Born in Switzerland into an Indian family, I have always moved between the traditions and values of my Indian heritage and the culture of my Swiss surroundings. This ongoing journey between two worlds has deepened my understanding of the power of diverse perspectives. My heart beats for a society and working environment that sees cultural differences as an advantage and knows how to use them. I am convinced that in today's globalized world, we can all learn to move together and yet be unique. I have often asked myself why in Switzerland - a country characterized by cultural diversity - it is difficult to reflect and use this diversity in everyday working life. In my work as a transcultural coach and workshop facilitator, I experience again and again how important it is to meet on an equal footing and to actively take into account the different life realities of all participants. This is exactly where I see a major challenge and opportunity for many Swiss companies. Cultural diversity and inclusion: A blind spot In Swiss companies, DEI (Diversity, Equity & Inclusion) is mostly about gender, sexual orientation, people with disabilities or age issues (read Prof. Dr. Andrea Gurtner, Bern University of Applied Sciences, Diversity and Inclusion Management ) . Cultural diversity and inclusion, on the other hand, often go unmentioned - in a country like Switzerland, which is characterized by its cultural and linguistic diversity - a blind spot? Our lives have long since taken us across local and national borders. Many of us no longer live where we were born or grew up. Even without a migration background, we bring with us different cultural influences that form our norms and values. In Switzerland, linguistic diversity is an additional factor: four national languages - each with its own culture - contribute to the cultural complexity of the country. The figures on ethnic diversity in Switzerland speak for themselves: Almost a third of the permanent resident population in Switzerland was born abroad. Almost a quarter of those born abroad have lived in Switzerland for at least 20 years. Of the almost 9 million residents, 2.4 million do not have a Swiss passport, and in more than half of newly concluded marriages at least one person does not have a Swiss passport. Almost 60% of children in Switzerland have at least one parent who was born abroad, and already 40% of the permanent resident population aged 15 and over has a migration background ( BFS, 2024 ) . Half of young employees will therefore have a migration background. Despite this impressive cultural diversity, Switzerland remains only of limited appeal to foreign skilled workers. A recent survey by the expat platform "Internations" shows that Switzerland came 34th out of 53 countries surveyed, despite the country's high quality of life - last year it was still in 23rd place. Why? Many professionals said they had difficulty making social connections in Switzerland . In addition, people with a refugee or migrant background struggle to find suitable positions or are forced to accept underqualified jobs even though they are excellently qualified for more demanding tasks. So the question arises: How well is cultural diversity actually understood, reflected and used in Swiss companies to secure skilled workers? Obstacles to cultural diversity and inclusion Promoting cultural diversity is an important task, as it encounters similar hurdles to gender equality, e.g. with regard to recruitment or promotions: : Unconscious bias : Unconscious bias are deeply rooted in our brains, and if we do not consciously address them, recruitment practices are influenced by them. This means that applications from people who are very different from the decision-makers, for example in terms of appearance, name or origin, are disadvantaged (read A for Affinity Bias ). Exclusion through job advertisements : Many companies have so far failed to develop target group-appropriate approaches that appeal to young and culturally diverse talents. Structural discrimination : Studies show that people with a foreign-sounding name have to send out significantly more applications to receive an invitation to an interview compared to equally qualified applicants with a typically Swiss name (read Labor market: Ethnic discrimination against job seekers ). Diversity alone is not enough: inclusion is key Cultural diversity is an unavoidable reality in Switzerland. But diversity alone does not bring success. Even if a company has achieved an increased cultural and ethnical diversity among its employees, the next step, inclusion, is the most important. Good collaboration in a culturally diverse team is demanding. When our living and working environments become less monocultural, we lose the basis of implicit, shared assumptions and norms. This can lead to increased misunderstandings, undermine trust in one another, and reinforce (unconscious) bias. So it takes some attention: A conscious discussion to promote psychological safety and transcultural collaboration in the company. An inclusive work environment is the key to exploiting the full potential of diverse talents ( McKinsey , What is diversity, equity, and inclusion? ). We learn not to experience the different, unique perspectives, lifeworlds and voices of all employees as irritation or, at best, to tolerate them, but to use them as an opportunity. The added value of cultural diversity and inclusion In addition to profitability, various McKinsey studies show the following key areas in which inclusion and diversity can improve a company's overall performance: Better decisions through different perspectives : Culturally diverse teams offer a variety of viewpoints and approaches to solutions, leading to more informed decisions. Higher employee satisfaction : In inclusive teams, employees feel valued, which leads to higher motivation and employee loyalty. More effective teamwork : Teams that actively utilize cultural differences often work together more productively and creatively. International experience as an economic advantage : Companies benefit from the global perspective of their employees and can better align their strategies with international markets. What companies can do Here are five practical steps that can help companies use diversity effectively and promote an inclusive corporate culture ( McKinsey, Success factor cultural diversity and fair participation. How German companies can catch up now ) . Embed diversity strategically: When managers set clear goals for diversity, diversity becomes not just a nice word, but a reality. This ensures that different perspectives are actively incorporated into decisions and enrich the team. Dealing with unconscious bias: We all have unconscious bias that can influence our decisions. Through training, employees can learn to recognize unconscious bias and reduce the resulting bad decisions, so that applications and promotions are handled more fairly and objectively. Establish a language that is accessible to everyone as the internal working language: Introducing English, or even just "High German" as an additional, common company language, can break down language barriers and make it easier for culturally diverse talent to settle in. This makes collaboration in international teams smoother and the company more attractive to global talent. Cultural exchange and mentoring: Exchange programs and mentoring for culturally diverse talent promote cultural dialogue and help build deeper understanding and stronger connections within the team. Make progress transparent: Regular reports and success stories make visible how the company is developing. This creates clarity about successes and shows the way towards a more inclusive and diverse corporate culture. My conclusion: The opportunity for Switzerland Cultural diversity is a reality in Switzerland, but its potential can only be fully realized through conscious inclusion. Today, more than ever, a working environment that promotes cultural diversity and enables all employees to participate fairly is not only an ethical decision, but also a proven competitive advantage for companies. The most important thing, however, is: When we grow out of our "bubble" and meet people on equal terms with people who are different from us, our neurons are re-fired, our brains are excited, and we grow beyond ourselves. We are happier, which in turn has a positive effect on our work environment!