Managing Cultural Diversity at Workplace - Case Study on Morrison

This research report focuses on the importance of cultural diversity in improving workplace working culture through a case study on Morrison. It explores the benefits that Morrison can obtain from maintaining cultural diversity in its business functions, as well as the challenges that organization face while managing cultural diversity within the functional unit.

Equality and Diversity in
the Workplace

Table of Contents
TOPIC .............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
LITERATURE REVIEW ...............................................................................................................2
RESREACH METHODOLOGY ....................................................................................................4
DATA ANALYSIS AND INTERPRETAION ..............................................................................7
RECOMMENDATION, REFLECTION AND CONCLUSION .................................................21
CONCLUSION .............................................................................................................................22
REFERENCES..............................................................................................................................23

TOPIC
“ Managing Cultural Diversity at workplace” - Case study on Morrison
INTRODUCTION
In today's scenario of marketplace, the aspect of equality and diversity is considered as an
important role within an organisation. This is because, it help employers and employees to build
healthy and strong relationship as well as lead them to improve the working culture in an
amended manner. Moreover, the term diversity is refer to recruiting and respecting diverse
cultural, gender, age, religion, value, norms, beliefs inside company, on the contrary equality is
link with those process in which organisation treat their personnel in an equal manner. However,
these two aspects are differ in meaning or functions but their adaption benefit establishment in a
positive mode (Bhattacharya, T, 2016). The core advantage which company obtain by the
practice of equality and diversity is that it motive them to improve its overall productivity and
profitability ratio in an impressive or innovative style. This report is based on the title of
managing cultural diversity at workplace. To this context, Morrison company has been regraded
which is one of the reputed and well established firm in UK retail industry. To understand the
concept more effectively and efficiently, this research report covers research aim, objective,
literature review, research methodology. Furthermore, analysing the collected data through
questionnaire and interpreting the same, providing suitable suggestion and sharing the researcher
experience in the format of reflection.
Research Aim
“ To investigate the significance of cultural diversity in improving workplace working
culture” – Case Study on Morrison.
Research Objective
 To study the importance of cultural diversity in organization.
 To identify the benefits that Morrison can obtain from maintaining cultural diversity in its
business functions.
 To determine the challenges that organization face while managing cultural diversity
within the functional unit.
Research Question
 What is the importance of cultural diversity in organization?
1

 What are the benefits that Morrison can obtain from maintaining cultural diversity in its
business functions?
 What are the challenges that organization face while managing cultural diversity within
the functional unit?
Rationale of research
The main rationale behind choosing this topic is that with the adaption of globalisation or
digitalisation, it impose huge pressure over organisations in terms of accepting different
background employees within business function. However, by conducting such type of study, it
assist researcher to understand and recognise the importance of equality and diversity in
organisation. Along with this,,it also help them to identify the benefits which they can achieve by
behaving ethically and morally towards their personnel. Additionally, taking initiative to
organise such research empower researcher to determine several challenges that employers face
while maintaining cultural diversity among manpower. Furthermore, it also drive them to
examine appropriate solutions for identified problems or challenges in an effective manner.
Moreover, through this research, investigator also be able to gain knowledge about various
researcher methods that lead them to prepare valid and accurate report in a stipulated time limit.
LITERATURE REVIEW
To study the importance of cultural diversity in organization
According to Katie Sawyer, Cultural diversity is defined as and visible when population
differences are represented within a society. Cultural diversity includes several elements such as
race, ethnicity, age, language, nationality, sexual orientation, gender, religion and socio-
economic status. Cultural diversity can benefit the organisation and hold huge importance.
People or workforce of an organisation belongs to several different societies, holds varies
perspectives and belongs to various backgrounds (Boehm and Dwertmann, 2015). Cultural
diversity benefits organisation in several form and play a very important role in enhancing,
company's profits, market share and market position. Cultural diversity allows entity to perform
marketing of its brand and products in more effective manner. The reason behind it is diverse
workforce allows new and unique ideas to flow in entity for performing marketing activity, also
employees belonging from different societies, build peoples trust in the brand and help entity to
acquire better market, along with targeting wider segments of people. Moreover, Cultural
diversity allows company to innovate and be creative. People from separate section of the worlds
2

