Managing Cultural Diversity at Workplace: A Study on Tesco

This study examines the impact of managing cultural diversity at workplace on organization and employee performance. It focuses on Tesco as a case study and explores the concept of cultural diversity, the importance of managing it, challenges faced, and recommendations for overcoming them.

Research project

Table of Contents
LITERATURE REVIEW ...............................................................................................................1
Research philosophy........................................................................................................................4
Reflection ......................................................................................................................................19
Alternative methodology...............................................................................................................20
Conclusion and Recommendations................................................................................................20
REFERENCES..............................................................................................................................21

Title- “Managing cultural diversity at workplace upon the organization and employee
performance: A study on Tesco”
INTRODUCTION
Equality and diversity is consider one of the most broad term that is used to promote
equal opportunity for all and also give each individual a chance to present their views and free
from prejudice. While, diversity is the all about to understand each individual who are unique
and also recognize the individual differences. The current study is also helps to provide deep
understanding related to equality and diversity at working place. Also, the chosen case study for
this report is Tesco which is a top multinational company who provide different range of
products that assist to attract range of new customers towards it. Further, through literature
review, researcher provides deep understanding related to managing cultural diversity and also
show different ways through which company may easily manage cultural diversity at workplace.
Moreover, through Research methods, scholar may select best approach through which the aim
and objectives may easily attain.
Aim : “ To analyses the impact of managing cultural diversity at workplace upon the
organization and employee performance: A case study of Tesco”
Objectives
 To examine the concept of cultural diversity
 To determine the importance of managing cultural diversity at workplace.
 To ascertain challenges face by company while managing cultural diversity
 To recommend ways through which challenges of managing cultural diversity may
overcome.
Research Proposal
Enclosed in proposal form
LITERATURE REVIEW
Literature review section is the scholarly paper that includes current knowledge and
different findings that assist scholars to generate best results and also conduct the research in
better manner. Further, this section assist to identify different articles that helps to provide deep
understanding related to cultural diversity at workplace and also meet the defined aim and
objectives in better manner.
Theme 1: Concept relating to cultural diversity
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As per Guillaume and et.al., (2017), it has been viewed that cultural diversity reflects
appreciating differences in an individual. Such differences are been made on the basis of gender,
sexual orientation, age, ethnicity and the social status. Organization have been realizing the
value of acquiring diverse staff or workforce in order new ideas and creativity within a work
environment. In other words, cultural diversity refers to the group of the diverse individuals
from the different cultures or the societies. Diversity comprises of several different factors which
makes up individual involving gender, religion, culture, personality and the sexual orientation. It
has become a hot-button problem in a workplace as employees from different backgrounds are
having different perspectives.
In view of Ozgen, Nijkamp and Poot, (2017), with increased globalisation, workforce
from a diverse cultures, backgrounds and the beliefs are needed for making interactions. In the
workplace, cultural diversity is seen in respect of hiring the employees from all kinds of the
backgrounds irrespective of religion, culture and the race. At the time, when an enterprise retains
and recruit diverse talent pool, it brings for several benefits to company and its employees.
Theme 2: Significance of managing the cultural diversity at the workplace
Ng and Sears, (2018), analysed that cultural diversity stated as significant difference
among individual in context of culture. It reflects present demographics, cultural and the social
differences on the societal level. For an entity, in managing the diverse culture, workforce is
seen as the great challenge as no person is counted as same, each and every individual is
different from one another on the basis of their background, religion, education, age and
perceptions.
In opinion of Risberg and Gottlieb, (2019), it has been reviewed that retaining a diverse
workforce helps in improving an understanding of the customer base as with wider range of the
multicultural workforce along with different experiences and the backgrounds, it becomes very
easy in serving the customers efficiently. Managing diverse workforce results to increased
productivity under which Lambert, (2016), mentioned that diversity comes up with several way
of thinking by combining various experiences and an expertise that leads to team work,
employee satisfaction and higher level of productivity. Having a different workforce helps in
increasing skill level, ideas, talent and innovation. With diverse environment containing number
of different skills, it became easy in coping up with, adjusting and succeeding in a constantly
changing market. Moreover, newer employees are seen as more comfortable within a
2

