Caring Across Cultures: Addressing The Mental Health Needs Of Foreign-Born Employees

Challenges of migration on mental well-being

By Latchi Delchev, Mitratech

Asglobalization continues to reshape the modern workforce, migration has become an increasingly common phenomenon across the globe. In fact, in 2022, foreign-born employees made up over 18% of the workforce, and that number continues to grow, according to the U.S. Bureau of Labor Statistics. Foreign-born employees often seek better economic opportunities, career growth, and enhanced quality of life, leading them to join the labor force of their adopted countries.

However, transitioning into a new cultural, social, and professional environment can present unique challenges for foreign-born employees, particularly regarding their mental health.

Understanding the impact of migration on mental well-being is essential, as it directly affects both individuals and the organizations they work for. The interplay between immigration status, cultural adaptation, language barriers, discrimination, and acculturation dynamics creates a complex landscape in which mental health issues among foreign-born employees can arise. These unaddressed issues can hinder employee productivity, job satisfaction, and overall organizational success.

Cultural Factors Impact Employee Well-Being Inside and Outside of Work

When examining the mental health needs of foreign-born employees, it is crucial to consider the cultural factors that can significantly impact their well-being. They often navigate a complex process of acculturation, where they must adapt to a new set of cultural norms, values, and expectations. This cultural transition can lead to significant stressors and challenges affecting their mental health.

Cultural factors such as differences in beliefs, practices, and social norms can create a sense of disconnection and identity conflict for foreign-born employees. They may experience feelings of alienation, cultural shock, and difficulty integrating their cultural background with their new environment's expectations. These conflicts can contribute to heightened anxiety, depression, and psychological distress.

Moreover, the stigma surrounding mental health issues in certain cultures can also inhibit foreign-born employees from seeking help. Cultural beliefs prioritizing resilience, self-reliance, and stoicism may discourage individuals from acknowledging and addressing their mental health needs. Consequently, this reluctance to seek support can exacerbate mental health issues among foreign-born employees, deteriorating their overall well-being.

Language Barriers Impact More Than Just Work

Language barriers can pose significant challenges for foreign-born employees and/ or their accompanying family members when accessing mental health services and effectively communicating their needs and concerns. Limited proficiency in the host country's language can impede their ability to express themselves, understand instructions, and engage in meaningful conversations with healthcare professionals. This can create frustration, misunderstanding, and a sense of powerlessness. Rodrigo Sena, a paralegal and immigration law professional based in British Columbia, Canada, explains:

“Foreign-born professionals can have a deep concern over their communication skills: they want to make sure they are striving to get their point, with the right words and right tone. Most of them were known for their superior communication abilities in their native tongue, so striving to do the same in English becomes an emotional necessity, despite the inherent challenges.”

For foreign-born employees experiencing mental health difficulties, the inability to articulate their emotions and experiences in a nuanced manner can lead to misdiagnosis or underdiagnosis. Furthermore, the lack of culturally sensitive mental health resources in their native language can hinder adequate treatment and support.

Employers are crucial in addressing this issue by providing language assistance programs, translation services, and culturally competent mental health support. Facilitating access to language interpretation services and multilingual mental health professionals can reduce communication barriers, increase understanding, and ultimately contribute to improved mental health outcomes for foreign-born employees.

Rodrigo Sena suggests a solution: “I have observed that teams that embrace our condition as immigrants and openly acknowledge our language struggles, without the fear of being labeled as 'weak' or 'unskilled,' play a pivotal role in creating an inclusive environment. This inclusivity benefits both the current team, as they can adapt their communication methods to enhance information flow within the organization, and immigrants, who feel more comfortable asking seemingly 'silly' questions and seeking clarification more often.”

Foreign-Born Employees May Face Social Isolation in the Workplace

Social isolation and loneliness are pervasive challenges many foreign-born employees face, often stemming from the disruption of social networks and relationships upon migration. The absence of familiar support systems, including family, friends, and similar coworkers, can result in profound feelings of loneliness and alienation.

Foreign-born employees and their accompanying family members may encounter difficulties building new social connections due to language barriers, cultural differences, and a lack of familiarity with local customs and social norms. These challenges can lead to exclusion and isolation within the workplace and broader society, exacerbating mental health concerns.

