“How do I get my American staff to integrate better with the international staff?” has come up in many conversations I’ve had with summer camps employing J-1 counselors and support staff.

I appreciate the implication that we expect our American staff to also take an active interest and role in their international peers’ experience. I don't just mean the management team — I mean all domestic staff.

Most of the advice given to camps on integrating international employees into camp culture puts the responsibility directly on international individuals; What they share with the campers and staff, what they bring to the proverbial table, how to exist in this wild camp world, etc. For me, the question begged, “How can we show up for them?”

In this blog post, I'll explore specific tools and approaches to encourage, equip, and entice American staff to engage curiously, respectfully, and intentionally with their international peers.

Reframe Domestic Staff as Cultural Ambassadors

In the Department of State’s mind, a benefit for any company hosting a J-1 is the participant becomes a cultural ambassador not only for their country, but for ours as well. Their experience in their programs will directly shape how they see Americans and the US. At any point in our history, it’s important to have international citizens get to meet and spend time with day-to-day Americans to form their opinions. I honestly believe it’s not only our global sibling’s job, but ours as well, but that’s an article for another issue.

Tool: Role Framing During Staff Orientation

• Introduce American staff to the idea that they are cultural translators, not just coworkers.
• Frame this as a leadership opportunity: “You are the bridge builders. You set the tone for belonging.”
• Give examples of how their everyday behavior communicates inclusion — e.g., explaining slang, inviting international peers to social events, or modeling norms like bunk cleanup or camper routines.

Teach Curiosity as a Skill, Not a Trait

Curiosity curates counselors’ communication. It can be intimidating to speak to someone new, especially if they come from a different country. Cultivating an environment of curiosity and exploration can set your staff on an open path. Demonstrating thoughtful questions and intentional listening and response teaches from a place of receiving information rather than coming from a place of giving information. If you want your international staff to feel invited and accepted into this new space, facilitate curiosity.

Tool: Implement a “Curiosity Mapping” Activity

• In small groups, give domestic staff example questions that lead to deeper understanding:
  • “What’s something your family does for birthdays?”
  • “What was your school experience like?”
  • “What surprised you when you first arrived here?”
  • “What are your favorite traditions?”
  • “What have you enjoyed most about your time in the US? What has been the most challenging?”

Create “Cultural Mentorship” Roles

If you haven’t already done so, assign camp ambassadors — that’s domestic staff to be the liaison for the international staff. You may already have staff who have traveled internationally or are multicultural themselves. Skills and empathy in either of these circumstances can translate to providing understanding for incoming international staff. Make it an official role! Those international staff who have not traveled abroad before will need the extra support.

Tool: Buddy and Mentor Hybrid System

• Pair experienced domestic staff with international staff during the first two weeks.
• Domestic staff are given a checklist of support actions:
  • Tour the camp
  • Eat a meal together
  • Debrief the first week
  • Discuss American camp slang (and ask about their country’s slang!)
• Make this part of leadership development (e.g., required for returning staff or those hoping to become or are leads).

Include Stories of Missed Opportunities

Someone who is able to identify and speak about past mistakes has leader foundations. Even if you don’t hire international staff, that’s true. It’s a fact that communication errors will happen in multi-cultural settings, and after they are worked through, it’s often a pretty funny scene. Some of the best laughs I’ve had have come from realizing the different perspectives present when approaching a confusing situation. Use it to your advantage and make an example out of it.

Tool: Peer-led Panels or Testimonials

• During orientation or mid-summer staff meetings, feature returning staff who speak openly about:
  • A friendship they didn’t pursue until it was too late
  • A miscommunication they wish they’d handled better
  • A meaningful connection with an international staff member
• Encourage storytelling that models vulnerability and reflection. Stories humanize the experience and help others self-correct.

Gamify Cultural Exchange

What is camp about if not games? Does your staff have games to play as well? Gamifying communication is a great tool to foster curiosity. You can drag it out for orientation, per session, per summer, whatever feels right. Your staff will likely be doing this anyway, and it can be made into community action.

Tool: “Culture Quest” or “Camp Passport” Game

• Create a bingo-style card or passport that includes:
  • “Ask someone from another country about their school system”
  • “Teach someone an American campfire song”
  • “Learn a non-English phrase from a peer”
  • “Try food from another country”
• Offer small prizes or public shout-outs for participation.

Provide Opportunities for Reflective Check-ins

Reflection builds empathy. Empathy builds strength within yourself, and also within your community. Camp is an ultimate micro-community. You rely on each other for so much in this condensed amount of time. Curating a space for reflection and discussion, even in your staff meetings, can open up perspectives.

Tool: Weekly Group Debriefs or Journal Prompts

• Pose reflection prompts to domestic staff:
  • “What did you learn about someone from another culture this week?”
  • “Did you see an international staff member being left out? How did you respond?”
  • “What could you do next week to help someone feel more at home?”
• Make space for discussion — not just performance reporting. Reflection builds emotional ownership.

Incentivize Integration as a Leadership Metric

I know you are already well versed on providing recognition for star staff and campers. Why not add a new category? Let staff see that cultural inclusion is valued and sought out. Find ways those outstanding team members can share what they have gained in their actions to build inclusivity and curiosity for the team.

Tool: Staff Evaluation Criteria Update

• Make intercultural engagement part of staff evaluations or counselor awards:
  • "Builds inclusive relationships across differences"
  • "Demonstrates initiative in supporting new staff members"
  • "Acts as a cultural bridge for international team cohesion"

Domestic staff already have an advantage: they’re fluent in the “unspoken rules” of camp life. When you equip and empower them to share that fluency generously, it changes everything. Leadership is not about knowing more, it’s about being responsible with what you know. Build upon your current tools to branch further into the creation of inclusive spaces for domestic and international staff.

Photo courtesy of The Aloha Foundation in Fairlee, Vermont

This blog was written on behalf of ACA's Project Real Job, whose goal is to support camps in their efforts to recruit, hire, and retain staff. 

Kelsy Melton has dedicated much of her life to culture exchange both personally and professionally. Kelsy currently provides cultural support services to camps and companies through her agency, Roam Consulting. Her career’s foundation is built on 10 years working with  J-1 visa sponsors in the Intern, Trainee, and Camp Counselor visa categories. She has also worked with international recruitment agents producing candidates for these categories. Her educational background is in International Management, earning her MBA at Université de Rennes (France) during which she took a Cultural Competency course that strengthened her foundation of cultural exchange. She has had the pleasure of living in Turkey, France, and The Netherlands, as well as extensive travel in neighboring areas. Kelsy can be reached at [email protected].