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Cultural diversity adds complexity, conflict, confusion, and ambiguity to the communication process (Shachaf, 2008).

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ڈاکٹر اختر وقاص خٹک

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Cultural diversity adds complexity, conflict, confusion, and ambiguity to the communication process (Shachaf, 2008).

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ڈاکٹر اختر وقاص خٹک

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ڈاکٹر اختر وقاص خٹک

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Cultural diversity adds complexity, conflict, confusion, and ambiguity to the communication process (Shachaf, 2008).
— ڈاکٹر اختر وقاص خٹک (@akhtarwaqqas) March 14, 2013

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Cultural diversity adds complexity, conflict, confusion, and ambiguity to the communication process (Shachaf, 2008).

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ڈاکٹر اختر وقاص خٹک

# data[].attributes.attachment_link.metadata.attachment_props.original_text
Cultural diversity adds complexity, conflict, confusion, and ambiguity to the communication process (Shachaf, 2008).

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Cultural diversity adds complexity, conflict, confusion, and ambiguity to the communication process (Shachaf, 2008).

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ڈاکٹر اختر وقاص خٹک

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Podcast: Tips for Managing Conflict at Work

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Podcast: Tips for Managing Conflict at Work

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There are many distinctions or approaches to dealing with challenges in a culturally diverse workplace. Understanding may be a strong tool since cultural differences can cause confusion and conflict in the workplace in a variety of ways. There are numerous cultural variances: failure to recognize that any of these cultural differences will produce conflict or irritation might have serious consequences. They also referred to it as a romantic connection since certain people bring out the best in us while others bring out the worst.

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The answer depends on the type of conflict you face. In this Insight In Person podcast, we talk with two Kellogg professors of management and organizations about two different types of conflict.

Jeanne Brett addresses cross-cultural conflict, offering advice on the best ways to diffuse tense situations-or better yet, avoid them in the first place. Eli Finkel, who is also a professor of psychology, explains how his research into romantic relationships is also relevant among coworkers.

Podcast transcript

Emily STONE: Offices can be breeding grounds for interpersonal conflict, from the petty to the pronounced. One person can't stand the guy who talks too loud on his phone; another is bitter at being passed over for promotion.

Learn more from Jeanne Brett about constructive collaboration, negotiation strategies, and leading high impact teams in Kellogg's Executive Education Program.

But teams will function better-be more productive and creative-if people get along. So what can you do to manage conflict in your organization?

Hello, and welcome to Insight In Person, a monthly podcast produced by the Kellogg School of Management at Northwestern University. I'm your host, Emily Stone.

This month, we'll explore how to manage workplace conflict by looking at it through two lenses-cross-cultural conflict and good, old-fashioned relationship tensions-because knowing what sort of conflict you're dealing with is a key step toward managing the problem. So stay with us.

The answer depends on the type of conflict you face. In this Insight In Person podcast, we talk with two Kellogg professors of management and organizations about two different types of conflict.

Jeanne Brett addresses cross-cultural conflict, offering advice on the best ways to diffuse tense situations-or better yet, avoid them in the first place. Eli Finkel, who is also a professor of psychology, explains how his research into romantic relationships is also relevant among coworkers.

[music interlude]

Jeanne BRETT: After one of my exec ed programs when we were talking about multicultural teams, one of the participants came up to me and he said, "You know, I thought I had a gender-prejudice problem on my hands, but now I'm thinking maybe it's culture."

STONE: That's Jeanne Brett, a professor of management and organizations at Kellogg and the director of the school's Dispute Resolution Research Center.

The scenario described to her involved a Chinese manager working temporarily in the U.S. He couldn't seem to work through his differences with another manager, who was an American woman. He kept going over her head, to the executive, whenever an issue arose. The executive assumed the Chinese manager was uncomfortable working with a woman. But after Brett's class on cross-cultural conflict, he looked at the problem through a different cultural lens.

BRETT: Because China's a hierarchical culture, and in China, when you have a conflict with a peer, you take that conflict to the boss. It's the boss's job to make a decision, and then both parties have to kind of accept that decision and nobody loses face because it's the boss's decision, not theirs.

STONE: And just like that, you go from having a problem employee to having an understandable cultural difference.

BRETT: I see that it's not just you trying to be difficult; it's rather you acting as you normally would, given your culture. So if you can label it as "cultural," then you can begin to say, "Okay, now I understand where they're coming from, let's see how I can deal with it."

STONE: Understanding this can be a powerful tool, because there are many ways that cultural differences can cause confusion and conflict in the workplace.

BRETT: Starting with issues of fluency and language; preexisting prejudices; differences in norms about what constitutes a workday; differences in how do you go about making decisions; differences in when do you stop collecting information and when do you make a decision; differences in what "yes" means.

STONE: Failing to recognize that any one of these cultural differences is causing conflict or frustration can come at a cost.

BRETT: Misunderstanding can lead to high emotion that gets in the way of the team doing its work. People's relationships get involved. People won't work together, and you lose business.

