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Our article focuses on the establishment of an intercultural mediation service in a public hospital to help hospital staff in their relations with patients of foreign origin. Staff diversity is frequently presented in the literature as a way to improve relations with users and clients (diversity business case). There are many managerial studies that highlight the benefits of such a diversity policy, however there are few scientific studies that document what the company and/or organization can gain from it and how it is managed. We focus on the intercultural mediators who work in French-speaking hospitals in Belgium, presenting the reasons for the creation of this function, their objectives, the problems they manage, the expertise accumulated, and the lessons learned from these experiences. The difficulties encountered in the hospital by patients of a different cultural origin (migrants, refugees, etc.) are numerous: language problems which make it more difficult to diagnose and explain treatments, errors of interpretation and communication throughout the treatment process, and stress for the patients as well as the hospital staff. In French-speaking Belgium, most hospitals have had an intercultural mediator for more than twenty years. The mediator is a translator as well as a person who knows both cultures: that of the country of origin and that of the host country. Their mission is to optimize the helping relationship, the diagnosis, and the treatment. These mediation services are quite interesting to study in order to better understand how diversity management policies improve the quality of services (economic logic of diversity management policies) and ensure more equality in health care (social logic of diversity management policies).