Cultural Diversity : A Social And Ethical Responsibility For Managing Diversity

Cultural Diversity : A Social And Ethical Responsibility For Managing Diversity

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Cultural Diversity
Organizations today have a social and ethical responsibility for managing diversity and ensuring the culture of the company is one that values the employees no matter the background. Workforce diversity consist of similarities and differences among employees in terms of age, cultural background, physical abilities and disabilities, race, religion, sex and sexual orientation. Organizations are focusing on cultural diversity due to globalization (worldwide growth), generational gaps, increased global competition, and due to the increased social and economic fairness and morality. For whatever the reason, organizations who focus on cultural diversity initiatives, are putting themselves in the driver seat for longer-term success! Successful organizations large or small typically have a multiculturalism culture that fosters increased productivity and problem solving, while taking advantage of a large talent pool of applicants from the increased market share. Research shows organizations that are culturally diverse not only have the competitive advantage, but they have some of the most talented leaders and leadership programs that inspire and motivate employees of all backgrounds to follow.
In this paper, I will describe cultural factors and values that influence strong leadership practices. Additionally, I will outline cultural sensitivity and intelligence on leadership effectiveness along with initiatives to enhance the acceptance of cultural diversity. Conclusively, I will focus on the importance of overcoming cross-cultural communication barriers and what affect this will have on an organizations long-term success.
Cultural Influence on Leadership Practices
Leaders today have to consider more fact...


... middle of paper ...


...d educating others to the differences from one culture to another. Organizations that put emphasis in these key areas will avoid both short and long-term conflicts from arising.
Conclusion
In today’s business world, cultural diversity is no longer a discussion, but a major initiative for the success of an organization. Culturally diverse organizations experience increased productivity, creativity, problem solving, and can retain and attract better talent. Andrade (2010) stated leading organizations know it is essential to maintain diversity as a top business initiative because it typically takes five years or longer for cultural diversity to gain traction. I have personally worked for several organizations with strong workforce diversity, and realize having people of different cultural backgrounds challenges and enhances me as a leader to be the best I can be.

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