STONE: Take, for example, a tense moment Brett's daughter recounted recently. She works in France and was helping an American client set up a wine-tasting week. After picking a hotel, her American client sent a 15-page boilerplate contract to the hotel owner. To the Americans, it was just a pro forma part of doing business. Not so for the hotelier. Here's Brett again.

BRETT: He was furious because they had had an oral agreement about what he was going to provide, what they were going to pay, etc. He had taken it personally that they didn't trust him to provide what it was he had committed to, and he was deeply offended.

STONE: In retrospect, understanding that the written contract would offend the Frenchman, and warning him in advance of its arrival, would have prevented a lot of problems-which is a key piece of advice Brett gives.

BRETT: The first thing is to try to kind of inoculate people in advance.

STONE: Better not to have the conflict in the first place then to have to fix the broken pieces after the fact. Take this story that Brett was told about a manager brought in to lead a newly assembled software team.

BRETT: He said, "I know I have an accent, I know it's difficult to understand me, we cannot let my accent get in the way of the effectiveness of this team. If you don't understand what I'm saying, we've got to go to the board, we've got to draw pictures, you've got to talk to me." That just diffused the whole problem. He said, "after a while we got really good with his accent."

STONE: But that kind of forethought-being able to see a problem before it arises-or at the very least being able to recognize something as a cultural conflict when it does arise, requires a particular mindset. And it's one leaders would be wise to hire for, Brett says. This means looking for people who have their own multicultural experience. Or for people who are, as Brett puts it, "culturally metacognitive."

BRETT: That's a big word. What it means is these are people when you put them in a situation, they will work it. They will try to analyze it from a cultural perspective. People who are culturally metacognitive are more likely to say, "Okay, this behavior is very strange. This is not what I'm used to. It looks like an obstacle. Why is this person behaving this way? I wonder if it's culture."

STONE: In addition to bringing in culturally metacognitive people, another strategy is to rely on your teams to problem-solve. Brett points to the example of a company with call centers in both the U.S. and Latin America. The call-center workers in the U.S. were angry that their Latin American counterparts took two-hour lunches, leaving them to shoulder all the work during that time. Their managers asked the teams to try to resolve the dispute.

BRETT: The Americans then realized that the Latin Americans may be gone for two hours in the middle of the day for lunch, but they were working 2 hours later in the evening. They then began to figure out how to share the work.

STONE: But how relevant are these solutions to cross-cultural conflict in the long run? The world, after all, is getting flat. How much cultural distinction is there still in the post-MTV age of YouTube and Facebook?

Plenty, Brett says.

BRETT: People ask me a lot, isn't everyone-because everyone in the business world now speaks English-isn't everyone becoming Western? My answer to that is, "No, not really."

Even when you're an expat, at the end of the day you're going home and you're interacting with your American family. You're raising your American kids. They're going to an international school. We maintain our cultures within our own families and hand it down from one generation to the other. I don't think the world is going to become one, and frankly, I wouldn't want that kind of a world.

[music interlude]

STONE: Obviously, not all workplace conflicts can be chalked up to cultural misunderstandings. That guy who talks too loud on the phone? He's just annoying.

ELI FINKEL: Anytime that you have what we might call interdependence-that is, I rely on you, you rely on me to get our work done, to lead fulfilling lives, to have a happy day-there's room for friction and conflict. And so, to the degree that my ability to function effectively at work is dependent upon what you do, there's plenty of room for us to have conflict.

STONE: That's Eli Finkel, a professor of management and organizations at Kellogg.

If some of what he just said about the thorniness of interdependence and conflict sounds more suited for a couple's therapist than a management expert, that's because Finkel is also a professor of psychology who focuses much of his research on romantic relationships.

FINKEL: One of the major things that's always been interesting to me about relationships is the way that certain people bring out the best in us; other people bring out the worst in us. How is it that you and I function together as a team in order to make me a better version of myself than I would have been if I had worked with a different person. That was always interesting to me in terms of romantic relationships and other contexts. I became particularly interested in thinking about those sorts of issues in the business context.

STONE: Because, when you boil it down, the way you resolve conflicts in your living room isn't that different than how you should approach them in the conference room.

FINKEL: There are some general principles that are effective if you want to learn how to navigate conflict. And those principles, for the most part, should apply across a broad range of relationship contexts.

For example, it's generally a good strategy toward defusing conflict to convey that you've understood what the other person said, and they feel very much heard. You can say, "I understand how you got there, and I respect that point of view. Here are some concerns that I have, and here's why I disagree with you about your conclusion." That general approach is going to be wise on average across almost all the circumstances you're going to face.

STONE: That's right, dear listener, you just got some solid relationship advice while listening to a business podcast. You're welcome. But we're just getting started.

Finkel conducted research that shows how a tiny exercise-one that takes just 21 minutes of your time a year-could help your relationships.

