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Roberta Matuson
Identify the best talent in the world.
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Roberta's Recent Publications

The Magnetic Leader

Employees don’t work for companies; they work for people. The more irresistible you are as a leader, the more pull you have for employees to want to stay and for your customers to remain loyal. Read Excerpt

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Roberta's Recent Publications

Talent Magnetism

Your company is only as good as the talent you keep. Learn the new rules for attracting top talent and getting them to stick around. Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Honored by the Washington Post as a Top 5 Business Book for Leaders.

Learn how to manage up, down, and succeed all around... Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Learn how to save your company millions by improving the quality of your hires, while improving productivity. Slash costly employee turnover.

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Resources

Tips on How to Manage a Multicultural Workforce

Gone are the days when everyone in the workplace looked alike. Thank goodness! The multicultural workforce is here to stay. Therefore, it is in your best interest to learn how to create an environment where members of a variety of ethnic, racial, religious, and gender backgrounds can thrive. The changing face of the workforce and increasing globalization of business has propelled the management of cultural differences onto the top of the agenda for business leaders.

Like most things in life, those things worth having don't always come easy. If not managed properly, cultural differences can increase costs through higher turnover rates as a result of interpersonal conflicts and miscommunication. However, the benefits of this diversity include improved decision making, innovation, and greater success in connecting with foreign and ethnic minority customers.

Here are some tips to get you started:

Don't confuse diversity with inclusiveness

"The Inclusionist"- Simma Lieberman, who is the president of Berkeley, California based Simma Lieberman and Associates, finds that companies often believe that if they are diverse, people will automatically feel like they are working in an inclusive environment. "Diversity has come to just mean representation by number. Inclusion means that everyone has an equal chance to show what they can do, and be recognized for what they bring, and help the company increase profits. I believe that we have to go beyond diversity and inclusion to utilization of individual talent and skills," states Lieberman.

Be prepared for resistance

Not everyone in the organization will value diversity because the diversification of the workforce usually results in change. We know that change can be difficult for people. Suddenly, they are asked to work with people who may have a different way of doing things.

The best way to overcome resistance is through inclusion. By that I mean including the people who you think will be most resistant in the process of planning for change. For example, suppose you are hiring a new group of people to work on a project that will begin shortly. Consider asking some of the potential "resistors" to participate in the interviewing process. Be sure to provide them with the proper training they will need to assess candidates.

Think about setting up a "buddy program" for all new hires. This pairing of experienced people with those that are new to the workplace can accelerate the assimilation and acceptance of new hires (regardless of background) into the organization.

Long-term commitment versus short-term compliance

Sure you can get people to comply short-term with any initiative. However, managing diversity is a process, not a one time event. You have to be committed to weaving diversity into the fabric of your organization or you may as well do nothing.

Those at the top of the organization must believe in, and support the mission of, creating a welcoming workplace for all. This means allocating funds to ensure workers are trained on how to effectively work with people who are different from themselves. This may also require redesigning your promotional materials, including websites and recruitment brochures, so that your organization appeals to more than one sector of the population.

Actively seek input from minority groups in the design of your diversity initiative. Involving minority groups in this process allows them to share their unique perspective with others, while confirming that the company values their opinions. On the flipside, asking minorities to participate in irrelevant task forces that are clearly going nowhere can create barriers that may be impossible to topple.

Keep your eye on the prize

Creating a workplace where employees of all backgrounds feel accepted takes time and lots of effort. Be patient and be willing to learn from the mistakes you make along the way. Celebrate when you achieve certain milestones and remember that everyday you are getting closer to achieving a workplace where the word "diversity" is no longer spoken. It just happens.

Testimonials

"Roberta's guidance has dramatically increased my ability to pull in and retain the talent we need to take our organization to the next level. She's proven to be a trusted advisor and I wouldn't hesitate to recommend her to other CEOs who are looking to accelerate..."
Tom Hopcroft, President & CEO
Mass Leadership Technology Council

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"The coaching that Roberta Matuson provided for one of our retail store managers renewed the manager’s excitement in her work, provided her with increased skills in the selection of new employees and gave her the tools she needed to better manage her staff..."
Mary G. Rahal, VP, Human Resources and Administration
Morgan Memorial Goodwill Industries, Inc.

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"Roberta was able to clearly define our project objectives and the methodology that we needed to reach those objectives. Roberta helped us pinpoint the root cause of our problem by using in-depth probing techniques that gave her access to important data we did not have..."
Amy Waryas, Director, HR
The Boston Beer Company

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"Roberta worked with us to create a comprehensive onboarding program. With her guidance, knowledge, and expert HR advise we have successfully launched our company-wide training initiative. We now assimilate new hires into the company more effectively than ever..."
Ted Winston, Co-Owner
Winston Flowers

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"When it comes to management of people, Roberta sees through all the noise and gets right to the heart of the matter..."
Mark Spitzer, President
Photonic Glass Corporation

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"As we have grown, Roberta has provided continued support to help us work through complicated personnel issues while allowing us to focus on other areas of our business. Our employment practices truly support our business goals..."
Paul M. Zavracky, Ph.D., Former President and COO
MicroOptical Corporation

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"Roberta has saved us time and energy on situations we may have needlessly wrestled with. We consider her a partner and look for her guidance often. Roberta has provided a welcomed service to Six Red Marbles..."
Sarah Smith White, President
Six Red Marbles

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"Roberta was tenacious about keeping us focused on completing our project on schedule. The finished project was comprehensive, professional and passed the scrutiny of legal experts. I would definitely use Matuson Consulting again..."
John Blake, Former COO
Advanced Results Marketing

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"Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!"
– Allison DiSiena, VP of Recruiting, Marketing, Interactive and Creative Services Division, 24 Seven Inc.

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"Roberta Matuson was our answer. She met with us, developed a plan, walked us through the process to record our policies and procedures. She helped identify areas where policies were non-existent. She then developed and produced our employee handbook. We still use it today..."
Tim Slattery, CEO
CFSmail.com

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"Roberta presented an engaging and informative webinar on “Managing Up in a Top Down World” for Northeastern University’s alumni. This thought provoking session provided practical strategies for navigating office politics and building effective relationships for career advancement. Roberta’s extensive expertise and knowledge of workplace trends was apparent as she skillfully answered a wide range of questions from participants. Her well-organized presentation made it easy for the audience to commit to implementing her advice."
Michele Rapp, Associate Director
Northeastern University

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"Roberta’s ability to provide new leaders with insights on matters that few are willing to discuss is refreshing and will serve our members well. As a CEO, I'm especially impressed with her ability to quickly distill difficult situations and provide pragmatic advice that can be quickly and successfully implemented."
Aradhna Malhotra Oliphant, President and CEO
Leadership Pittsburgh Inc.

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"I have had the opportunity to experience Roberta Matuson’s “fast track” coaching. Her candid, succinct and concise approach provided positive reinforcement toward my professional goals."
Cheryl Schondek, VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

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Talent & Your Bottom Line: The Employee Turnover Calculator

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