The Importance Of Cultural Diversity Within Organizations

2167 words - 9 pages

When discussion is raised in relation to diversity, society talks about the group who possess individual qualities that are diverse from other individual’s traits. Diversity is the uniqueness, which every employee brings to the workplace in an organization or establishment. Examples of differences include nationality, belief, disabilities, physical appearance, race, gender, age, educational background, sexual orientation, and work experience, social and family status. At the workplace, valuing diversity means creating a work environment that respects and includes various individuals, by maximizing the potential of all employees or in which every employee feels integrated within the organization. Cultural diversity means acknowledging that other people, other voices, and other cultures have an equal claim on the world; we need to consider everyone as one human race. Instilling cultural diversity practices within the organization begins with structure that produces benefits, and then is proven through success stories of organizations that have implemented diverse practices. The concept of cultural diversity helps in a significant way for success of organizations. Through the structure of the organization, individual’s can see that a multicultural structure has many benefits compared to limited structures.

The organization will be more successful through their overall structure. According to Taylor Cox, there are three organization types, which focus on the development of cultural diversity. The three organization types are, the monolithic organization, the plural organization, and the multicultural organization. In the monolithic organization, the amount of structural integration (the presence of persons from different cultural groups in a single organization) is very minimal. "In the United States, this organization usually represents white male majorities in the overall employee population with few women and minority men in management jobs” (Cox, 1991, p. 37). An organization structured like this would be considered homogenous, where the entire workforce would all have similar traits, values, and beliefs. A positive element with a monolithic structure would be the conflict within the organization would be minimized due to the singular cultures within the organization. Monolithic structure does not benefit the workplace other than lack of conflict; it does not increase the possible innovation and creativity that multiple cultures could provide. Plenty of organizations have moved away from the monolithic structure into the second type of structure – a plural organization.
A plural organization will give further consideration into hiring minorities, instead of continuing with the organizations ‘norms’ of hiring the majority. "The plural organization has a more heterogeneous membership than the monolithic organization and takes steps to be more inclusive of persons from cultural backgrounds that differ from the dominant group”(Cox, 1991, p....

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