The researchers recruited 120 married couples for a two-year experiment. The first year, every four months, the couples wrote for seven minutes about the biggest conflict they and their spouse had recently had. The next year, half the couples had an additional seven-minute writing task every four months.

FINKEL: They tried to think about the conflict from the perspective of a neutral third party who wants the best for all involved.

STONE: The couples were also instructed to think about why it's hard to adopt a neutral perspective in the heat of a disagreement. The results after a year were impressive.

FINKEL: Those people experienced significant benefits to their marriage. Higher levels of relationship satisfaction, higher levels of intimacy, even higher levels of passion, which the long-married listeners in your group probably know is a little bit of the holy grail in marriage-how do we sustain high levels of passion over time? I see no reason why it couldn't be an effective way of helping people think constructively and feel better about their workplace, about their coworker experiences.

STONE: So, every four months, leaders could ask their staff to sit down and write about workplace frustrations.

FINKEL: And then have them try to think about it from a broad perspective. Let's imagine that there's some omniscient, omnipotent perspective that you can adopt where you're just trying to think about what's best for everybody. What's best for you, what's best for your coworkers, what's best for the organization.

STONE: The mechanism at work here is simply a bit of detachment, just getting outside of your own head.

FINKEL: We tend to experience conflict right through the perspective of our own eyeballs.

STONE: Meaning, it's easy to focus on how everyone is annoying you. But much harder to see how you're annoying them.

FINKEL: What adopting this neutral, benevolent third-party perspective helps us do is see the little foibles that your coworker has, or that annoying customer has, from a broader perspective, which helps you avoid just finger-pointing at it and try to adopt some perspective and some sympathy or even some empathy for it, but also helps you get a little bit of perspective on the ways in which you yourself might be contributing to some of the issues that might be happening personally with a client, or with a coworker, or what have you.

STONE: Finkel has conducted other research into romantic relationships that can be used in the boardroom. One experiment focused on our memories of conflict. Because so much of the time it's not the immediate anger that's the problem; it's the long-simmering aftereffect.

FINKEL: When these events happen, they're not things that happen in the blink of an eye and then don't matter anymore. If they were, they'd be very easy to handle, right? These negative events, people ruminate about these events, people become frustrated, people change their perception globally of what the other person is really like and whether that person cares about me.

STONE: So Finkel and his team looked at how well we remember transgressions in our relationships. The researchers had romantic partners write about, in real time, any transgressions they endured. Participants gave various pieces of information, including rating the severity of the transgression on a scale of 1 to 7. Then, a couple weeks later, the researchers asked participants to recall the severity of the transgression.

FINKEL: It turns out that to the degree that you have high levels of trust in your partner, you systematically misremember the past in a benevolent way.

Now, I want to be clear about this: this isn't a case where you say, "Yeah, I recognized that he was being a total jerk, but I'm over it and I forgive it." You literally don't remember it as being as severe as it was.

STONE: We'll let you decide the takeaways for your romantic relationships. But the takeaways for the workplace are clear. Obviously, fostering trust is important. But, perhaps less intuitive is the realization that our memories of past infractions aren't as good as we think they are.

FINKEL: We tend to have a lot of faith in our memories, and we are probably well served by keeping in mind that our memories, especially regarding interpersonal conflict and transgressions, are biased in all sorts of ways. It's something that all of us should be on guard for. And, in particular, all of us should be a little bit more modest about how good our memories are.

STONE: Meaning, that guy who talks too loud all the time? Maybe he's not really that bad. Maybe.

[music interlude]

STONE: This program was produced by Jessica Love, Fred Schmalz, Emily Stone, and Michael Spikes.

Special thanks to Kellogg School professors Jeanne Brett and Eli Finkel.

You can stream or download our monthly podcast from iTunes, Google Play, or from our website, where you can read more about conflict resolution, negotiations, and . Visit us at insight.kellogg.northwestern.edu. We'll be back next month with another Insight In Person podcast.

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Podcast: Tips for Managing Conflict at Work

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The answer depends on the type of conflict you face. In this Insight In Person podcast, we talk with two Kellogg professors of management and organizations about two different types of conflict. Jeanne Brett addresses cross-cultural conflict, offering advice on the best ways to diffuse tense situations-or better yet, avoid them in the first place.

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Cross-Level Cultural Congruence: Implications For Managing Diversity In Multinational Corporations

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Cross-Level Cultural Congruence: Implications For Managing Diversity In Multinational Corporations

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Few models view culture as a multi-level construct, and limited diversity management theories capture the significance of the configuration of individual, organizational, and national culture differences on employee and organizational outcomes.

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Watch Erin Meyer: How Cultural Differences Affect Business

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Watch Erin Meyer: How Cultural Differences Affect Business

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Cultural barriers in communication is easily overcome with someone in that culture gains the initiative to guide the cultural outsider through it.

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Business Speaker Erin Meyer: How Cultural Differences Affect Business

# data[].attributes.body
Communicating to people of different cultures differs in many ways such as in conflict-resolution, decision process, transparency. Challenges are inevitable but its benefits outweigh the prior.