multicultural environment as they could easily coordinate or integrate with others and feel as
more valued at the workplace. This in turn helps in developing expertise and an experience of
staff. Thus, instead of viewing or referring only to the selected group with the potential
applicants, an entity could get benefited from gaining an advantage of the talent pool as there are
some individuals from the diverse backgrounds which facilitates variety of the skills.
Durrani and Rajagopal, (2016), stated that cultural diversity in the company attracts for a
best talent and having a multicultural enterprise makes easier in serving global market. This
means that firms are influenced by various factors such as social, cultural, legal, political and an
economic environments of the foreign countries. With diverse environment, retaining of
employees in company gets more better which helps in solving the problem, suggesting for
multiple interpretations and the perspectives at the time of managing complex problems.
Additionally, with diverse culture, employees are seen as able in complying with changes and
they seek for acquiring an organisational flexibility. They would bring their own experiences,
skills and talents in adapting to the demands of the customers easily and furthermore serving the
customers on a world level. Presence of the diversity in an enterprise means an institution is
considered as socially responsible and facilitates an equal opportunity to groups without a
discrimination.
Graham, Belliveau and Hotchkiss, (2017), identified that managing cultural diversity in
the work premises is crucial because it results to increasing creativity and innovative. Diversity
management improves the quality of decisions made and also enhances organizational
effectiveness, profitability and efficiency. Overall, diverse environment leads to positive impact
on the performance of the company and helps in attaining a competitive advantage through
improving quality of an enterprise. Diversity comes up with an improved level of decision
making with an immense success in the domestic and the foreign communities along with better
distribution of an economic opportunity. A cultural diverse workforce that is been working
together for the longer period of time is seen as more effective in process of interaction and
performance of the job.
Theme 3: Challenges in managing cultural differences at the workplace
According to Roberson (2019) managing cultural diversity at workplace will help a
business to leads a business towards success, but in the same time, company follows many
challenges. Bamel, Paul and Bamel, (2018), said that language barrier are consider one of the
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biggest challenge because every employee belongs to different culture and they have their own
local language. That is why, embracing diversity is consider quote difficult when there are
difference in language as well as communication. Such that many multinational companies hire
candidate from different locality and that is why, this leads to huge difference between
communication and productivity loss. On the other side, Ayega and Muathe (2018) stated that
generational and age difference is another challenge because every year, new worker enter,
while another one is retires. This represents the a huge shift in the workforce and as a result, it
shows a difference between different generations and different perception of each group.
Ravazzani (2016) argued that ethnic and cultural difference is consider another key
challenge for the companies while managing cultural diversity at workplace. It is so because
there are many individuals who also hold an bias against those people who have different ethnic
and cultural background. That is why, this bias is not tolerated at workplace and this also leads
to demotivate employees and hamper the working environment in negative manner. Therefore,
it also leads to affect the brand image of the company in negative manner and also reduce the
productivity level too.
RESEARCH METHODOLOGY
It refers to the specific procedures or the tools that are been used for identifying,
processing, analysing and selecting an information relation to a particular topic. Research
methodology also assist to solve different issues and aid in decision making. Such that it
involves or develop a relationship between variables and further determine the pattern of
research which in turn helps to generate the best results. This section includes different
approaches, philosophy, sampling and assessment of the data that has been adopted by the
researcher for gaining validity and reliability of the study.
Research type
Scholar can conduct the research study by using mainly two methods that are qualitative
and quantitative method (Shaari, Subramaniam and Hassan, 2020). Qualitative research method
refers to scientific observation in gathering or collecting the non-numerical information.
However, quantitative research technique means using statistical and mathematical tool in order
to assess the numerical facts and figures.
With reference to this research report, an investigator has used qualitative method for
studying all the qualitative attributes associated with cultural diversity. This method provides for
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more and more content which is useful for the practical application and facilitates a chance for
developing a specific or particular insights in relation to the research problem.
Research approach
There are majorly two approaches which the researcher uses at the time of preparing for
the research study that involves inductive and deductive approaches. Inductive approach moves
from a particular observation towards the broader generalizations and aims at developing theory.
On the other hand, deductive reasoning starts with theory, testing a selected theory and drawing
appropriate conclusions or drawing inferences (Fletcher, 2017). Deductive reasoning mainly
aims at testing a chosen or existing theory in an adequate manner.
Referring to this report, researcher has opted for inductive approach as it best suits for
making qualitative study. This approach helps the scholar in getting work with the probabilities
for developing perception and also influences the ways in which particular task needs to be
approached. It helps in making detailed exploration relating to managing cultural diversity in the
work environment.
Research philosophy
An investigator could use two types of the philosophy while framing the research report
that includes interpretivism and positivism philosophy. Interpretivism referred as the philosophy
that emphasize on interpreting components of the study and integrating interest of human within
the study (Wiek and Lang, 2016). On other note, positivism means a philosophical theory
reflecting that knowledge is gained on the basis of their natural phenomena, relations and the
properties.
Under this study, researcher has used interpretivism philosophy as it is the best theory
that focuses on the qualitative analysis of the study. It helps in analysing philosophical position
regarding an idealism and is been used for grouping together the diverse approaches involving
social constructivism, hermeneutics and a phenomenology. It enables the researcher in making
the qualitative study in a useful and meaningful way.
Data collection
Researcher can gather the data by using two main sources that are primary and secondary
sources. Primary sources of data collection refers to collecting first hand information in direct
connection with the respondent by way of personal interview, structuring questionnaire etc. On
5