are involved and associated with the business, this will automatically flourish fresh and creative
ideas in organisation for performing tasks and conducting several activities. For instance
marketing, an individual belonging to a particular community knowing all tiny details about the
marketplace will be more productive and introduce or suggest better marketing ideas in
company. These ideas which an individual develops will be aligning to the targeted audience and
in accordance with those elements which attracts more and more people and motivates them to
change into potential buyer of organisation. Another important area which is affected in a
positive manner due to cultural diversity is operations. A diverse workforce will be well known
to the difference in them and it enable them to develop an understanding amongst each other or
team members which enhances the productivity of company as teamwork is promotes and move
entity towards attaining growth and success along with better operations and ultimately increased
number of profits units.
To identify the benefits that Morrison can obtain from maintaining cultural diversity in its
business functions
As, discussed that cultural diversity is an important aspect bringing innovation in
organisation, enhancing its operations and improves company's marketing strategies. In
accordance with the view of Kimberly Amadeo, these importance holds several benefits along
with it, in relation with the entity. The most effective advantage of cultural diversity which
company enjoys is employees associated with it, their unique ideas, skills and knowledge about
their respective marketplace (Boehm and Kunze, 2015). These difference in knowledge and
thinking enable entity to operate in prescribed manner or in accordance with the needs of people
and be most effective in workplace acquiring maximum market share. Also, operations
effectiveness increases due to cultural diversity and this result in enhanced productivity of the
whole organisation, resulting in higher customer satisfaction, higher profits and higher market
position. Furthermore, another benefit of cultural diversity is it assist entity to adopt fresh
methods according to the target market, build coordination and effective team working attitude in
minds of employees and increase the efficiency and knowledge of personnels. These factors
motivates workforce to perform better tasks and develop understanding amongst one another,
helping each other in their jobs, building healthy relations. This will bring coordination and
cooperative environment in organisation, developing better working conditions. These are few
advantages or benefits which will drive towards entity due to cultural diversity
3

To determine the challenges that organization face while managing cultural diversity within the
functional unit
In view of Katie Reynolds, due to cultural diversity management also faces some
difficulties in managing staff of different functional units which are present in company. Major
issues arises is related to the cost of administration. Diversity management involves huge cost as
in order to effectively manage people company had to provide diversity training. In these
training all employees, top management and clients receives lessons to communicate with one
another through appropriate interactive channels. These training sessions are conducted by
professionals company invites from outside and charges fee and therefore, it becomes an
expensive process. Furthermore, another visible challenge or disadvantage of working with
diverse workforce is discrimination. Both managers and employees are part of it, they
discriminate on various diverse basis which makes them unique and separates them form one
another (Chrobot and Aramovich, 2013). This discriminative attitude of individuals or any
employee or manager will demotivate staff. The environment of organisation becomes negative
and unhealthy, personnels will start feeling uncomfortable and unsecured. All these factors will
impact workforce performance and they will becomes less effective developing negative attitude
for organisation, this will harm entities reputation reducing its productivity. Therefore, diverse
cultural management becomes a huge challenge and harmful action for company to perform,
involving huge risks.
RESREACH METHODOLOGY
This phase of research is regarded as one of the essential elements as it help investigator
to collect accurate information as well as motive them to render better solutions for pre identified
research problem in an amended manner. In context of report, investigator make use of research
onion in order to understand and interpret the different aspects of research methodologies which
are as follows:
Research Philosophy refers to the set of beliefs connected to the research topic and
investigation being conducted. The philosophy which is used by researcher can be varied
according to the topic and goals of research and in developed in accordance with the best choice
to achieve research objectives. Mainly there are two philosophies that are used by investigators,
Positivism and Interpretivism. For this research report investigator is adopted Interpretivism
4