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How cultural differences influence conflict? Check this case study:

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How cultural differences influence conflict? Check this case study:

# data[].attributes.body
Miscommunication is the primary reason for conflict per se that is evident in culturally diverse communities. Conflict is triggered when there are cultural differences between individuals within an organization or through general interaction with one another. Solutions involved respecting and being mindful of cultures freely.

# data[].attributes.attachment_link.readable_text
@inproceedings{Koyuncu2020HowCD,
  title={How Cultural Differences Influence Conflict Within an Organization: A Case Study of Near East University},
  author={Ayse Gozde Koyuncu and Rufaro Denise Chipindu},
  year={2020}
}

The culture that people come from has played an important part in shaping any society. Almeida (2002) defined culture as the behaviours, contents and the way people think. Culture is of vital importance since it assist in the way people live hence articulating the manner in with information among people is administered. Miscommunication often arises due to the differences in cultures that exist hence this leads to people misunderstanding others cultural contexts. Individuals from certain…

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[PDF] How Cultural Differences Influence Conflict Within an Organization: A Case Study of Near East University | Semantic Scholar

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The culture that people come from has played an important part in shaping any society. Almeida (2002) defined culture as the behaviours, contents and the way people think. Culture is of vital importance since it assist in the way people live hence articulating the manner in with information among people is administered.

# data[].attributes.body
Increasing population diversity creates inevitable challenges, such as the inability to identify cultural differences and stereotypes that falsely identify one's culture. Determining the variability between oneself and others can uncover the desired identity to be implemented during interactions. Moreover, respecting cultural differences results in positive validation of the desired attitude executed by culture-diversified people.

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Strategies for Effective Cross-Cultural Communication within the Workplace

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Strategies for Effective Cross-Cultural Communication within the Workplace

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Workplace diversity can create more opportunities than challenges. Because of the increased globalization in everything we do, it is essential to establish and maintain effective cross-cultural communication.

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We often take for granted the way we communicate with one another. Similar to everything else we learn, the way we make interpretations, create assumptions and form decisions is based on our cultural upbringing. In a multicultural organization, how employees communicate can set the tone and foundation for a learning culture. As discussed in my previous blog about the various types of communication challenges that arise, it is critical to promote a work environment that supports business and customer needs, while instilling unity and high employee morale.

A productive workforce means creating an environment that supports diversity, while balancing the pressures of management, time and cost. There are many resources that provide communication tactics in a culturally diverse organization. However, I believe getting down to the basics is the best way to understand and implement techniques. I came across an article in AG Professional, "Multicultural Communication Tips for Today's World," that simplified the best way to promote effective communication. Below are four simple tips to keep in mind when interacting and communicating with others in your organization.

Keep an open mind

Have at least some knowledge of people's cultural backgrounds

Practice active listening

Watch your nonverbal communication

Maintain a personal touch

It is important to understand the way people comprehend, communicate and make decisions across different types of cross-cultural backgrounds. Although it may be difficult to interpret certain statements and behaviors, there must be a significant emphasis placed on the concept of acceptance and open mindedness.

"The key to success is understanding and accepting the differences on a multicultural team, and then using them to enhance the way the team analyzes situations and makes decisions," said Kelley Holland, in a New York Times article, "How Diversity Makes a Team Click."

We tend to be unaware of our own biases, placing stereotype and cultural assumptions on others. Creating an organizational awareness by providing diversity training ensures employees learn to be culturally mindful and gradually adaptable when communicating with people of different backgrounds.

Employees need to feel not only accepted, but valued in an organization. By attentively listening to the concerns and viewpoints of others, employees will start to feel confident in the workplace. Active listening means paying attention to both verbal and nonverbal cues. According an article in Forbes, high-context cultures (Central European, Latin American, Asian, etc.) tend to incorporate their message through context, interpretation and non-verbal cues. On the other hand, low-context cultures (most English-speaking countries) expect direct messages face-to-face. Business leaders who recognize the importance of diversity training and take the time to make their employees feel appreciated, gain the benefits of a multicultural organization.

Alongside establishing effective communication within the workplace, expressing interest in aspects of an employee's life outside of the office can create a strong relationship. Regardless of cultural differences, people want to feel like they are a part of a community. Effective internal communications in a culturally diverse organization means being able to share and exchange ideas based on mutual awareness, respect and credibility. Implementing diversity training to improve communication in the workplace is mutually beneficial for employees and the organization, ensuring a high level of productivity and return on investment.

With the increased globalization in everything we do, it is essential to establish and maintain effective cross-cultural communication. Workplace diversity can clearly create more opportunities than challenges. That said, we should place a strong emphasis on developing employees who are consciously aware of cultural differences and how to embrace to surface those opportunities.

