Cultural diversity is less and less surprising. We open up to its multidimensionality, and what is new and unknown turns out to be a source of many inspirations. During the next meeting of the HRBP Club, the attention of experts was focused on the skilful combination of organizational cultures with traditional elements, such as gender, age, origin and beliefs. Ryszard Świlski, Deputy Marshal of the Pomeranian Voivodeship, was a guest at Olivia Business Centre this time in a completely different role, in his opinion, the diversity resulting from internationality best releases the potential necessary for the development of the entire Pomerania.

Was the role of a manager during the HR Club meeting at Olivia Business Centre a challenge?

I admit, the situation is quite specific (laughs). Indeed, I rarely find myself “on the other side”. The participants of the meeting were specialists, and I, as you are aware, come from a slightly different reality related to employment. The stage fright was, fortunately, passed quickly!

Do you see the role of a manager as a manager?

Yes, looking at the labour market and the needs of both parties, the task is ultra difficult. In the past, employers were given the chance to select employees. Today, the situation has been reversed – the expectations of job applicants are adequate to the competences, and the needs defined are precise. The bar is set high, changing the system of values requires the employer to skillfully find themselves in new solutions, which fortunately are becoming more and more numerous. In my opinion, from the perspective of all the complexity of the process, recruitment specialists do not have an easy bread at all.

How do you think Pomeranian entrepreneurs deal with cultural diversity? Are we ready for it?

We’re learning that. However, I observe that in many moments we are still not ready.

What is failing, what are we missing?

Please note that the world in urban areas looks very different. It must be clearly stated that outside the Tri-City this image is changing. There is a lack of greater openness and trust. We are still overly conservative in the choices we make, we have not yet learned to think what I would describe as a little bit visionary. The past has left its mark on us, and time must pass for things to change. Knowing this, we try to reach places where this change is necessary. On behalf of the Labour Office, we try to travel around Pomerania, meeting and talking about diversity with entrepreneurs in every county. We see what it’s like.

How?

The farther away from the Tri-City, the less openness there is. Closer looks better.

Is the fear of the new, the different, the unknown working?

Let’s take a look at what’s happening in the public space. Unfortunately, in various types of media, as well as organizations, signals are being released that we should take care of “our” employee. I ask the question, where is this one of ours? Employees make choices, move around, leave, and we have to look for other solutions in their place in the form of people who want to come here and acclimatize in terms of work, education and culture. This enclosed space lies dormant inside of us. The perception is negative, because we have superstitions, which in many moments prevail.

Do you need to work at the grassroots?

Yes, this is the only way we will be able to break certain stereotypes. We travel, talk, and invite other institutions to join the discussion.

Who wants to talk?

The Labour Inspectorate, representatives of the Social Insurance Institution (ZUS) and the Border Guards. There are many people willing to do so, they understand that knowledge and exchange of experience will make them able to provide real help that will meet the expectations of those who come to us. We want to turn the classic “I can’t”, which was the result of administrative issues, into “what can I help with” by solving problems comprehensively. Step by step, we teach and show how you can act. Unfortunately, there is still a lot of work to be done, and it’s not like a magic wand will heal certain principles of operation in a fraction of a second. We, moving within the areas in which we formally can, also try to exert influence on the Voivodeship Office in the matter of, for example, various permits that people from abroad should obtain in due time. As short as possible, because delaying deadlines will cause us to lose our assets. Open borders mean that the Czechs are already starting to use the human resources that we wanted. In a moment we will start to turn off the lights, because there will be no one to work for us.

But there is no such thing as a golden mean?

No. Everything is at the heart of upbringing and education. The younger generation is definitely more open-minded.

Why is there a difference?

Young people have never experienced the so-called closed border. They didn’t have to get a passport. The possibilities have made what was amazing and almost out of reach for many elders is within reach for them. They are not afraid of neighbouring cultures, they are open to them, and their fascination makes them more willing and easier to find themselves in these seemingly divisive differences.

Is there no hope for the elderly?

The process of openness will simply take longer. Our role is not only to tame, but above all to convince that differences do not have to be a source of trouble and fear. Sometimes the problem lies only in the fact that the older ones simply did not have the opportunity to come into contact with other cultures, for example. When such an opportunity arises, the problem disappears. Most often, we are afraid of what we don’t know.

How does Pomeranian openness fare on the national map?

We are pioneers and our initiatives are held up as examples. They showed that openness in Gdańsk is and has always been greater. This has to do with both the centre of emigrants and the message we have been carrying for the last few months of telling entrepreneurs to “open up”. Give a hand to others, just as we used to help the people of Gdańsk and Pomerania. People in other regions can see our actions and their effects. They ask, they copy a bit, it all depends on the specifics of the places, the Warsaw agglomeration looks different, the situation is different in the South and in Pomerania – each place has its own specificity.

How many years does it take for change to happen?

We cannot wait and we must not forget about information and educational activities that show culture and its offer in individual cities. The power of word-of-mouth advertising is proven – when someone says, come to Gdańsk – it’s a good life, it’s the best here, these people will come. We don’t have to advertise ourselves, we can encourage and show that it is worth working in Pomerania. All this is done so that individuals can find the perfect place to live, learn and develop. Time passes, and for us, every day not used is wasted. If in a few months the borders open to other employees, we will not have any chance here in a moment.

Interviewed by: Dagmara Rybicka, Olivia Business Centre

More about the HRBP Club meeting with the participation of Deputy Marshal Ryszard Świlski