Managing Cultural Diversity in the Workplace

This research proposal explores the impact of cultural diversity in the workplace, specifically focusing on McKinsey & Company. It aims to understand the concept of cultural diversity, identify its impact on organizational performance, and explore the challenges faced by McKinsey & Company in managing a culturally diverse workforce. The proposal also discusses various strategies used by McKinsey & Company to manage diversity.

Research Proposal Form
Student Name: ______________________ Student ID:
______________________
Centre Name: _____________________
Tutor: ________________ Date:
___________________
Unit: ____________________
Proposed Title: Managing cultural diversity in the workplace.
Section One: Title, objective, responsibilities
Title or working title of the research project (in the form of a
question, objective or hypothesis)
Title: To determine impact of cultural diverse workforce on organisational performance. A study
on McKinsey & Company, The Post Building, 100 Museum St, London WC1A 1PB, United
Kingdom.
Questions
 What do you mean by the cultural diversity in context to organisation?
 In which manner cultural diverse workforce affect on the performance level of a company?
 What are different issues arising from managing diverse workforce?
 For manage culturally diverse workforce, what effective strategies firm needs to use?
Objectives
 To understand cultural diversity concept at workplace.
 To identify impact of cultural diverse workforce on organisational performance.
 To identify challenges faced through McKinsey & Company while managing the culturally
diverse workforce.
 To identify various ways McKinsey & Company used for managing the culturally diverse
workforce.
Section Two: Reasons for choosing this research project
Reasons for choosing the project (e.g links to other subjects you are

studying, personal interest, future plans, knowledge/skills you want to
improve, why the topic is important):
Given report is based on determine impact of cultural diverse workforce on organisational
performance. This is a specific knowledge expansion which is essential for the effective awareness
of cultural diversity and how it impact on the performance level of business. The main reason
behind choosing this topic is that researcher can know about the cultural diversity and also
determine the issues which arisen from it. The researcher mainly conducts this investigation in the
personal as well as professional context. In personal context, researcher wants to enhance its
knowledge and the understanding about cultural diversity. In professional context, ability and
research skills of researcher will be enhanced and it can able to conduct similar kind of
investigation in future.
Section Three: Literature sources searched
Use of key literature sources to support your research question,
objective or hypothesis:
Cultural diversity at workplace
On the basis of Dr. Richard T. Alpert (2020) The cultural diversity in organization arises regards to
irrespective of ethnicity, culture and religion are open to seeking members of the team from any
context. Complexities. Persons of different backgrounds and their contribution enable the group to
examine the complexities from all the angles. Cultural diversity in the workplace is the
consequence of age, ethnicity, class and race behaviors, customs and values of workers. Managers
should encourage the diversity of workers to prevent issues such as conflict and discouragement at
their workplace. Cultural diversity is mainly known as multi-culturalism, a wide set of values
which respects and fosters interests of all groups that shape organizations. Each individual may be
identified as diverse because the only point of view is that diversity at work is linked to a specific
group that has been discriminated against. In order to overcome the barriers of different groups of
people who work together productively, diversity and company inclusion programs are created.
Cultural diversity would also illustrate the implementation of a systemic diversity and inclusion
strategy.
Impact of cultural diverse workforce on organizational performance
According to opinion of Felicity Menzies (2018) The cultural diverse workforce develops the
negative and positive impact on the performance level of an organization.
Positive impact

Culturally diverse workforce at workplace develops rich flow of the ideas and potential to enhance
the innovation as well as creativity. This is helpful in improving as well as increasing the
organizational performance. Workplace diversity is important to workers as it creates a
trustworthy organization that contributes to higher productivity and workers' opportunities.
Diversity in the workforce is critical both inside and outside the organization. A diverse workforce
of culture can understand consumers worldwide and adapt to their needs. A diverse cultural
workforce will improve access to new markets by providers and other stakeholders (Ashe and
Nazroo, 2017).
Negative impact
The tendency of the organizational workers to participate in interpersonal disputes is a negative
consequence of cultural diversity in workplace. Many culturally diverse workers have various
opinions, thoughts, beliefs, norms, practices, principles, patterns and traditions. The cultural
diverse workforce has the different opinions and develops the many issues such as conflicts,
miscommunication, creation of the barriers and others (Cletus and et. al., 2018).
There are some theories regarding cultural diversity mention below:
Contingency theory- This theory of cultural diversity stated that the diversity management and
success of business is based on attitude of company in several areas for an instance organizational
as well as cultural strategies, working culture of company and performance of staff members.
Goal theory- It states about conflict within organizational objectives and lack of the clarity that
leads to complexities in acceptance through employees which reduce organistaional performance.
In addition to this there is a need to management to clarify objectives nu the managing diversity
effectively (Georgiadou, Gonzalez-Perez and Olivas-Lujan, 2019).
Challenges faced through McKinsey & Company while managing the culturally diverse workforce
On the basis of Angela (2020) There are some challenges faced through McKinsey & Company
while managing culturally diverse workforce at workplace. Some challenges are given below:
Acceptance and Respect- Respect between employers and employees is one of the main values
which contribute to successfully diversified business. If the diverse culture and values of workers
are not accepted, there will be conflicts. This disagreement often leads to conflict and may even
create violent situations. When workers embrace their differences, they exchange ideas and work
together effectively.
Physical and Mental Disabilities- Disabled workers find it difficult to navigate their workplace,
as the appropriate accommodations are not available, as simple as the wheelchair ramps. Service
dogs have other special requirements and certain office buildings do not permit them inside.
Provide arrangements to include service dogs in workplace (Davis, Frolova and Callahan, 2016).