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Cross-cultural Communication Skills in the Workplace - Training Industry

# data[].attributes.attachment_link.description
We often take for granted the way we communicate with one another. Similar to everything else we learn, the way we make interpretations, create assumptions and form decisions is based on our cultural upbringing. In a multicultural organization, how employees communicate can set the tone and foundation for a learning culture.

# data[].attributes.headline
Some factors of communication relating to Culture Diversity 

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Some factors of communication relating to Culture Diversity 

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Ethics
Our work habits reinforce our identity and power relations. The speed of work has implications for identity. While considering ethics is not dependent on the ways of life, it is crucial to understand how the actions of urgency is used to justify unforeseen behaviors. We communicate with the necessity to insist on a specific outcome.

Interpretations can be different
Being complimented as "That person is so professional" can be gratifying for a professional. However, it could reflect differently depending on the person involved. It might convey surprise if a black person does well in their presentation.

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How important is cultural diversity in the workplace?

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How important is cultural diversity in the workplace?

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Diversity in a workplace has its perks, such as developing one’s skillset potentially. Ideas would be abundant with more people with numerous varying experiences.

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Let's face it, today's business world is set on a global stage. Technology is just one factor that's making our world smaller and giving companies of all sizes the freedom to recruit the best people, wherever they are. And as technology takes great strides into the future, the people who access it are jogging along in tandem.
Millennials are shaping the workplaces of today and the future. And the words on everyone's lips is "cultural diversity." It's a trend that's most definitely here to stay. But first, what exactly is cultural diversity?

For an actual definition, turn to The Oxford Dictionary. Here you'll find it described as, "the existence of a variety of cultural or ethnic groups within a society" [1]. In other words, it's a population where all differences are represented. From a business perspective, types of workplace diversity include, "race, ethnicity, age, ability, language, nationality, socioeconomic status, gender, religion, or sexual orientation" [2].

And with our political and worldwide backdrop, it's imperative to understand what cultural diversity in business looks like. It's not about tokenism and conforming to expectations.. From creating varied perspectives, to driving innovation, there's a lot to be said for fostering this culture.

In this article, we'll run through the importance of cultural diversity and its benefits. Designed as an expert guide to cultural diversity, we'll answer those key questions. Through helping you improve understanding of this topic within your organisation and develop a guide on how to promote cultural diversity in the workplace.

What is cultural diversity?

Culture is what shapes us, it is the reason we have certain beliefs, influences how we behave and is what gives us our identity. Cultural diversity is the representation of different cultural and ethnic groups in society.

When talking about cultural diversity in the workplace, it is the inclusion of employees from different backgrounds, different races, different sexual orientations and different political views [3]. The term cultural diversity encourages an environment of inclusion, with representatives from a range of various backgrounds that come together to work as a team.

It's easy to talk about the theory and definitions of cultural diversity, but when it comes to creating that within an organisation, it very much depends on the practices used during the hiring process.

Why is cultural diversity important?

We've touched on the idea of the benefits cultural diversity offers, but equality and diversity are something that hasn't just received lip service within the media. There's been extensive research into its positive effects and the importance of business inclusivity.

Studies looking at why cultural diversity is important give us solid stats to work from when thinking about its benefits. For instance, economically, research shows that the 43 most diverse public corporations were 24% more profitable than the S&P 500 [4]. Other studies show that almost 95% of directors agree that diversity brings unique perspectives [5].

Ultimately, workplace diversity and inclusion allow businesses to build teams that bring different viewpoints and talents to the mix, increasing innovation and driving higher revenues.

Types of workplace diversity

To get a deeper understanding of what cultural diversity looks like, you need to start with a rundown of different types of recognised workplace diversity.

We are all defined by characteristics that go beyond the basic HR capture forms. We could write an everlasting list with all the types of cultural diversity with this theory in mind.

In HR terms, there are a few primary types of diversity characteristics to bear in mind [6]:

Gender - women make up a bigger percentage of the workforce than ever before. But there is still a gap in terms of fair pay and the percentage of women in leadership roles.

Race and ethnicity - as ethnic and racial identities evolve, standardised forms with ethnic groups fail to hit the mark. By opening the conversation with employees and candidates on race and ethnicity, this goes a step towards improving cultural diversity.

LGBT - the LGBT community includes a complex range of people in terms of backgrounds, experiences and challenges. To work towards eliminating discrimination, careful attention needs to be paid towards a strategy as an LGBT employer.

Age - both younger and older workers can be discriminated against in terms of preconceptions. Through steps like opening apprenticeships to all ages and providing cross-generation mentoring programmes, these prejudices can be addressed.

Workers with disabilities - disabilities can cover many differences, from the ability to form social relationships to physical disabilities. Part of this can be helped with a neurodiversity programme, as well as fighting against negative perceptions.

Mental health - focusing on mental health along with workplace wellness support can combat a variety of issues, from absenteeism to behavioural problems.

Neurodiversity - recognising and providing a supportive environment for those with neurological differences that include dyslexia, autism and Tourette's helps organisations to celebrate differences and the benefits they can offer in well-matched job types.

