Managing Culturalism and Diversity

This article discusses cross-cultural communication, power and privilege, and the importance of managing culturalism and diversity in Australia. It emphasizes the significance of appreciating everyone irrespective of their ethnic background, race, or sexuality. The article also highlights the importance of understanding culture, ethnicity, religious diversity, sexual and gender identity and how they influence cross-cultural communication. It concludes by stating that managing culturalism and diversity is a weighty matter that needs to be addressed in Australia and globally.

Running head: MANGING CULTURALISM AND DIVERSITY 1
Managing Culturalism and Diversity
Name
Institution
Date of Submission

MANAGING CULTURALISM AND DIVERSITY 2
Cross-cultural communication
Cross-cultural communication involves diverse communication issues that arise in an
institution as a result of a combination of individuals of different social, cultural, religious,
education, and ethnic background (Lott, 2009). As people merge having a distinctive set of
norms, experiences, and values, there is a likelihood of conflicts to arise. For such an
organization to succeed, they have to come up with strategies in which they can resolve tensions
and cultural-based conflicts within the institution, thereby bringing the intercultural
communication barriers. Understanding culture, ethnicity, religious diversity, sexual and gender
identity and how they influence cross-cultural communication is vital in fighting cultural bias.
Implementation of cross-cultural communication strategies and various legislation and policies
has seen Australia create a culturally competent community.
Power and privilege of cross-cultural communication
How do you think and feel about what you have chosen to reflect on?
Cultural differences that people share such as the system of beliefs, social habits,
attitudes, perceptions, values, worldviews, and language influences significantly how people
relate or associate with one another (Lott, 2009). Effective communication is vital to the success
of every relationship or the growth of an institution. I have learned that in every society, there is
usually a group (s) that has more power and privilege over others- these groups in one way or
another influence the manner in which the society carry out their activities. For instance, in
Australia, the Aboriginal community believe they have more power as compared to the non-
Aboriginal people. As such, they influence to a greater extent the functioning of several
organizations within the region (Smits, 2011). The same thing is felt in the broader Australian

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region whereby individuals from the Anglo-Christian background consider themselves to have a
higher privilege than others. Therefore, I believe it is wrong for these groups to take advantage
over the least members of the community through imposing their ideologies and values on them.
I believe every member of the society has rights to express themselves and associates with one
another without intimidation. No person regardless of the position they hold in the community
and the privileges they have is allowed to discriminate anyone either by age, sex, marital status,
sexuality, religion, political divide, race, or intellectual/ physical impairment (Markus, 2014). It
is disheartening and unfortunate when I meet people who use the power and privilege they have
in harming others. However, I have understood that having power over others is a privilege that
can be used positively in influencing co-existence within a diverse community.
How does what you learned help relate with other learning or life experiences?
The importance of understanding how to manage and enhance effective cross-cultural
communication in a community cannot be overemphasized. Aesthetic value divergence, cultural
nuances as well as language barriers create unintended misunderstandings among the people
thereby causing conflicts (Presbitero & Attar, 2018). Through this course, I have understood how
and why some people relate with others in a particular manner. For example, the concept of
tokenism is widespread in some regions in Australia. People from the marginalized groups are
being taken advantage of by individuals who feel they have power in their hands. Most of the
renown organizations hire only a few people from marginalized communities as a pretense of
following the inclusion and diversity policies that fight against discrimination. Discrimination
and harassment on the workplaces based on the religion, sexuality, values, and position that one
holds in the society, has been on the high rise in recent years. However, through this course, I
have come to appreciate the importance of the protective legislation and other policies that the

