Cultural diversity: What is it?
Our culture influences us; it shapes who we are, how we act, and why we believe in certain things. The presence of many ethnic and cultural groups in society is called cultural diversity.
This diverse workforce has workers from all racial, sexual, and political spectrums. Most workplaces are exposed to different views, and cultural diversity within the workplace encourages management to be embraced by all employees.
Talking about the idea and initiating the concepts of cultural diversity is very easy, but implementing that within an organisation as an effect of hiring policies takes a lot of work.
Why is cultural diversity important?
Sure enough, we have been evaluating different advantages that cultural diversity offers, but equality and diversity are by no means just words on paper. Other studies also analysed how the business adds performance benefits through its involvement.
Cultural variety also comes with certain advantages, but to appreciate this, we need to research such topics to give us reliable statistics. For example, as one research suggests, the 43 most diverse public businesses were about 24% more profitable than the 500 list. Other studies have shown that nearly 95% of directors believe diversity brings new value. Finally, firms get different perspectives and talents by collaborating and understanding workplace diversity and inclusion, which are perfect blends in availing such.
Diversity at Workplace Centers
To fully appreciate the concept of cultural diversity, it is advisable first to understand the various types of workplace diversity that have been identified. These are not merely demographic factors that are captured in HR forms. In this respect, workplace cultural diversity awareness is more than one dimension. When it comes to managing human resources, one needs to be aware of several basic types of diversity attributes.
Gender – the proportion of women in the labor market is now more significant than at any other time. However, the gender pay gap prevails, and fewer women occupy decision-making positions.
Race and ethnicity – with the evolution of ethnic and racial identities, such categorisations are inadequate even as they embrace standardised forms with ethnic categories. Employees and prospects assume it is customary to discuss race and ethnicity, contributing to increased cultural diversity.
LGBT – members of the LGBT community do not share the same backgrounds, experiences, or issues. All Emmanuel’s LGBT employees are expected to develop a policy preventing discrimination, particularly in employment in LGBT human resources.
Age – younger and older workers are subjected to discrimination regarding stereotypes. Initiatives such as creating a cross-generation mentoring program and allowing apprenticeships to any age can be employed to confront this stereotype.
Workers with disabilities – disabilities can be a social inability or physical disability and even chronic illnesses that affect functional ability. Some of this is through a neurodiversity program and changing negative attitudes.
Mental health – is also about workplace wellness programs; in mental health, it is possible to address issues like absenteeism, behavior-related problems, and others.
Neurodiversity - Morrissey sieverts where dyslexics, autistic, Tourette’s syndrome, and others are embraced and appreciated by the company as their differences enhance & add value if converted to the proper job function.
Fostering freedom of thought - If the individual and the role of the Exam Cell are in harmony, then a variety of personalities and thought styles may help stimulate creativity. Otherwise, if it is mismatched, it can cause frustration and stress.
We must note that this is by any means not an exhaustive list. To be heterogeneous, explore and look for other factors like marital status, education, language, accent, etc.