Thought style - different personalities and thought styles can enhance creativity if the individual and the role are well matched. In contrast, it can cause stress if ill-matched.

It's worth noting that this is by no means an exhaustive list. To be truly diverse, researching and considering other differences from marital status, to education, language and accents, all come into the mix [7].

Six benefits of cultural diversity in the workplace

The benefits of diversity are long and varied. But here are our headline three benefits to fostering a culturally diverse policy in your organisation.

1. Cultural diversity helps develop and maximise skillsets

A culturally diverse workplace empowers people to develop their talents and skills. A range of ideas and expertise enables those to learn from a more diverse collection of colleagues.

It can also boost problem-solving capabilities and increase happiness and productivity. In an environment where all voices are heard, this spirit of innovation and encouragement to contribute can drive business success [8].

2. Cultural diversity improves the recruitment process

Surveys show that two-thirds of candidates cite diversity as an important consideration during a job hunt [9].
By developing a strategy for cultural diversity, you can broaden your appeal to prospective employees, and reach out to more high-level candidates across the globe.

3. Cultural diversity can help you to retain talent

Aside from attracting a broader talent pool in the first place, cultural diversity is the key to building the ideologies of respect between company and employee, and cooperation. In turn, this makes you a more attractive proposition to valuable candidates making you stand out in the marketplace.

4. Cultural diversity improves your teams creativity

Studies have shown the positive impact a culturally diverse workforce can have on a team and companies creativity. By bringing together people from different backgrounds you will see a more diverse series of solutions to issues and approaches to projects you might have.

A more diverse workforce allows you to bring new ways of thinking into the business that can be applied in many different ways. By listening to each employee's voice and way of thinking, a company will no longer be pigeon-holed in one direction.

A company that actively encourages diversity in the workplace will see more perspectives being discussed and more solutions being thought of than ever before. This can inspire employees to perform to the highest of their abilities.

5. Cultural diversity can help increase employee engagement

The best way to learn about other cultures and ethnicities is by talking to someone with that background. Research can only get you so far and has a far less personal touch. By communicating with someone with a different culture or background you not only gain first hand knowledge, you connect with someone directly.

Employees who engage with others about their background during lunches or out of hours drinks will feel better connected to a company, feel truly listened to and in turn engage further with their colleagues and the business.

Employee engagement helps build trust, starting from the very top and moving all the way down throughout the company. Engagement is always positive for the company, it can lead to greater motivation, collaboration and loyalty.

6. Cultural diversity will improve your company's reputation

A company that employs people from all different types of cultures and backgrounds will be considered a good employer. This reputation amongst employees will elevate a company's standing and attract more people to come and work there.

Your company's reputation amongst its customers is one of the most important things. Customer service and reputation can be greatly improved through a diverse workforce, with different employees being able to assist customers in a more personal way thanks to shared experiences and understanding.

Examples of cultural diversity at work

The proof is there for the taking if you want to see just how effective cultural diversity in the workplace can be. Here are three of our favourite examples to give you some inspiration.

Johnson & Johnson

Top of the list in a few guides on the subject. Johnson & Johnson bring a true company-wide approach to cultural diversity. From using technology to eliminate gender bias, to training interviewers to recognise and combat bias during the hiring process.

Google

With 4,000 languages available to users, Google brings a real-world solution to a global audience. This has been the driving force behind the company's success. Their motto is inspiring, "never judge a search engine by its interface".

Kellogg's

Ranked number 21 on DiversityInc's 2019 list [10], Kellogg's has more women in leadership roles than the national average. A third more. And they promote benefits such as longer maternity pay.

How to manage and promote workplace diversity

As such a complex topic, there are naturally big challenges that come with developing a culturally diverse strategy in the workplace.

It is best to look at this from two different perspectives to help improve diversity, promote it and ensure the messages are being understood. It can be broken down into what the business can do and what the employees can do.

When it comes to what a business can do to manage and promote diversity across the organisation, strategies that can be implemented include:

Boosting your cultural competency

Encouraging and embracing different viewpoints

Offering implicit bias training

Promoting the use of mentors [11] [12]

Employees also have their own responsibility when it comes to managing and promoting diversity. For many, there will be opportunities to introduce colleagues to their culture and background and teach them what they should know and understand such as:

Organising events celebrating their culture

Volunteering in organisations that serve the needs of underrepresented groups, this can be done as a team building exercise

How to manage a culturally diverse team

Understanding that globalisation has caused the positive cultural chasms that have created culturally diverse teams is part of the equation that organisations need to face. With greater employee mobility and even more organisations now making the effort to develop virtual teams, coming across more diverse teams is only going to grow.

However, there are challenges when it comes to developing the right management structure and identity when it comes to building a culturally diverse team. A multicultural team is a team whose members originate from various countries and cultures. Naturally, these people speak different languages as well.

It's things like language which are sometimes easy to identify as part of how to manage a diverse team, but it's not always easy to understand how you can best do it.

