Strategies for Improving Intergroup Relations

by George N. Root III, Demand Media
A workplace is made up of a diverse population that needs to work together.


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A workplace can consist of different groups of employees that can be broken down by gender, age, ethnic background and religion. Intergroup relations can sometimes be strained by intolerance or a communication gap. Your company should work on strategies to improve intergroup relations to maintain a productive work environment. Company policies can be helpful in encouraging diversity and improving group relations.

New Employee Orientation

A good strategy for developing a tolerant workplace is to start at the new employee orientation. Put the company's policies on encouraging intergroup cooperation in the employee handbook, and devote a segment of the new hire training to reviewing those policies. Create a comprehensive strategy that will convey the company's zero tolerance for intergroup discrimination. You can hire a diversity training specialist to do this portion of the training to allow an expert to present the ways in which your workplace practices tolerance and diversity.


Employees look to company management for cues on what is acceptable in the workplace. Encourage your managers to practice patience and sensitivity when dealing with intergroup issues. Offer diversity training to your managers to help them understand the best ways to handle intergroup conflicts. Encourage your managers to discuss intergroup issues with employees on a regular basis to keep them updated on any potential problems. Develop a comprehensive human resources reporting system to allow managers to properly log and deal with instances of workplace discrimination that can help to fuel intergroup conflict.


Intergroup issues can develop if a segment of your staff feels there is a bias in the hiring process. Develop recruiting and hiring policies that eliminate the potential for discrimination. Policies can include omitting a candidate's name, ethnic background, age and religion from the hiring process. Develop a numbering system that allows interviewers to grade candidates equally based on company needs. By eliminating bias from the recruiting and hiring process, each candidate feels she has a fair chance at getting the job.


Intergroup relations issues can be handled effectively if your management team is made up of diverse members. Hold regular staff diversity training sessions where your management team can address intergroup issues and suggest possible resolutions. A diverse staff led by a management team from a variety of backgrounds will find it easier to resolve intergroup conflicts than a team that is dominated by one or two groups. Having a diverse management team also helps ensure that the promotion of employees is based on performance and merit and that all employees have the opportunity to qualify for managerial positions.

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