other state, secondary sources means gathering data or an information from the published
sources that is books, articles and journals.
In this report, an investigator has used both primary as well as secondary sources that
helps in gathering an original and relevant information which in turn enhances the degree of
accuracy level in the study (Mohajan, 2018). This means that as the information is collected
directly from the respondent so it reduces the chances of manipulation and estimations.
Moreover, secondary sources reflects the literature review conducted by the scholar from the
articles, journals and books on the basis of the objectives framed.
Sampling
It is the practice of selecting the units from the population of an interest in order to
generalize the results back to population from which it has been chosen. The sampling
techniques are classified into two parts that involves probabilistic and the non-probabilistic
sampling. Probability sampling means the technique in which the sample from the large
population is been selected based on probability theory. Under this the sample is chosen on a
random basis which means that equal chance is given to each and every member in the
population of getting selected. Non-probability sampling means a tool within which sample are
collected in process that do not provide an equal chance to all individuals in population.
In this study, researcher has used simple random sampling method which is the type of
probabilistic sampling under which the sample is chosen based on probability theory. This
technique enables an investigator in squeezing lot more information from the data that they had
collected. It allows researcher in describing major effect of the findings that is having on
population (Fletcher, 2017). Sample of 30 managers has been selected by the scholar in terms of
respondents from the organization in order to understand cultural diversity management within
the workplace.
Data analysis
In framing the research report, two main methods are used by scholar for analysing the
data that are thematic analysis and SPSS. Thematic analysis referred as the most useful and
common form of an analysis within the qualitative research. It focuses on determining,
interpreting and assessing patterns in the data. On other state, SPSS means the software that is
used in performing the quantitative analysis and utilised as a statistical tool.
6

While conducting this study, investigator adopted thematic analysis in which various
themes had been created on the basis of the responses. This technique provides flexibility to the
researcher in respect of making modifications along with presenting complex and detailed
analysis relating to diversity in workplace culture.
Ethical consideration
An investigator has considered all the ethical aspects at the time of conducting the study
by obtaining full consent from the respondent or participant. Scholar has shown respect for
dignity and ensued privacy protection of the respondents data. Researcher ensured an adequate
level of the confidentiality and seeks for avoidance of any exaggeration or deception in the
research.
Reliability and Validity
Validity and the reliability are seen as the concept that are used for evaluating research
quality. Reliability relates with the consistency of the measure and validity is mainly considered
as accuracy of the measure.
This study is said as highly reliable and valid as it obtains same answers with use of the
same instruments for more than single time. An investigator has generated same results with
using same research techniques under the similar conditions. Scholar has followed scientific
methods during a process of generating the research findings.
Research limitation
At the time of conducting the study, investigator has faced many challenges with regards
in formulating aims and objectives but by way of deep research, appropriate aims and the
objectives are framed. As the scholar was not having an extensive experience in collecting the
primary data, there exist a great chances of reflecting the method as flawed. Selecting the sample
size also been a challenging task for an investigator, however, by choosing or employing
appropriate research methods, such challenges has been overcome effectively and efficiently.
Research cost
Another important element of research methodology section that realize the amount
which is needed to complete the project. Further, in order to complete the project or research,
researcher require £120 which includes internet cost, transportation cost that will assist scholar
to conduct the research in better manner.
Accessibility
7

While conducting an entire research, scholar faces different issues such that they did not
get access to various sites and this in turn delay the project. On the other side, researcher also
make sure that all the personal information should be confidential so that it will help to get best
results and also attain the define aim and objectives.
Questionnaire
Attached in Appendix
DATA ANALYSIS
Theme 1: Majority of the employees are aware with the concept of cultural diversity
Yes 22
No 8
8
Yes No
0
5
10
15
20
25 22
8
Respondents