We are going to take a closer look at the kinds of things you need to know when it comes to managing a culturally diverse team. The biggest caveat will depend on the structure/diversity within the team as to how widespread some of these issues will occur when managing your own team.

Encourage cultural sensitivity from the offset

You need to start the process of cultural sensitivity from the offset, it's not something that you can ingrain later in the career journey for many. From hiring to onboarding, it's important to make this a priority.

Understanding if a candidate is culturally sensitive during an interview is essential, especially in a large multicultural work environment. Another thing to promote is cross-cultural training in your on-boarding process. This will instil multicultural values right from the start and make it clear to new hires what is expected of them, as well as giving them the skills they need to work well in a multicultural environment.

Reinforce these values regularly. Have a clear company culture that respects diversity and communicates it often.

Consider and accommodate different cultural habits and requirements

A multicultural workplace should focus on bringing together culturally diverse needs that are directly related to work, but also more broader needs and habits.

Think of things like food provided in the staff canteen or at work events that are culturally inclusive i.e. vegetarian and halal options. You may even want to consider quiet rooms for prayer or meditation to match cultural needs.

Consider different communication styles

There really is no one-size fits all approach when it comes to better managing culturally diverse teams. Importantly, different cultures have different ways of communicating, and your style of communication may not be the best appreciated by some.

That's why you have to understand that there may be different communication styles in order to better manage people and the situation you may also find yourself in. It's easier to try and learn the basics in different verbal and non verbal cues, or the use of phrases which can help in putting a point across or understanding if there are difficulties.

Plan around time zone differences

This is going to apply to the teams who work virtually and around the world but, remembering that different people are in different time zones is essential. It could be that you're based on the west coast of the United States working with Europe. When they are about to log off for the day, you may be starting. Understanding the time differences can help you better achieve your goals.

Another thing to consider is if you're working with teams who follow strict religious code and may be at prayer when you want them to work or have scheduled a meeting. Get a timezone application to help you better plan your working days with teams around the world.

Organise suitable training

The purpose of this type of training is to overcome cultural challenges at the office. This is a good way to get people to get to know each other and educate themselves about various cultural beliefs.

This training should highlight:

How to minimise the culture barriers

How to avoid stereotypes and prejudices

How to appreciate your own and the skills of other cultures

How to improve your social skills

How to become a better listener

How to aim your attention on common principles rather than differences

It is important to keep this training bespoke to the needs of the team.

Avoid stereotypes

It is sometimes a bit too easy to get confused between cultural differences and stereotypes. Understanding how people behave and respond in a business environment is essential, especially when there are clear differences but making vast generalisations is counterproductive.

To avoid stereotyping, become acquainted with every team member and get to know them on an individual level. You will realise culture shapes behaviour but ultimately does not dictate it.

Approach feedback sensitively

Being able to provide your team with honest and constructive feedback is essential part of leadership and management duties. Your colleagues deserve to know the truth about the quality of their work, be it positive or negative.

Honest feedback for a multicultural team is essential however, it needs to be done with a level of understanding. Different cultures and nationalities respond to feedback in different ways. Some cultures may find that constructive feedback can feel negative whilst others, like American culture will be positive verbally whilst negative in a written manner.

Understanding these differences can contribute to better feelings overall when managing different cultures and staff.

Cultural diversity in the workplace challenges

It's not always an easy road to creating a culturally diverse workplace. While different companies will experience their difficulties along the way, there are some common themes to watch out for.

They include preconceptions from underrepresented cultures on being marginalised, misinterpretation across cultures and languages, the intricacies of employment law, and conflicting working styles and etiquette [13].

Working with Thomas

As a specialist that helps companies to realise the true potential in their people, we at Thomas are experts in helping you to develop culturally diverse strategies.

Our psychometric assessments increase diversity and inclusivity by removing unconscious bias from the recruitment process which can be influenced by a hiring manager's background, cultural environment and personal experiences.

By mitigating bias and increasing a manager's self-awareness, this leads to stronger decision making that isn't reliant on gut reaction or instinct.

References:

1. https://www.lexico.com/en/definition/cultural_diversity

2. https://www.thebalance.com/cultural-diversity-3306201

3. https://www.lexico.com/en/definition/cultural_diversity

4. https://www.thebalance.com/cultural-diversity-3306201

5. https://www.forbes.com/sites/forbescoachescouncil/2019/09/13/the-benefits-of-cultural-diversity-in-the-workplace/#68f8988671c0

6. https://www.allegisgroup.com/en-gb/insights/blog/2018/april/workplace-diversity-types

7. https://builtin.com/diversity-inclusion/types-of-diversity-in-the-workplace

8. https://www.hult.edu/blog/benefits-challenges-cultural-diversity-workplace/#creativity

9. https://www.glassdoor.com/about-us/twothirds-people-diversity-important-deciding-work-glassdoor-survey-2/

10. https://www.diversityinc.com/the-2019-top-50-diversityinc/

11. https://www.bentley.edu/news/7-ways-promote-diversity-workplace

12. https://www.hult.edu/blog/promoting-diversity-in-workplace/

13. https://www.hult.edu/blog/benefits-challenges-cultural-diversity-workplace/#talent

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The Importance of Cultural Diversity in the Workplace

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Let's face it, today's business world is set on a global stage. Technology is just one factor that's making our world smaller and giving companies of all sizes the freedom to recruit the best people, wherever they are. And as technology takes great strides into the future, the people who access it are jogging along in tandem.