Communication issues- With a diverse staff, team leaders may have a difficult time of
communication. English cannot be their first language for several members of team. Language
gaps can lead to team members interacting inefficiently and finding each other difficult to
understand. If instructions are not completely understood, efficiency and team cohesion may
decline significantly (Georgiadou, Gonzalez-Perez and Olivas-Lujan, 2019). Diversity
organizations aim to tackle gender and racial gaps. Staff members can find it difficult to
collectively understand when demographic differences cause them to use phrases or different types
of language.
Ethnic and Cultural Differences- Ethnical and cultural gaps tend to be presented at work. Some
people often stereotype who are ethnically, culturally and religiously different. This bias and
discrimination on the job can never be accepted.
Various ways McKinsey & Company used for managing the culturally diverse workforce
As per opinion of Eric Dyson (2020) Managing the cultural diverse workforce in an organization is
helpful in making the business successful. It is the responsibility of management to focus on
preventing the workplace from diversity. There are some of the effective ways give below which
McKinsey & Company used for managing the culturally diverse workforce at workplace:
Understand the cultural differences- The aspects of cultural diversity in an organization
consisting of understanding of time, modes of contact, hierarchy, distance etc. employees should
be understood. It is essential for educating the Human Resources department and the management
team on problems that may occur to improve employee efficiency and to reduce the negative
effects of cultural differences on the workplace. With an adequate attention to differences,
McKinsey & Company managers will collaborate with staff to develop a better strategy for
workers at work (Klarsfeld and et. al., 2016).
Introducing the free speech- Acceptance and respect are main factors for diverse cultural
workforce to create a harmonious working environment. Managers and employees can work
effectively, because workers can speak freely about disagreements in a conditioned environment.
This can be accomplished by providing the mentoring to new hires and by opening periodically to
each employee's contact section to share ideas and new information (Sharma, 2016).
Open effective communication- Workplace conflicts arise when there is a misunderstanding. The
local people may have different modes of communication, but as locals they understand which
types of communication are useful. They have totally different styles for the people who belong to
other nations. Team members of McKinsey & Company need to get a clear understanding of one
another and talk periodically, rather than in the office, so that they can know about each other's
particular speech style. This allows one another to understand and to share their points of view and
opinion (Ravazzani, 2016).
REFERENCES

Books & Journals
Ashe, S. and Nazroo, J., 2017. Equality, diversity and racism in the workplace: A qualitative
analysis of the 2015 race at work survey. Online: http://hummedia. manchester. ac.
uk/institutes/code/research/raceatwork/Equ...(accessed: 7 April 2017).
Cletus, H. E. and et. al., 2018. Prospects and challenges of workplace diversity in modern day
organizations: A critical review. HOLISTICA–Journal of Business and Public
Administration. 9(2). pp.35-52.
Davis, P. J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia.
Equality, Diversity and Inclusion: An International Journal.
Georgiadou, A., Gonzalez-Perez, M. A. and Olivas-Lujan, M. R. eds., 2019. Diversity Within
Diversity Management: Types of Diversity in Organizations. Emerald Group Publishing.
Klarsfeld, A. and et. al., 2016. Comparative equality and diversity: main findings and research
gaps. Cross Cultural & Strategic Management.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace. Equality,
Diversity and Inclusion: An International Journal.
Sharma, A., 2016. Managing diversity and equality in the workplace. Cogent Business &
Management. 3(1). p.1212682
Online
Alpert, R.T., 2020. Cultural Diversity in the Workplace. [Online]. Available through:
<https://www.diversityresources.com/cultural-diversity-workplace/>.
Angela, 2020. 7 Biggest Diversity Issues in The Workplace. [Online]. Available through:
<https://thiswayglobal.com/blog/2017/07/14/top-diversity-issues-in-the-workplace/>.
Dyson, E., 2020. Managing Diversity in the Workplace. [Online]. Available through:
<https://www.peoplescout.com/insights/managing-diversity-in-workplace/>.
Menzies, F., 2018. Cultural Diversity and Organisational Performance. [Online]. Available
through: <https://cultureplusconsulting.com/2015/05/15/cultural-diversity-organisational-
performance/>.
Section Four: Activities and timescales
Activities to be carried out during the research project (e.g
research, development and analysis of ideas, writing, data

collection, numerical analysis, tutor meetings, production
of final outcome, evaluation, writing the report):
How
long
this will
take:

Milestone one: _________________
Target date (set by tutor): ____________________
Milestone two: _______________________
Target date (set by tutor): ______________________
Section Five: Research approach and methodologies
What type of research approach and methodologies are you likely to
use and why? What your areas of research will cover:
Research onion is mainly explaining research methodology concept. For doing the research

methodology, different layers of the research onion has been used.
Research Philosophy- The research philosophy relates to the collection of beliefs concerning the
existence and choice of research philosophy by the form of knowledge that is being researched in
research. Interpretivism and positivism are two different research philosophies. Among both the
philosophies, there will be positivism philosophy used because manipulating reality with changes
in one individual variable to define and form regularities l inks between some of the social world's
component elements. Predictions may be made based on the facts and the linkages previously
established and explained.
Research Approach- It states about use of the effective research design and the principle is clear.
In addition to this, argument with theory support is backed by the research approach. There will be
deductive research approach used as it is based on the quantitative method and also provide the
clear justifications about the specific subject area.
Research Choice- It is necessary for an investigator to select the better research choice for getting
positive outcomes. Quantitative research choice will be used because it provides the in- depth
understanding about the specific subject area.
Research Strategy- It is one of the most significant components that help in addressing research
objectives. Questionnaire strategy will be used for collection of information from the chosen
respondents.
Data collection methods- Primary and secondary are two different data collection methods. There
will be primary method used for collection of information and data. In this, questionnaire will be
developed on impact of cultural diverse workforce on organisational performance.
Sampling Method- It is related to any group with specific characteristics or features identical to
population and sample is the subset from that population that proof can be collected. There will be
random sampling method used for choosing the respondents. In this sampling technique every
person has a chance of being able to use this to be chosen.
Sampling size- 50 respondents will be chosen for collection of data.
Data analysis- Thematic analysis will be used for analysis of data and information collected by
using the questionnaire. Under this, themes will be develops, graphs develops and make
interpretation of them.
Comments and agreement from tutor
Comments (optional):
I confirm that the project is not work which has been or will be

submitted for another qualification and is appropriate.
Agreed: ________________ (name)_______________ Date ______________
Comments and agreement form project proposal checker( IV
sampling)
Comments (Optional):
I confirm that the project is appropriate.
Agreed /Disagree: (Name of the IV)
Date

Research Ethics approval form
All students conducting research activity that involves human participants
or the use of data collected form human participants are required to gain
ethical approval before commencing their research. Please answer all
relevant questions and note that your form may be returned if incomplete.
For further support and guidance please see your respective Unit Tutor:
Before completing this form, we advise that you discuss your proposed
research fully with your unit tutor. Please complete this form in good time
before your research project is due to commence.
Section 1: Basic details:
Project title: Managing cultural diversity in the workplace.
Student name:
Student ID number:
Programme:
College Name:
Intended research start date:
Intended research end date:
Section 2 Project summary
Please select all research methods that you plan to use as a part of
your project:
⮚ Interviews Yes No
⮚ Questionnaires Yes No
⮚ Observations Yes No
⮚ Use of personal records Yes No

⮚ Data Analysis Yes No
⮚ Action Research Yes No
⮚ Focus Groups Yes No
⮚ Others (Please specify) :
Section 3: Participants
Please answer the following questions, giving full details where
necessary.
Will your research involve human participants?
Yes
Who are the participants? Tick all that apply:
Ages 12-16: Young people aged: 17-18 Adults: 18>
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Through random sampling methods, participants will be recruited.
Describe the processes you will use to inform participants about
what you are doing:
Through use the email method the participants will be informed
about the conducting research on specific area.
How will you obtain consent from participants? Will this be written?
How will it be made clear to participants that they may withdraw
consent to participate at any time?
The consent from participants will be obtained by email method. It
will be in written form.
Studies involving questionnaires: will participants be given the
option of omitting questions that do not wish to answer? Yes
No
If no please explain why below and ensure that you cover any ethical
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Studies involving observation: Confirm whether participants will
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Yes No
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Section 4: Data Storage and Security
Confirm that all personal data will be stored and processed in
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Researcher will have to access data and personal information.
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If Yes, please provide further details:
After the research:
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It will be stored in personal computer.
How long will the data and records be kept for and in what format?
It will be kept for 2 years and in word format.
Will data be kept for use by other researchers? Yes
No
Section 5 : Ethical Issues
Are there any particular features of your proposed work, which may
raise ethical concerns? If so, please outline how you will deal with
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It is important that you demonstrate your awareness of potential
risks that may arise because of your research. Please
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⮚ Informed consent.
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(including transfer, sharing, encryption, protection).
⮚ Reporting
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Section 6: Declaration
I have read, understood and will abide by the institution’s
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I have discussed the ethical issues relating to my research
with my Unit Tutor:
Yes No
I confirm that to the best of my knowledge:
The above information is correct, and this is a full description
of the ethical issues that may arise in the course of my
research
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