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Cultural Diversity in the Workplace

Cultural diversity is an important topic that needs to be addressed in all spheres of life, the workplace included. With increased mobility of labor, people from various backgrounds and cultures have been able to move to different parts of the world for work. This means that employers have to find effective ways to ensure that they reap the rewards of cultural diversity while at the same time acknowledging the challenges that come with it. As the world becomes a global market, it is essential that employers also embrace change and diversity. Some advantages of cultural diversity include broader markets, respect among employees, and financial gains; while disadvantages include conflicts and differences among employees, difficulty in communication and exposure of personal prejudices against others.

Diversity in the workplace comes with several advantages and rewards. The first of this is that the business gains a positive reputation as a fair and equal employer. One of the main challenges in employment is dealing with issues of discrimination based on race, religion, and ethnicity. When a company has people with various cultural backgrounds, people respect the company as it shows an acceptance of all qualified people regardless of their culture. The second advantage of cultural diversity is that it opens up new opportunities for the company to make financial gains (Lambert). A culturally diverse workforce ensures that employees identify many possible ways for the company to reach out to a diverse population. The employees have a deep understanding of different cultures; hence, their advertising strategies will be respectful and appreciative of diversity, attracting more customers. Customers are more likely to identify with a company that reflects their culture; hence, the company can gain more by ensuring that they attract as many customers as possible.

Another advantage of cultural diversity in the workplace is that employees get to interact with people from diverse cultures, cultivating respect and appreciation of the differences that exist among people. Exposure to different people allows employees to get a better understanding of how others do things, and the exchange of ideas will bring more efficiency to the company (Lambert). Employees also work hard to ensure that other people feel comfortable and that their opinions are respected. Personal growth leads to pursuing common goals for the company in a setting of cohesion and cooperation, promoting the success of the company. Cultural diversity in the workplace also allows the company to hire a wider pool of creative and talented individuals. The company will also benefit from innovation that such a diverse workforce brings.

Despite the many advantages that come with diversity, employers must also be alive to the reality of challenges. One of the challenges is the creation of a positive work environment in which everyone feels respected and valued. Cultural diversity encourages people from different backgrounds to work in a company, and for them to be successful and comfortable, they should feel valued and accepted. Unfortunately, people who may not be used to such diverse cultures can unintentionally make others feel sidelined and belittled. Management thus has to take the time to come up with policies and training on awareness of cultural diversity (Mujtaba & Prause). Such a step can be quite challenging because others inevitably feel attacked, therefore the situation is a delicate one. Cultural diversity in the workplace also presents a challenge if some employees and even management have a deep-rooted prejudice against people of a specific culture. In today’s world, it is essential to acknowledge the existence of discrimination based on race, religion and other aspects of culture. Some people have preconceived and false notions about other people, and they may be completely unwilling to give others the benefit of the doubt. The situation might be so bad as to lead some employees to resign as a result of personal prejudices.

The third challenge in a culturally diverse workplace is difficulty in communication, especially where some employees do not have English as their first language. Their workmates may take quite some time trying to pass a message across, thus hindering the operations of the company. In addition to this, cultural diversity can also bring a lot of tension and conflict in the workplace. Conflicts and disagreements are typical among people, who then work towards a common ground. However, of the two parties are from different backgrounds; one may take offense at the thought that they are mistreated due to their background. Cultural diversity brings a heightened sensitivity to the differences among employees, and management must work hard at ensuring that all employees are treated fairly and equally (Mujtaba & Prause).

In conclusion, employers must pay a lot of attention to cultural diversity within their workforce. A company that embraces diversity benefits from a favorable reputation and this translates into profits. People are also eager to work for such companies, thus attracting a lot of creative and innovative talent that also improves the profit margins of the company. Diversity allows people to interact with others and develop an appreciation and respect for others from different cultures. However, management must also be aware of the challenges of diversity and address them adequately. Some challenges include differing opinions that lead to conflict, strong prejudices against some cultures as well as tension within the company. Management must take time to sensitize and train employees on cultural diversity, and how they can embrace it for their personal benefit as well as for the benefit of the company. As the world becomes increasingly globalized and diverse, cultural diversity is becoming an integral part of any company.

Works Cited

Lambert, Jason. “Cultural diversity as a mechanism for innovation: Workplace diversity and the absorptive capacity framework.” Journal of Organizational Culture, Communications and Conflict 20.1 (2016): 68.

Prause, Daria, and Bahaudin G. Mujtaba. “Conflict management practices for diverse workplaces.” Journal of Business Studies Quarterly 6.3 (2015): 13.