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What are the benefits, challenges, and strategies to manage cultural diversity?

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What are the benefits, challenges, and strategies to manage cultural diversity?

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Workplaces in the United States are becoming increasingly diverse. While employees typically have more similarities than differences, culture is frequently one of the differences. Negative preconceptions, professional communication, and other problems are connected with a culturally diverse workplace. However, there are advantages, such as enhanced creativity, more resources to address challenges, etc. Finally, for cultural diversity to prosper or work correctly, it must be adequately managed.

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Check this brief summary of the impact of cultural diversity in the workplace:

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Check this brief summary of the impact of cultural diversity in the workplace:

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A diverse workplace opens up a wider perspective as a team or company, and allows it to become globalized, catering to a broader spectrum of clients.

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By Jessamae Bronola

Today's workforce is made up of people from different races, ages, genders, religions and lifestyles. Many organizations recognize that the workforce is changing, and they are working to build a work environment in which diversity and differences are appreciated and valued so that employees can work to their fullest potential. It is the job of the management of an organization to fit together those different bits of mosaic in a pleasant, harmonized way and maximize the capabilities and talents of each employee. Diversity can lend a competitive advantage to an organization if skillfully managed, but if not, an organization can be negatively affected by having an unwelcoming work environment.

A diverse working culture would be beneficial to an organization in numerous ways, especially in terms of its productivity and efficiency. When diversity is properly managed, the result is that all people would feel valued and consider themselves important no matter what their differences are. Giving employees the chance to work with various people who bring different skills and opinions to the table would help them realize that everyone is valued and important for different reasons. Feeling valued would have a positive impact and could improve the morale of each worker, encouraging positivity and productivity in the workplace.

Letting culturally diverse workers brainstorm together could result in bringing a wide selection of solutions to the table. When people from different backgrounds and cultures work together, they are exposed to various perspectives and viewpoints they become comfortable hearing, and in turn, encourages them to share different opinions and ideas. With more ideas to choose from, the more chances of finding the best possible solution.

Businesses must also be aware of the impact of cultural diversity on significant business factors, especially communication. Being able to communicate effectively in different parts of the world is a key benefit, as well as knowing how to build relationships and understanding cultural distinctions and differences in doing business in foreign countries. With a workforce that acknowledges these concepts, you build the possibility to efficiently improve your business in the market.

Having culturally diverse workers is one of the greatest assets a business can have. No matter what the customer's language or culture is, organizations need to be able to communicate effectively with clients and fully understand their needs. It would be essential to an organization to have people on their staff with the background and skills to do so. In addition, clients and communities would be attracted to organizations that hire people who are similar to them. For this reason, managing and hiring diverse people is a big plus in the global market.

# data[].attributes.attachment_link.title
The Impact of Cultural Diversity in the Workplace

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By Jessamae Bronola Today's workforce is made up of people from different races, ages, genders, religions and lifestyles. Many organizations recognize that the workforce is changing, and they are working to build a work environment in which diversity and differences are appreciated and valued so that employees can work to their fullest potential.

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What are the current issues on cultural diversity and communication? 

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What are the current issues on cultural diversity and communication? 

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Employees who are aware of cultural variations among their coworkers can comprehend their coworkers' behavior, overcome communication barriers, and grasp culturally effective methods of doing business internationally.

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A lesson refresher? Check out Ingre & Basil: Engineering Communication

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A lesson refresher? Check out Ingre & Basil: Engineering Communication

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Pages 6-8 provide examples in differences of cultures, even jokes, and how these negatively affect productivity, understanding, and workplace relationships unless cultural sensitivity is applied.

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The world's #1 eTextbook reader for students. VitalSource is the leading provider of online textbooks and course materials. More than 15 million users have used our Bookshelf platform over the past year to improve their learning experience and outcomes. With anytime, anywhere access and built-in tools like highlighters, flashcards, and study groups, it's easy to see why so many students are going digital with Bookshelf.

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Engineering Communication: A Practical Guide to Workplace Communications for Engineers 2nd edition | 9781305999053, 9781305887183 | VitalSource

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Engineering Communication: A Practical Guide to Workplace Communications for Engineers 2nd Edition is written by David Ingre; Robert Basil and published by Cengage Learning. The Digital and eTextbook ISBNs for Engineering Communication: A Practical Guide to Workplace Communications for Engineers are 9781305887183, 1305887182 and the print ISBNs are 9781305999053, 1305999053.