research philosophy, by which small samples are chosen for conducting thorough and in-depth
investigation. Also, this form of research philosophy is using qualitative data to perform their
actions and making their research effective.
Research approach is the second layer of research onion, which states the plan and
prescribed steps for conducting research activities in an effective and efficient manner. Research
approach is basically depends upon the nature of research problem, data collection methods used
and data analysis approach used by the investigator. Research approaches are also of two types
Inductive and Deductive. In this report Inductive research approach is used, which is a flexible
approach. It allows the researcher to create their theories rather than using the old pre-existing
strategies. This research approach enables researcher to move form specific information to
general data by developing framework rather than following existing one. This method is
commonly used for conducting qualitative research (Chrobot, Ruderman and Nishii, 2014).
Research design: This determinant is concern about the way for conducting any
particular investigation and also the format for displaying the same in an trenchant way.
However, it is classified into three types i.e. descriptive, exploratory and experimental. In
relation to this research report, researcher make use of descriptive research design which
empower them to obtain all required information in a detail manner as well as aid them to cover
all the aspects of study effectively.
Type of investigation: In the process of investigation, it is carry out in two types such as
qualitative an quantitative. In perspective of qualitative, it is also termed as exploratory method
which help researcher to acquire deeper understanding about any specified topic or area in an
amended mode. On the contrary, quantitative method related with those process in which data
are expressed in the form of number, graph, charts. However, in relation to this research,
investigator applies qualitative method that motive them to gain in depth information or
knowledge about the concept also help them to implement best strategic solution for pre defined
objective in a better mode.
Data collection sources: Under this component, it is concern about gathering the data
from identified respondents with an aim to produce reliable report in stipulated time limit.
Hence, there are two type of data collection sources i.e. primary and secondary. In relation to
primary method, it is refer to first hand information that means it is not attempted by any other
scholars or publishers and also not available in current marketplace. Some of its types are
5

questionnaire, observation, survey, interview and many more. Whereas, secondary collection
source is concern about those procedure which is already completed by other publishers or
researcher which can be obtain from market easily in the form of journals, articles, magazines,
online application. However, in regard of this research report, researcher utilises both the
methods i.e. preparing questionnaire for acquired data from various targeted audience which h is
known as primary data collection method. Furthermore, collected several scholars or researcher's
view and presented in the form of review of literature that identified as a type of secondary
collection sources.
Sampling: This element is refer as selecting a group of individuals from the larger
number of population. Additionally, it is divided into probability and non- probability. In relation
to this research report, investigator implies random sampling method which is a sub
classification of probability sampling. With the application of random sampling, it assist
investigator to provide equal opportunity for every respondents with an aim of delivering
accurate and relevant report within prescribed time duration. However, the sample size which
researcher selects is 30 respondents from Morrisons company who are able to provide better
information about the managing cultural diversity inside functional unit (Harvey and Allard,
2015).
Research Limitation: The chosen topic is viewed as wide concept which require
effective time and reliable resources in order to deliver better outcome in a desired time duration.
However, due to the broad term , it investigator face various challenges that may hinder over
entire research work. In case of this research, investigator face an issue of less availability of
time because for achieving better knowledge about such topic i.e. equality and diversity require
enough period of time. Due to which, it impact negatively over investigator in collecting data
from targeted respondents. However, for coping up with such challenge, researcher applies
questionnaire method which assist them to gather relevant data for producing authentic report.
Time Horizon: This aspect is link with the ascertaining the time duration in order to
complete the task in an improved and amended mode. It is divided into two types like cross
sectional and longitudinal. In regard of this research, investigator adopts longitudinal time
horizon that empower them to prepare best or efficacious future planning in terms of achieving
different research activities. Moreover, for arranging each activities, researcher implies Gantt
Chart that help them to divide each task in an effectual way.
6

Research ethics: This component is concern with maintaining increased level of ethics
that means collecting information from valid resources so that they can provide better solutions
for identified research problem in an prompt way. In relation to this report, researcher applied all
accurate and relevant information from authentic sources. Due to such initiation, it drive
investigator to improve the quality of report and also aid them to bring positive response among
targeted respondents in an impressive style (Hebl and Avery, 2012).
Reliability and validity: In regard of this report, all the collected data or information are
reliable and valid in nature as it has been acquired from authentic sites or sources. Moreover,
researcher make an attempt to gather innovative or novel ideas that enhance the overall
performance of report in a positive mode. Additionally, primary and secondary data collection
sources has been applied that proves the current research more reliable and accurate.
DATA ANALYSIS AND INTERPRETAION
Questionnaire
Q1) Are you aware about the term equality and diversity at workplace?
a) Yes
b) No
Q2) Is it important for organisation to practice equality and diversity culture within
functional unit?
a) Agree
b) Disagree
Q3) How managing cultural diversity impact over organisational overall performance?
a) Positive
b) Negative
Q4) What are the advantages which Morrisons can acquire from managing cultural
diversity in organisation?
a) Decrease employee turnover
b) Enhance cultural insights
c) Build positive relationship
Q5) What are the challenges that Morrisons undergoes while maintaining cultural
diversity inside its business function?
7

