend (1) sponsorship, mentorship, and coaching, (2) immigrant-focused diversity programs, (3) awards and recognition, and (4) more immigrant-focused community efforts. Harmful narratives identified by professional immigrant participants included issues of belonging, accusations of job supplanting, English fluency, and racist commentary. This study suggests that further research is needed to confirm the effectiveness of corporate diversity programs, making the objective to increase cultural competence, promote acceptance, and encourage positive storytelling about Professional Immigrants.