Here is some advice to help you recruit and retain a diverse staff.

Color-blind hiring
Although most managers know it's illegal to discriminate on the basis of traits such as race and religion, they sometimes unconsciously hire and promote people who are similar to them, because they feel comfortable with them, says Simma Lieberman, a diversity-training consultant in Berkeley, Calif. By recognizing this tendency, you can avoid this biased behavior.

To recruit a multicultural staff, expand your advertising scope. Advertise job openings in your community's foreign-language newspapers, says Gerry Fernandez, president of the MultiCultural Foodservice & Hospitality Alliance in Providence, R.I.

Breaking down barriers
Creating a positive work environment for multicultural workers requires a concerted effort on management's part. If language is a barrier, learn some useful words and phrases in your employees' native language, says Fernandez.

Managers also should try to accommodate religious and cultural differences, says Fernandez. Realize that employees may not be able to do certain tasks or work some shifts because of religious reasons, he notes. Be flexible when you can.

Sometimes managers mistake cultural differences in communication style for insubordination or disinterest, so it's vital that you try to understand other cultures, says Sondra Thiederman, a diversity trainer in San Diego. For example, in many countries, workers don't speak unless spoken to and don't suggest ideas so as not to embarrass their managers, says Thiederman. In contrast, American managers usually prize outgoing employees who show initiative.

The first step to understanding your employees' culture is to do a little homework, says Fernandez. Your local police force's community-liaison officers are excellent sources of information about your community's different populations.

Lieberman also suggests talking with employees. "Don't be afraid to ask about their culture. They'll appreciate your effort. If you don't know how to pronounce their name, ask them to write it phonetically."

Despite cultural differences among employees, managers must maintain and communicate their company's culture. For instance, if an employee from a country where women are rarely in executive positions has trouble taking instruction from a woman supervisor, stress that he must follow your operation's chain of command, says Thieder-man. It helps to have a written employee handbook that details proper employee conduct, adds Fernandez.