While a number of major and minor traits are used to describe cultural differences, the most common traits used to identify the level of multiculturalism evident in a given workforce often boils down to "age, sex, ethnicity, physical ability, race and sexual orientation, according to the "Encyclopedia of Business. Practically speaking, any workforce with two or more employees has some level of multiculturalism based on the basic assumption that no two people are exactly the same. Companies vary in level of multiculturalism.
Multicultural Work Force Multicultural Work Force A multicultural work force is one made up of men and women from a variety of different cultural and racial backgrounds. The labor force of any country is a reflection of the population from which it is drawn, despite some distortions that may be caused by discrimination or cultural bias in hiring.
In the United States, the population has continued to grow more racially and ethnically diverse in the last decades and this diversity is now reflected in the work place.
Managing this diversity in such a way that the benefits are maximized and the challenges minimized is an important aspect of managing any business today. Census Bureau on the racial and ethnic breakdown of the population in the most recent decennial census data show that those self identified as White represented Those listing themselves as Black inrepresented Hispanics, who may be White or Black, accounted for Asian Americans in were 3.
In some regions of the country, these race and ethnicity concentrations are even more striking. In California, for example, the Hispanic population in represented These statistical data alone do not tell the whole story, although the colorful picture they paint is clear.
A great deal of diversity within the racial and ethnic divisions measured by the Census Bureau also exists—Italian Americans, for example, are likely to have very different cultural habits than do immigrants from Russia or from any one of the countries in the Middle East.
Hispanics from Argentina are also likely to differ quite a lot in cultural habits from Hispanics whose origin is Puerto Rico. But these additional levels of diversity only add complexity to the picture.
The overall trend is clearly towards greater racial, ethnic, religious, and cultural diversity in both the general population and the work force.
In this environment business leaders must think more and more about how best to manage a multicultural work force, sell to an increasingly diverse customer base, and deal with suppliers who represent a variety of world views.
These tasks are not always easy since diversity is a two edged sword. On the one hand, with diversity come things like an increased numbers of world perspectives and new ways of looking at and attempting to solve problems.
If fact, when properly encouraged, a diversity of views can serve to prevent the negative and myopic results of "group think. It is important, consequently, for an organization to create an environment in which the positives of diversity are harnessed and the negatives are minimized as much as possible.
Implementing change is always a challenge.
People generally find change disconcerting and work to avoid it. In addition, not everyone within an organization values diversity and some may even find it threatening. Given such realities, companies need to go beyond simple recognition of cultural diversity to active diversity management.
Managing diversity is a comprehensive process for developing an environment that works for all employees. Rather, it should be viewed and presented as a valuable resource to be fostered and used. Incorporating a positive and welcoming attitude towards diverse opinions and outlooks usually means making changes to existing practices and habits.
But these changes can be explained in such a way as to highlight their value to the organization as a whole and to the ability of staff members to expand their roles.
In many ways, cultural diversity in the work place mirrors many of the same issues at play in the realm of international business.
In international business interactions, people who have learned differing conceptions of normative behavior are forced to suspend judgment of one another. Cultural norms shift relative to language, technological expectations, social organization, face-saving, authority conception, nonverbal behavior and the perception of time.
This may seem contradictory but it is not. Establishing a well-defined sphere in which diverse ideas and view points may be freely expressed in the pursuit of a common goal is an essential part of encouraging a free flow of ideas.
Once this groundwork is laid, the following items provides a checklist for implementing policies that will foster and encourage a harmonious, multicultural work force.
Multicultural Business & Career Expo is an annual event that offers resources in several major areas – business development, career advancement, health, education, and non-profits. The Expo is aimed to promote growth of local economy, reduce unemployment, and inspire education and career growth. Welcome to M State Workforce Development Solutions! For over 20 years, we have worked with companies to help them expand and become more efficient, as well as assist in developing a skilled workforce. Organizations stand to gain several benefits from having a diverse workforce. According to a study published in the Harvard Business Review, diverse firms are 45% more likely to report a growth in market share over the previous year and 70% likelier.
Start at the top—A commitment to the idea of an open and receptive work place must be seen from the owners and managers of a company early on, preferably before official policies are announced. Communicate in writing—Company policies that explicitly forbid prejudice and discriminatory behavior should be included in employee manuals, mission statements, and other written communications.
This has been referred to by some as a way of broadcasting the diversity message internally in order to create a common language for all members of the organization. Training programs—Training programs designed to engender appreciation and knowledge of the characteristics and benefits of multicultural work forces have become ubiquitous in recent years.
Two types of training are most popular: The former introduces the topic of managing diversity and generally includes information on work force demographics, the meaning of diversity, and exercises to get participants thinking about relevant issues and raising their own self-awareness.
The skill-building training provides more specific information on cultural norms of different groups and how they may affect communications and behavior. Some relate personality, aptitude, or competence. Actively seek input from minority groups—Soliciting the opinions and involvement of minority groups on important work committees, etc.BIA/Kelsey NEXT presents the industry’s most innovative speakers and BIA/Kelsey’s prominent analyst team focused on what the next 5 years looks like for local digital advertising & marketing.
Welcome to M State Workforce Development Solutions! For over 20 years, we have worked with companies to help them expand and become more efficient, as well as assist in developing a skilled workforce. Benefits of a Multicultural Workforce. Recognizing that the current cybersecurity workforce is undersized and aging, it’s incumbent upon industry leaders to move from a reactive to a proactive posture when it comes to workforce composition, said .
As a manager, you need to keep your employees motivated and cooperative consistently. If you’ve spent time in a workforce consisting of people coming from vastly different cultures and backgrounds, then you’ve probably also experienced confusion about how to accomplish those aims despite having.
The brutal bashing of an young man at Sunshine train station, in Melbourne, has once again highlighted the problems of crime associated with the immigration of large numbers of black Africans into Australia. Measureable, data driven outcomes are not the only indicators of success in today’s multicultural and globalized workforce.
How employees interact with their colleagues and customers is also a significant factor in their career development.