Competenze interculturali nei luoghi di lavoro. Ricerca sulla gestione delle diversità in azienda per la promozione di buone pratiche

In contemporary contexts, professional environments are increasingly described as sites of innovation challenges. At the same time, workplaces must address the increasing diversity shaping Italian society, particularly since the early 21st century. This period has been marked by radical changes (Bauman, 2007; Beck, 2010; Portera, 2020), including a global pandemic that has questioned traditional work modalities. Working systems in organizations have become increasingly complex and dynamic, evolving to enhance performance efficiency (Balloi, 2021a; Guidetti, 2008). This research investigates whether and how intercultural competences (Deardorff, 2009; Portera, 2013) are utilized in the workplace by male and female workers in small to medium-sized companies in Northern Italy, specifically in roles such as coordinators, department managers, and team leaders. The research will consider not only cultural or religious differences, but also those related to gender, age, and other identity factors. The goal is to understand what competences might help to improve the working environment for proactive Diversity Management (Cox, 2001; Mor Barak, 2015). It will also be an investigation aimed at providing corporate governance with new parameters for searching for and training personnel in an increasingly heterogeneous global context. The theoretical framework will be intercultural education (Cohen-Emerique, 2017; Fiorucci, 2011; Portera, 2022; Santerini, 2003), which investigates the plural contexts of contemporary society to develop appropriate educational responses, intercultural communication (Giaccardi, 2025; Hall, 2005) and the Content and Critical Discourse Analysis (Hansen & Machin, 2013; Krippendorff, 2004; van Dijk, 1993). This study adopts a Sequential Explanatory Mixed Methods Research (MMR) design (Creswell & Plano Clark, 2018). Nonetheless, the qualitative component is privileged, as it is better suited to provide an in-depth understanding of the dynamics examined. The quantitative research involved 141 Managers, whereas the qualitative research involved 22 Managers who are working in companies with approximately 100 to 1000 employees in Northern Italy. Data collection was conducted through semi-structured interviews and focus groups, chosen for their ability to capture nuanced perspectives on intercultural competencies. In the semi-structured interviews, the main technique used was the critical incident technique (Damini & Surian, 2012). The ultimate goal is to identify and implement evidence-based inclusion practices, enhancing worker education and ensuring alignment with the European Union’s Charter of Diversity and Inclusion policies through measurable organizational benchmarks.