Changing Italy begins with work: why building inclusive environments is a strategic choice

According to ISTAT data, foreigners regularly resident in Italy as of January 1, 2025 are 5 million and 422 thousand , 9.2% of the total population, with an increase of 3.2% on 2024. Foreign workers in Italy are almost 2.4 million, equal to over 10% of the total active workforce in the country (data from the Ministry of Labor and Social Policies). Yet the topic of immigration in the media narrative tends to escape from the dimension of "normality" to privilege the "pathologizing" aspects, providing a distorted image of migratory phenomena and migrants in general. A distorted image also because Italy is increasingly becoming a multi-ethnic and multicultural country , although the migratory background of people tends to "disappear" from the data once they have acquired Italian citizenship.

The importance of multicultural work environments

Yet, recognizing the value of ethnic-cultural differences is not only an ethical issue, but brings with it positive aspects for the community as a whole, and for companies in particular. Suffice it to say that according to McKinsey & Company, a management consulting firm that assists 90 of the top 100 leading companies in the world with offices in more than 130 cities and over 65 countries, companies that invest in ethnic-cultural inclusion are 39% more likely to exceed the average profitability of their sector.

This is because multicultural work environments foster creativity and openness to global markets. They present greater adaptability and open-mindedness, which are essential in a globalized context, greater empathy and cultural sensitivity , problem solving in complex contexts, which translates into greater ease in identifying innovative solutions, and linguistic pluralism, which allows for broader and more diversified communication possibilities, even towards customers.

A fact that gives pause for thought and that should lead companies to invest in the creation of welcoming environments for people from the rest of the world. Moreover, international mobility, the increase in migratory flows, new forms of hybrid work and the growing presence of second/new generations make it urgent for Italian companies to develop inclusive organizational models, capable of reflecting the society in which they operate.

What are the barriers in the world of work?

Yet, there are still many barriers. For example, only a small percentage of people with a migrant background in Italy hold highly qualified roles; in addition to this, there is a strong underrepresentation in decision-making processes and top positions. This is because people who live in a country other than their native one and the second/new generations face significant problems: language barriers, which translate into communication difficulties and difficulties integrating into social work networks; recruiting processes that are not very inclusive; discriminatory experiences described as episodes of racism and micro-aggressions outside and inside the workplace ; bureaucratic barriers that severely limit the job opportunities of migrants and the social and school integration of their children. Then there is the housing issue , a significant problem especially in large cities. Not to mention that foreigners in general cannot rely on support networks.

How to Build Multicultural Teams

“Multiculturalism in the world of work represents an enormous value for the innovation and competitiveness of companies” says Barbara Falcomer, General Manager of Valore D, who dedicated a conference to the topic, precisely to raise awareness among companies on this delicate but strategic issue. “Being aware of ethnic-cultural differences, preparing leaders to manage multiculturalism represent an obligatory path in an increasingly complex world and in a context in which demographic and economic challenges must be urgently addressed” states Barbara Falcomer. According to her, “companies that will be able to embrace and integrate multiculturalism will have a strategic resource and will have a positive impact on collective growth – social and economic – that is fair and sustainable for our country".

Companies therefore have a significant share of responsibility. Starting from recognizing the importance of having a multicultural workforce , which represents a fundamental strategic advantage, especially in companies that operate globally. It goes without saying that multicultural teams allow us to meet the demands of global markets, especially in the case of companies with headquarters or production sites or service centers outsourced abroad, but also the needs of increasingly culturally diverse consumers, with positive effects on competitiveness.

How to do it? It starts by perfecting monitoring and measurement tools, implementing fair and representative attraction and recruiting strategies, and also facilitating training experiences to increase cultural sensitivity and intercultural skills among the corporate population at all levels. Raising awareness of linguistic diversity and promoting inclusive communication styles, managing religious pluralism. Intervening on administrative and housing issues to support people who come from abroad for work reasons. Not an easy task, but an essential one.