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Australian government has put into place to prevent discrimination within the community. No
wonder the number of female workers and graduates is increasing day by day in Australia
(Chisari, 2015). By following the concepts learned from this unit and implementing them
practically, it would go a long way in enhancing cross-cultural communication and relationships.
It’s crucial to come into terms with the implications of cross-cultural communication in
the future, especially in the field of business. The culture of a country influences greatly the
manner in which the institution performs its duties. The decision-making process, for instance,
relies on the cultural values of the people. Factors such a power distance, individualism,
uncertainty, and masculinity are linked closely with cultural diversity (Yoo, Donthu, &
Lenartowicz, 2011). Therefore, proper use of power and privilege in cross-cultural
communication will act as a lubricant, resolving possible conflicts and mitigating frictions within
the community. It will also improve team collaboration and unite diverse ethnicity and races
together through the creation of a solid virtuous circle containing real synergy effect (Presbitero
& Attar, 2018).
How does this learning add value to you?
The knowledge which I have obtained from this unit on managing multicultural and
diversity has helped me gain deep insight into the working of a society with a diverse number of
people. Australia is a country that has numerous people of different background some from
foreign countries. The beliefs, values, lifestyle, and etiquette of all these people vary which in
turn impact on their styles of communication. For instance, Australia is regarded as a low culture
context nation their mode of communication mainly being a verbal expression. On the other
hand, China is a high context nation relying more on non-verbal cues (Korac-Kakabadse, Kouzmin,
Korac-Kakabadse & Savery, 2001). Through this unit, I have gained the much-needed

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understanding of appreciating the values of everyone and being able to accommodate them.
Also, have understood that if power and privilege are used in the right way, they will bring
people together and create a peaceful co-existence.
Through self-awareness and investing in cultural competence development, it is possible
to establish valuable relationships with people, thereby leading to the growth of the entire society
(Fantini, 2000). Cultural diversity is everywhere, from the workplaces, schools, and places you
attend daily. Therefore, I have learned crucial life skills and strategies that have helped me to
cope with every kind of individual despite their different values. The same technique (cultural
competence) if employed in organizations, it will not only create a productive working
relationship for the staff but also establish a transformation awareness of the whole society in the
long-run.
What does this learning tell you about you?
Through this learning on managing multiculturalism and diversity, it has taught me the
significance of appreciating everyone irrespective of their ethnic background, race, or sexuality.
We are all created uniquely, and we do not have control over the region or country in which we
are born. Even though the majority of the indigenous people in Australia are the Aboriginal, the
lessons have learned from this course, has helped me to value every individual whether they are
Aboriginal or not (Kramar, 2012). Before, I used to feel that since I have many privileges as
compared to some students and my peers, then I could indirectly take advantage of them. For
instance, our intellectual capability differs and the perception of life depending on how we have
been raised and our culture. Therefore, the spirit of inclusion (Moran, 2011) for all people has
been imparted on me after going through this course. Am grateful to my lecturer that I got a
chance to learn from him concerning this issue of cross-cultural communication. Managing

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culturalism and diversity is a weighty matter that needs to be addressed in Australia and globally.
It has made me a better person, and my relationship with other people has improved
significantly.
References
Chisari, M. (2015). Testing citizen identities: Australian migrants and the Australian values
debate. Social Identities, 21(6), 573-589.
Fantini, A. E. (2000). A central concern: Developing intercultural competence. SIT Occasional
Paper Series, 1, 25-42.
Korac-Kakabadse, N., Kouzmin, A., Korac-Kakabadse, A., & Savery, L. (2001). Low-and high-context
communication patterns: towards mapping cross-cultural encounters. Cross-cultural
management: An international journal, 8(2), 3-24.
Kramar, R. (2012). Diversity management in Australia: a mosaic of concepts, practice, and
rhetoric. Asia Pacific Journal of Human Resources, 50(2), 245-261.
Lott, B. (2009). Multiculturalism and diversity: A social psychological perspective (Vol. 3). John
Wiley & Sons.
Markus, A. (2014). Attitudes to immigration and cultural diversity in Australia. Journal of
Sociology, 50(1), 10-22.
Moran, A. (2011). Multiculturalism as nation-building in Australia: Inclusive national identity
and the embrace of diversity. Ethnic and Racial Studies, 34(12), 2153-2172.
Presbitero, A., & Attar, H. (2018). Intercultural communication effectiveness, cultural
intelligence, and knowledge sharing: Extending anxiety-uncertainty management theory.
International Journal of Intercultural Relations, 67, 35-43.

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Smits, K. (2011). Justifying multiculturalism: Social justice, diversity and national identity in
Australia and New Zealand. Australian Journal of Political Science, 46(1), 87-103.
Yoo, B., Donthu, N., & Lenartowicz, T. (2011). Measuring Hofstede's five dimensions of
cultural values at the individual level: Development and validation of CVSCALE.
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