a) Differences in languages
b) Differ in perceptions
c) Lack of cohesiveness
Q6) What are the strategies which company implies to overcome the challenge of
managing cultural diversity at workplace?
a) Training and development
b) Bridge the power gap between employees and employers
c) Fair decision
Q7) Does cultural diversity help organisation to improve employees motivation and
satisfaction level towards organisational goal?
a) Agree
b) Disagree
Q8) Do you think diverse workforce assist organisation to gain competitive advantage?
a) Yes
b) No
Q9) Provide suitable recommendation for Morrisons to manage cultural diversity in an
impressive and ethical style?
Q1) Are you aware about the term equality and diversity at
workplace?
Frequency
a) Yes 25
b) No 5
Q2) Is it important for organisation to practice equality and
diversity culture within functional unit?
Frequency
a) Agree 20
b) Disagree 10
Q3) How managing cultural diversity impact over
organisational overall performance?
Frequency
a) Positive 25
8

b) Negative 5
Q4) What are the advantages which Morrisons can acquire
from managing cultural diversity in organisation?
Frequency
a) Decrease employee turnover 15
b) Enhance cultural insights 5
c) Build positive relationship 10
Q5) What are the challenges that Morrisons undergoes while
maintaining cultural diversity inside its business function?
Frequency
a) Differences in languages 12
b) Differ in perceptions 5
c) Lack of cohesiveness 13
Q6) What are the strategies which company implies to
overcome the challenge of managing cultural diversity at
workplace?
Frequency
a) Training and development 20
b) Bridge the power gap between employees and employers 5
c) Fair decision 5
Q7) Does cultural diversity help organisation to improve
employees motivation and satisfaction level towards
organisational goal?
Frequency
a) Agree 10
b) Disagree 20
Q8) Do you think diverse workforce assist organisation to
gain competitive advantage?
Frequency
a) Yes 5
b) No 25
9

Theme 1: Awareness about equality and diversity
Q1) Are you aware about the term equality and diversity at
workplace?
Frequency
a) Yes 25
b) No 5
10
a) Yes b) No
0
5
10
15
20
25
25
5

Interpretation: The above shown graph demonstrate the idea about awareness among
employees about equality and diversity. However, out of 30 respondents 25 manpower signifies
that they are very much familiar with the term equality and diversity within organisation. Along
with this, they believe that such type of working culture improves the overall productivity and
profitability ratio of company in an improved manner. On the other hand, remaining 5 employees
ignores the statement that they are not aware about the aspects of equality and diversity at
workplace.
Theme 2: Importance for managing equality and diversity
Q2) Is it important for organisation to practice equality and
diversity culture within functional unit?
Frequency
a) Agree 20
b) Disagree 10
11

Interpretation: The drawn chart signifies the idea about the significance of handling equality
and diversity within organisation. However, out of 30 respondents, 20 manpower agrees that
adopting equality and diversity enable establishment to enlarge its market share or size in an
expeditious way. While, the other 10 personnel disagree the same as they thinks that managing
equality and diversity impose various challenges like unequal behaviours, issue of acceptance
and respect and many more.
Theme 3: Effect of managing cultural diversity
Q3) How managing cultural diversity impact over Frequency
12
a) Agree b) Disagree
0
2
4
6
8
10
12
14
16
18
20
20
10

organisational overall performance?
a) Positive 25
b) Negative 5
13
a) Positive b) Negative
0
5
10
15
20
25
25
5

Interpretation: The shown graphical presentation is related with the impact of equality and
diversity at workplace. Hence, out of 30 respondents, 25 employees believes that managing
equality and diversity positively influence over company's overall performance as it lead them to
enrich its proficiency ratio. While, rest of the 5 personnel thinks that it negatively impact on
employees and establishment performance.
Theme 4: Benefits of managing cultural diversity
Q4) What are the advantages which Morrisons can acquire
from managing cultural diversity in organisation?
Frequency
a) Decrease employee turnover 15
b) Enhance cultural insights 5
c) Build positive relationship 10
14

