Several empirical findings as well as theoretical constructs support the fact that
“diversity makes business sense”. Researches about the potential contribution
of culturally diverse employees suggest that companies cannot and should not swim
against the tide, when it comes to labour migration and foreigner employees. The integration
or inclision of labour migrants, or with other words, making them trustful, satisfied,
committed and retaining them is a difficult task and constantly actual research area.
This paper aims to contribute to this knowledge and provides practical implications
about the integration of labour migrants. The authors present some integration-oriented
models in the field of cross-cultural management. Our goal was to test these theories
in the practice by qualitative, in-depth interviews. The method we used was an own-developed
questionnaire in order to reveal the interviewees’ own perception of integration
or “inclusion”, through their unique cultural lens. Each question indirectly asks
on a cited integration theory. Based on the analysis of the responses, we drew up
conclusions and present the theories’ connection with each other if occur. The results
are contextualized in the interviewees’ cultural mind-sets. The used theories provide
practical insights into the attributes and elements of integration through the
eyes of employees, who are from diverse cultural background.Keywords: Labour
mingrant, integration, diversity in business, in-depth interview
