As businesses reopen after the COVID-19 shutdown, some managers may have trouble reassembling the same team of employees.

People who were temporarily laid off may have found other jobs in the interim rather than wait for the boss to call them back to work.

If that’s the case, this could be an opportune time to think in terms of diversity and inclusion as the business creates and trains a new team, says Dr. Cathy Hung (www.drcathyhung.com), author of Pulling Wisdom: Filling Gaps of Cross-Cultural Communication for Healthcare Providers.

“Having a diverse team can give you fresh perspectives and ideas, and also help you better serve your customers and clients who in so many cases are also going to be diverse,” says Dr. Hung, an oral surgeon and Taiwanese native who came to the U.S. when she was 18.

Although her book’s message is aimed at healthcare providers, Dr. Hung says the lessons about diversity and inclusion apply to all businesses.

But she also says that creating an inclusive atmosphere in the workplace doesn’t end with the hiring process.

“Hiring a team with a diverse background is only the beginning,” Dr. Hung says. “Hiring team members of different nationalities and cultural backgrounds does not automatically equate to cultural competency.”

To make it all work, and improve the overall operation of your business, she recommends:

Incorporate cultural competency into new employee training. Regardless of their personal racial, ethnic or geographic backgrounds, all people need to be sensitive to differences, especially now in what is a sensitive time, Dr. Hung says. “People may worry about offending each other and stepping on each others’ toes,” she says. “So, when you have new employee orientation, how we all get along should be part of the discussion. Doing so will make for a better workplace, and a better business overall.”

Have an open-door policy to discuss conflicts. Be prepared that cultural differences could lead to occasional conflicts, Dr. Hung says. For example, some cultures that communicate in a very direct manner can be interpreted as being “pushy” or “rude,” while other cultures communicate in an indirect manner, where “maybe” or “yes” can mean a no, she says. Also, some team members may feel dismissed or made fun of because of accents or language proficiency, she says, so those issues should be dealt with. “In situations where conflict resolution is needed,” Dr Hung says, “it may not be a bad idea to approach individuals and speak to them privately.” Make certain you hear both sides, but also ensure that the value of a diverse workplace is reinforced. For an offending person, more training may be in order.

Celebrate the differences. Different cultures and religions celebrate different holidays, so a great way to build camaraderie and a feeling of inclusiveness in the workplace is to in some way recognize those holidays. “Also, another great way to bridge cultural differences is to talk about food,” Hung says. “It’s a low common denominator and makes for good small talk within the team. During celebrations people can even bring in dishes from different cultures.”

“By using the right strategies, you can make your team more cohesive and that’s good for everyone involved,” Hung says. “The more inclusive and positive you can be, the more welcome your employees will feel. They will get along better, work together better, and be more productive for you.” When employees are happy and satisfied, that’s reflected in their interactions with customers, leading to greater customer satisfaction.