Diverse workforces have become increasingly present due to globalization. It is crucial for workers to ensure productive communication with their team members and international clients. Moreover, managing diversity can be challenging, as it requires a specific and multifaceted approach. Firstly, executives should be committed to their mission of providing a welcoming working environment for everyone. It is crucial for them to realize that diverse employees can offer valuable input on the organizational process, which can lead to positive changes within the company (Ewoh, 2013). Managers should be willing to accept diversity and educate themselves on ethical issues regarding the multicultural working environment. One of the factors contributing to effective diversity management is creating an inclusive setting (Guillaume et al., 2014).
Executives should establish educational training sessions and workshops to ensure that their employees can learn about cultural differences and the ways to approach them. Creating cooperation opportunities within different racial or ethnic groups is also essential for creating a positive working environment (Meeussen, Otten, & Phalet, 2014). It will also help team members to develop a multifaceted approach to their tasks, which can result in enhanced performance. It is crucial for managers to be open to the workers’ concerns and be determined to provide the employers with the tools they need to feel safe and appreciated in their workspace. Executives should treat all team members equally and show them an unbiased attitude, but also acknowledge their diverse identities. It is crucial to see a multicultural workforce as a benefit for an organization as it ensures different approaches to work and problem-solving. Moreover, a diverse working environment creates an opportunity for all employees to educate themselves, practice their communication skills, and be exposed to a broad range of perspectives.
Ewoh, A. I. (2013). Managing and valuing diversity: Challenges to public managers in the 21st century. Public Personnel Management, 42(2), 107-122.
Guillaume, Y. R., Dawson, J. F., Priola, V., Sacramento, C. A., Woods, S. A., Higson, H. E.,… West, M. A. (2014). Managing diversity in organizations: An integrative model and agenda for future research. European Journal of Work and Organizational Psychology, 23(5), 783-802.
Meeussen, L., Otten, S., & Phalet, K. (2014). Managing diversity: How leaders’ multiculturalism and colourblindness affect work group functioning. Group Processes & Intergroup Relations, 17(5), 629-644.