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"They're supposed to integrate, aren't they?" Why acculturation affects everyone – not just immigrants.


When we talk about integration, the focus is often placed on immigrants: learning the language, understanding the culture, adapting .


However, research shows that integration is not a one-way process . Therefore, the term acculturation is frequently used in academia. It describes the mutual process of adaptation between people with different cultural backgrounds and the society in which they live.


While “integration” is often understood in everyday life as a task for immigrants, acculturation emphasizes something else: The host society, its institutions and social structures also influence whether or not a sense of belonging develops .


In practice, this means that teams, organizations and society as a whole must respond flexibly to diversity .


Migration in Switzerland – figures and potential


Migration has long been a defining feature of large parts of Swiss society:

  • 23% of the population does not possess a Swiss passport.

  • 30% of the working population bring a migration advantage in the form of international experience, languages, and networks.

  • 40% of the permanent resident population aged 15 and over has a migration background.

  • Almost 60% of children have at least one parent who was born abroad (FSO, 2024)


The term "migration advantage" focuses attention on the strengths and experiences that immigrants bring – rather than on a deficit.

Recognizing this potential strengthens teams, companies, and society. Read my blog post on this topic: “Cultural Diversity in Switzerland: An Untapped Potential?”


Acculturation therefore affects not only individual groups, but a growing part of society – and it shapes workplaces, teams and neighborhoods alike.


More than language: Social relationships are crucial


An international meta-analysis (van de Vijver et al., 2025) with over 570,000 migrants worldwide shows that success in a new society depends less on language courses or theoretical knowledge about the culture , but primarily on social relationships .


The decisive factors


  • Social connections and networks: Friendships, colleagues, mentors, or informal contacts facilitate orientation, knowledge of unwritten rules, and integration into everyday life and the workplace. Those who are networked receive information more quickly, are involved in projects, and experience a sense of belonging.


  • Support from colleagues and supervisors: Mentoring, feedback, and active support act as an "accelerator" of acculturation. Studies show that immigrants with support experience less stress and insecurity and take on responsibility more quickly.


  • A sense of belonging, of not being isolated or lonely: Loneliness inhibits integration, trust and social participation.


Unsurprisingly, discrimination, stress, and the feeling of not belonging have a negative impact. These factors affect not only psychological well-being but also motivation, team cohesion, and commitment.


Integration doesn't just happen in language courses or training – it arises in the team, through exchange, mentoring and through lived culture .

Cultural Fluency – a skill for everyone


Those who are successful in this complex, interconnected working world need Cultural Fluency : the ability to act confidently and effectively in different cultural contexts, to recognize unwritten rules and to build relationships .


This skill is relevant for all employees – not just immigrants – and promotes communication, collaboration and conflict resolution across cultural boundaries .


For companies, this means: those who provide targeted support to employees and strengthen cultural fluency increase motivation, performance and retention – and actively utilize the potential of the migration advantage.


Loneliness is more than a personal problem


The University of Lausanne surveyed 1,360 adults in Switzerland and found that 38% feel lonely , with people with migration experience being particularly affected.

Loneliness affects well-being, job satisfaction, team dynamics, and engagement.


Integration is a competitive factor – teams that are well-connected improve performance.

Expats in Switzerland: “safe, comfortable – but lonely”


International surveys show that social integration in Switzerland is not easy.

The Expat Insider Survey by InterNations (2025) , one of the largest surveys of professionals living abroad (over 12,000 participants worldwide), paints an ambivalent picture:


  • Switzerland ranks 29th out of 46 countries overall

  • 62% report that it is difficult to make local friends.

  • 54% mainly have contacts with other expats.

  • Less than half feel truly welcome by the local population.

“Expats in Switzerland enjoy high salaries and excellent quality of life, but many say it is difficult to connect with locals and build a social life.”— InterNations, Expat Insider Survey, 2025

Swissinfo sums it up perfectly: Many international professionals experience their lives in Switzerland as “safe, comfortable – and lonely” .

Scientific studies show similar results: Economic integration is often good, but social integration is significantly more difficult.


The invisible rules of belonging


Belonging is not only created through personal contacts – it is also shaped by invisible societal expectations .


Social scientist Chan-Hoong Leong (2014) describes this phenomenon with the concept of “social markers” : informal criteria that determine whether people are accepted as part of a group.


Typical markers in Switzerland


  • Language (often Swiss German for everyday life and informal communication)

  • Behavior according to social norms

  • Access to social networks

  • Identification with the group


The more markers there are – and the more difficult they are to fulfill – the more exclusive the definition of belonging becomes.

Those who do not meet all the criteria often find it harder to truly belong, despite their professional or personal qualifications .


Leaders and teams should consciously consider:

  • Which social markers are essential for collaboration?

  • How can we make this visible and readable for new members?

  • Which ones are nice-to-have, but not essential?

  • How can people who don't meet all the markers still be fully included ?


Discrimination has long-term effects.


A Swiss study (Wanner & Pecoraro, 2023) shows that more than half of immigrants experience discrimination , which directly affects health, motivation and integration – in the workplace, in clubs, neighborhoods and authorities.


Integration is not an individual project – it requires structures, attitude and social relationships .


Recommendations for everyday life and the working world


  • Introduce mentoring and buddy systems – not only for new employees, but also for neighborhoods or club structures.

  • Promoting social networks – teams, leisure activities, local groups

  • Raising awareness among managers – consciously providing support, breaking down barriers

  • Create transparency regarding expectations – make social markers visible, provide feedback

  • Examine structural framework conditions – naturalization, further education, access to the labor market, participation in public life


Acculturation works where diverse people and talents collaborate, network, and learn from each other.

Conclusion


Acculturation is neither solely the responsibility of immigrants nor exclusively a political project. It arises from the interplay of people, teams and organizations, neighborhoods, and political and institutional frameworks.


Acculturation is a societal process – in the workplace, in everyday life, in politics. It affects us all.


Sources


Bierwiaczonek, K., Vu, DH, Tong, R. et al. (2025). A Meta-Analysis of Social and Contextual Correlates of Migrant Adaptation to Living in Receiving Societies. Nature Communications, 16, 11231. https://www.nature.com/articles/s41467-025-67468-z


Leong, C.-H. (2014). Social markers of acculturation: A new research framework on intercultural adaptation. International Journal of Intercultural Relations. https://www.sciencedirect.com/science/article/pii/S0147176713000886


Wanner, P., & Pecoraro, M. (2023). Self-reported health among migrants: Does contextual discrimination matter? Journal of Migration and Health. https://www.sciencedirect.com/science/article/pii/S266662352300048X



InterNations (2025). Expat Insider Survey – Switzerland. Large global survey of over 12,000 expatriates in more than 50 countries , analyzing quality of life, social integration and work conditions. https://www.internations.org/expat-insider/2025/switzerland-2025


Swissinfo (2024). Switzerland falls behind in attractiveness for expats. https://www.swissinfo.ch/eng/life-aging/switzerland-falls-behind-in-attractiveness-for-expats/82568790


NCCR – on the move / University of Neuchâtel. Migration Mobility Survey. Large-scale study on migrants living in Switzerland (over 6,000 participants ) examining integration, mobility and social participation. https://nccr-onthemove.ch/knowledge-transfer/migration-mobility-survey/


Federal Statistical Office (FSO) (2024). Population with a migration background in Switzerland. https://www.bfs.admin.ch/bfs/de/home/statistiken/bevoelkerung/migration-integration.gnpdetail.2025-0401.html

 
 
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