CULTURAL DIVERSITY IN THE WORKPLACE

Cultural Diversity or Multiculturalism

- a group of diverse individuals from different cultures or societies

Cultural diversity in the workplace is a result of practices, values, traditions, or beliefs of

employees based on race, age, ethnicity, religion, or gender.
Cultural Competence refers to the effective use of social and interpersonal knowledge and
skills that demonstrate understanding and appreciation of individual and group differences and
similarities. Culture is dynamic, therefore cultural competence must be an on-going process.
Examples of Cultural Diversity in the Workplace
● Motivational factors
● Relationships:
1) Social
- Individualistic (self-centered, belief that people achieve self-identity
through individual accomplishment)
- Collectivistic (group-centered, belief that people achieve self-identity
through group membership)
2) Environmental
- Mastery-oriented (emphasis on competition, preference for
performance-based extrinsic rewards)
- Harmony-oriented (emphasis on social progress, preference for seniority-
based intrinsic rewards)
● Time and work patterns:
1) Monochronic (punctual and job-centered - separation of work and personal life)
2) Polychronic (often late and people-centered - integration of work and personal
life)
● Uncertainty and social control:
1) Rule-based (decisions based largely on objective criteria)
2) Relationship-based (decisions based largely on subjective criteria)

Cultural diversity in the workplace provides strength. It also challenges individuals to respond
to their diverse work environment effectively.
Strength:
- Leads to creativity and innovation that can help the organization to provide a broader
and more adaptable products and service
Challenge :
- Prejudice and negative cultural stereotypes that may cause a conflict

Valuing individual and group cultural differences is critical to achieving the organizational goals

Cultural awareness refers to having an understanding of another culture’s values and

perspectives.
1. Know your own cultural background
2. Recognize your own stereotypes and biases.
3. Gain knowledge of cultural history and heritage.
4. Be aware of other’s perceptions.
5. Recognize effects of -ism on the others.

TOLERANCE is defined as “recognition of and respect for the opinions, practices or behaviors of
others.

Forming a Team
There are 3 important characteristics: size, diversity and interdependence.
Teams diverse in skill sets and knowledge levels, as well as ethnicity and culture, perform better
than those with identical skills sets.
Diversity actually decreases team conflicts and enhances creativity.

Cultural Diversity Committee Supports

- To teach employees communication and conflict resolution techniques to be used in the
framework of working with a culturally diverse population whose members may solve
problems in very different ways
- To support the Recovery mission through the continual development of a culturally
aware, culturally knowledgeable, and culturally skilled workforce.
Cultural Diversity Activities
● Multicultural Calendars (cultural information divided by the month, holiday and country)
● Readings
● Quizzes
● Fact sheets
● Other tools that foster dialogue and questions within the organization.

Why are Activities Important?

● They help clinicians reach clients who may benefit from a more hands-on or practical
learning experience.
● They encourage clients to become actively involved in the therapeutic process without
bias, rather than being passive recipients.

Four Steps to Cultural Diversity Success

I. Leadership Driven
> Create and maintain culturally and linguistically competent services by supporting:
- Multiculturalism embedded into all organizational units.
- Continued efforts to recruit, retain and develop a culturally diverse workforce.

II. Staff-Oriented
> Support cultural competency of the staff.

III. Client-Oriented
> To support and promote the involvement of clients, families and advocacy groups in
the planning and development of care.

IV. Information Driven

> To support monitoring and dissemination of the level of cultural awareness,
knowledge and skills

CONCLUSION:
Learning about and accepting diversity can improve your interpersonal effectiveness and
increase your personal and professional opportunitieS.