Interpretation: The displayed bar graph signifies the content about the advantages of managing
cultural diversity in organisation. However, out of 30 respondents, 15 individuals says that it
motive Morrisons to reduce the employee turnover rate as it enable managers to provide equal
opportunity to every employees irrespective of caste, religion, language, culture. Moreover, the
other 10 manpower thinks that it help company to build positive relationship among superior
and subordinate. Finally, remaining 5 personnel states that managing cultural diversity motive
Morrisons to enhance cultural insights that increases the brand image of company in an
innovative style.
15
a) Decrease employee turnover
b) Enhance cultural insights
c) Build positive relationship
0
2
4
6
8
10
12
14
16 15
5
10

Theme 5: Issues of maintaining cultural diversity
Q5) What are the challenges that Morrisons undergoes while
maintaining cultural diversity inside its business function?
Frequency
a) Differences in languages 12
b) Differ in perceptions 5
c) Lack of cohesiveness 13
16
a) Differences in languages
b) Differ in perceptions
c) Lack of cohesiveness
0
2
4
6
8
10
12
14 12
5
13

Interpretation: The shown graph is link with the various challenges that managers face while
managing cultural diversity among employees. In this regard, out of 30 respondents, 13 people
says that the major issue which Morrisons managers undergoes is that the lack of cohesiveness
i.e. no proper unity or cooperation between employees towards achieving per determined
organisational goal. Additionally, the other 12 individuals believes that superior face linguistic
barrier which gives a pave to miscommunication, misconception, conflicts of interest.
Furthermore, remaining 5 personnel signifies that differences in employees perception also
hinder Morrisons employers to manage cultural diversity as it arise disputes or dissatisfaction
within working culture that negatively effect over organizational profit margin ratio.
Theme 6: Ways for overcoming the challenge of managing cultural diversity
Q6) What are the strategies which company implies to
overcome the challenge of managing cultural diversity at
workplace?
Frequency
a) Training and development 20
b) Bridge the power gap between employees and employers 5
c) Fair decision 5
17

Interpretation: The shown bar graph highlights the aspect about the ways for tackling with the
issue of managing cultural diversity. To this context, out of 30 respondents, 20 employees states
that providing training and development program enable Morrisons company to generate positive
working culture and also can build healthy relationship for long term basis. Additionally, 5
personnel signifies that creating a bridge of power gap motive its employers and employees to
enlarge their overall productivity ratio.
Theme 7: Cultural diversity enrich employees motivation and satisfaction
18
a) Training and development
b) Bridge the power gap between employees and employers
c) Fair decision
0
2
4
6
8
10
12
14
16
18
20
20
5 5

Q7) Does cultural diversity help organisation to improve
employees motivation and satisfaction level towards
organisational goal?
Frequency
a) Agree 20
b) Disagree 10
19
a) Agree b) Disagree
0
2
4
6
8
10
12
14
16
18
20
20
10

Interpretation: The shown chart is about the impact of cultural diversity in enhancing
employees motivation and satisfaction. However, out of 30 respondents, 20 people agree that
practising cultural diversity empower establishment to obtain increased level of employee
motivation and satisfaction. Whereas, other 10 individual disagrees that same as they says it
impose negative impact over organisational productivity.
Theme 8: Diverse personnel help company to gain competitive advantage
Q8) Do you think diverse workforce assist organisation to
gain competitive advantage?
Frequency
a) Yes 25
b) No 5
20

Interpretation: The drawn chart reflect the idea about recognising the potentiality of diverse
workforce in gaining competitive advantage. However, out of 30 respondents, 25 personnel says
that diverse manpower lead organisation to obtain cutting edge competitive advantage while
other 5 denies the same as they says that it create various issues among employee and it
influence establishment profitability ratio among competitors.
21
a) Yes b) No
0
5
10
15
20
25
25
5