Employers can play a crucial role in mitigating social isolation by fostering inclusive and supportive work environments. Establishing employee resource groups, cultural celebrations, and mentoring programs can create opportunities for connection, cultural exchange, and mutual support among foreign-born employees. Christopher Rowland, Mitratech’s Executive Director of DEIB (diversity, equity, inclusion, and belonging) Strategy, says, “Additionally, embedding DEIB initiatives and encouraging cross-cultural interactions where employees can feel accepted, supported and valued within the workplace can help combat social isolation, increase engagement, foster trust and enhance overall well-being.”

Organizations can foster an environment that supports their mental health needs by recognizing and addressing the cultural, linguistic, and social challenges foreign-born employees face. By providing culturally sensitive resources, language assistance, and opportunities for connection, employers can cultivate inclusive workplaces that promote the well-being and thriving of foreign-born employees.

Promoting a Supportive Workplace Environment

Promoting a supportive workplace environment for foreign-born employees is vital for their mental health and well-being. To achieve this, organizations must consider several key factors:

1. Developing inclusive policies and procedures that address foreign-born employees' unique needs and challenges can create a sense of fairness and equity. This involves implementing recruitment, retention, and promotion practices that value diversity and provide equal opportunities for advancement.

2. Providing culturally sensitive resources and support, such as language assistance programs, cultural competency training, and access to diverse mental health services, can help bridge communication gaps and ensure that foreign-born employees receive appropriate care.

3. Fostering a sense of belonging and community is essential in combating social isolation.

4. Building cross-cultural training programs such as lunch and learns, diversity summits, multicultural celebrations, and more.

5. Holding regular pulse or employee surveys to gain a better understanding of how employees are experiencing their workplace.

Encouraging cross-cultural interactions, establishing employee resource groups, and celebrating diverse cultures within the workplace can create a supportive network and strengthen the sense of community among foreign-born employees. By implementing these strategies, organizations can create an environment that promotes the well-being and success of foreign-born employees, ultimately benefiting both individuals and the organization.

Human resources (HR) and people leaders play a crucial role in championing the promotion of foreign-born employee well-being within organizations: these efforts, organizations can meet the unique needs of foreign-born employees and create an environment that benefits all individuals and resonates with the principles of fairness, equity, and respect.

1. They can advocate for inclusive policies and procedures prioritizing diversity, equity, and inclusion. By actively participating in developing and implementing these policies, HR managers can ensure that foreign-born employees feel heard, valued, and supported.

2. HR managers can take the lead in providing culturally sensitive resources and support. This includes facilitating language assistance programs, organizing cultural competency training, and collaborating with external organizations to offer diverse mental health services.

3. HR managers can foster a sense of belonging and community by encouraging cross-cultural interactions, creating spaces for open dialogue, and facilitating employee resource groups.

Resources

By taking these proactive steps, HR managers can drive positive change, improve overall well-being, and create a more inclusive and supportive workplace environment for foreign-born employees.

Thriving Workplaces Prioritize Mental Health for ALL Employees

Understanding and addressing the mental health needs of foreign-born employees is essential for creating a supportive and thriving workplace environment. Cultural factors, language barriers, and social isolation are significant challenges that must be acknowledged and addressed by organizations. Developing inclusive policies and procedures, providing culturally sensitive resources and support, and fostering a sense of belonging and community are key strategies that HR managers can employ to promote foreign-born employee well-being.

By embracing diversity, prioritizing mental health, and actively supporting foreign-born employees, organizations can unlock the full potential of their workforce and foster a culture of inclusivity and success. Through

● LinkedIn training

Books:

● The Culture Map: Breaking Through the Invisible Boundaries of Global Business

● Beyond Culture

Latchi Delchev is a seasoned global immigration professional with over 16 years of practical industry experience. In her current role as Strategic Director for Mitratech’s INSZoom immigration case management and Tracker I-9 compliance platforms, she is passionate about helping industry colleagues improve case management efficiency and automate workflows. In the past, she has held various positions in the field of corporate global immigration, assisting multinational companies to relocate their global talent around the world.

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