RECOMMENDATION, REFLECTION AND CONCLUSION
From the above discussed content, it has been identified that Morrisons is mainly believes
in practising cultural diversity within functional unit as it help them to accomplish its goal in an
effective manner. Therefore, there are some recommendation which has been suggested for
Morrisons to enhance its working culture in an impressive manner are as follows:
 The primal measure which Morrisons can imply is that they can provide the facility of
training and development program. Due to which, it help each employees to understand
the significance of managing cultural diversity among business function and also lead
them to enrich the profitability ratio. Moreover, it also drive organisation to gain high
level of collaborative and cooperative working culture from manpower towards business
objective.
 Additionally, Morrisons can make an initiative to treat all of their personnel equally as
well as render them equal opportunity which motivate them to explore their skills or
knowledge. With the help of such contribution by firm, it empower organisation to obtain
profit maximisation and can improve the bran image among competitors in an innovative
mode.
Reflection
I am highly privileged to get an opportunity to organise a research study over the tile of
managing cultural diversity at workplace. This is because, it enable establishment to enlarge its
working environment and also can enrich the involvement of each personnel for accomplishing
business goal in an improved way. Along with this, from this research, it help me to acquire
information about different benefits that a company accomplish by managing cultural diversity
inside functional unit. Additionally, it also empower me to understand various challenges as well
as the ways for creating positive relationship between superior and subordinate. Furthermore,
from this study, it assist me to explore the knowledge in terms of conducting research and its
methods for producing valid or authentic report in a prescribed time limit in an amended mode.
CONCLUSION
This has been concluded from the proceeding report that equality and diversity enlarge
organisational potentiality in building long lasting relationship with employees and also for
exploring brand reputation among rivalry in an improved manner. Additionally, by collecting
relevant data assist investigator to acquire high level of positive response from targeted audience
22

in an amended way. Moreover, with the application of all research methodologies it enable
researcher to produce accurate and reliable report in a stipulated time duration without any
hindrances.
23

REFERENCES
Books and Journals
Al-Jenaibi, B., 2017. The scope and impact of workplace diversity in the United Arab Emirates–
A preliminary study. Geografia-Malaysian Journal of Society and Space. 8(1).
Bhattacharya, T., 2016. Diversity at Workplace and in Education. In Interrogating Disability in
India (pp. 39-64). Springer, New Delhi.
Boehm, S. A. and Dwertmann, D. J., 2015. Forging a single-edged sword: Facilitating positive
age and disability diversity effects in the workplace through leadership, positive
climates, and HR practices.Work, Aging and Retirement. 1(1). pp.41-63.
Boehm, S. A. and Kunze, F., 2015. Age diversity and age climate in the workplace. In Aging
workers and the employee-employer relationship (pp. 33-55). Springer, Cham.
Chrobot-Mason, D. and Aramovich, N. P., 2013. The psychological benefits of creating an
affirming climate for workplace diversity. Group & Organization Management. 38(6).
pp.659-689.
Chrobot-Mason, D., Ruderman, M. N. and Nishii, L. H., 2014. Leadership in a diverse
workplace.
Harvey, C. P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Hebl, M. R. and Avery, D.R., 2012. Diversity in organizations. Handbook of Psychology, Second
Edition. 12.
Kim, H. K., Lee, U. H. and Kim, Y. H., 2015. The effect of workplace diversity management in
a highly male-dominated culture. Career Development International. 20(3). pp.259-
272.
Okoro, E. A. and Washington, M. C., 2012. Workforce diversity and organizational
communication: Analysis of human capital performance and productivity. Journal of
Diversity Management (JDM). 7(1). pp.57-62.
Patrick, H. A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.
Sage Open. 2(2). p.2158244012444615.
Rice, M. F., 2015. Diversity and public administration. ME Sharpe.
Saxena, A., 2014. Workforce diversity: A key to improve productivity. Procedia Economics and
Finance. 11, pp.76-85.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management. 3(1). p.1212682.
Wangombe, J. G. and et. al., 2013. Managing Workplace Diversity: A Kenyan Pespective.
Online
7 Biggest Diversity Issues in The Workplace, 2019.[Online]. Available Through;
<https://www.thiswayglobal.com/blog/top-diversity-issues-in-the-workplace/>
What Is Organizational Diversity in the Workplace, 2017.[Online]. Available Through;
<https://bizfluent.com/info-12076820-organizational-diversity-workplace.html>
3 Tips for Boosting and Managing Diversity in the Workplace. 2018. [Online]. Available
Through: <https://www.inc.com/partners-in-leadership/3-tips-for-boosting-managing-
diversity-in-workplace.html>
24