Interpretation: As per the above graph, it is interpreted that majority of the managers are
completely agreed that they all know the meaning of cultural diversity. Such that out of 30, 22
state that they are completely agreed with the statement, while only 8 state that they did not
know the concept of cultural diversity. This statement is further supported with Barak (2016)
cultural diversity is that place where different variety of culture and ethnic groups within a
society live and enjoy their work. Further, it is a form of appreciating the differences in
individuals and it helps to bring different perspective to business problems.
Theme 2: Majority of the managers’ are strongly agreed that Tesco prioritize inclusion of
cultural diversity at workplace
Strongly agreed 18
Agreed 5
Disagreed 4
Strongly disagreed 3
9

Interpretation: As per the above graph, it is interpreted that majority of the respondents
are completely in favor that Tesco prioritize the inclusion of cultural diversity at workplace.
Such that out of 30 respondents, 18 are strongly agreed, 5 of them agreed, while 4 of them are
disagreed with the statement and only 3 of them are strongly disagreed. Therefore, it is further
supported with the literature review section in which Lawrence and et.al., (2020) stated that if
company manage cultural diversity at workplace, then it will be helpful for a business to raise its
overall performance within a firm. Moreover, it is also analyzed that improving and managing
the cultural diversity at workplace will help a business to improve the performance of employees
and also leads to enhance employee engagement as well. Therefore, it is clearly reflected that if
Tesco managing the cultural diversity at workplace, then it will help to manage the working
environment of the company and this in turn leads to enhance the overall brand image of the
firm.
Theme 3: Majority of the respondents state that managers did not have any disputes with
senior authority
Yes 2
No 28
10
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

Interpretation: As per the above graph, it is interpreted that majority of the respondents
state that managers did not have any disputes with their senior authority with regards to cultural
diversity. Moreover, out of 30, only 2 state that yes they have dispute, while 28 of them state
that they did not face any issue. This is supported by Sakız (2020) that if company have a
positive working environment within a workplace, then it leads to engage employees at working
environment, also, it assists to take better decision at workplace. As Tesco's managers state that
they did not have any disputes relation to cultural diversity and that is why, they are able to meet
the customer demand and also assist to sustain the brand image at international level.
Theme 4: Majority of the managers are strongly agreed that cultural diversity creates
positive impact upon organization performance
Strongly agreed 18
Agreed 5
Disagreed 4
Strongly disagreed 3
11

Interpretation: from the above table, it is interpreted that respondents are completely
agree that cultural diversity creates positive impact upon the organization performance. Such
that out of 30, 18 state that they are strongly agreed, while 5 of them state that they are agreed
and only 4 of them state that they are completely disagreed with the statements only 3 of them
are strongly disagreed. Further, it is also supported by Ahmed (2019) that having a positive
working environment within a workplace, will lead to generate better results and also assist to
improve brand image of the company. Further, Tesco have diverse workforce and this in turn
generate range of ideas and creativity that further assist to take better decision at workplace.
Further, it is also analyzed that organization follows diverse workforce then it leads to enhance
employee engagement and also attain the defined aim and objectives of the business. Moreover,
this also assist to take better decision and improve workplace by helping as learning experience
for both employers and employees.
Theme 5: Respondents state that managing cultural diversity creates direct impact at
workplace
12
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

Raise employee performance/ productivity 2
Enhance company brand reputation 6
Improve employee engagement 3
All of these 19
Interpretation: From the above, it is interpreted that selected sample size are completely
agree that having a culture diversity at workplace will leads to creates positive impact. Such that
out of 30 respondents, 6 state that it enhances brand reputation, 3 state that it will assist to
improve employee engagement, while 2 of them state that it raise employee performance and 19
of them state that all these are the benefits of having positive impact upon the company. This is
further supported by Lambert (2016) that cultural diversity in the workplace is the increased
inclination of the organizational personnel in order to overcome the culture shock. Further, it
also assists to increase productivity and then leads to improve creativity as well. Through this
13
2
6
3 19
Raise employee performance/
productivity
Enhance company brand
reputation
Improve employee
engagement
All of these

majority of the company will leads to increase profit and reduce employee turnover as well. That
is why, it is clearly reflected that majority of the respondents are completely agree with the
statement that there are different benefits of managing cultural diversity at workplace.
Theme 6: Respondents state that company take steps to improve the cultural diversity
Strongly agreed 18
Agreed 5
Disagreed 4
Strongly disagreed 3
Interpretation: From the above chart, it is easily identified that majority of the
respondents are in favor that company take steps in order to improve cultural diversity at Tesco.
Further, out of 30, 18 are completely agree with the statement, while 5 are agreed and 4 of them
are disagreed, only 3 of them are strongly disagreed.. Thus, it is further supported with Velten
and Lashley (2018) that company should take steps in order to improve the overall culture and
14
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

that is why, it must recruit diverse workforce that helps to manage the work and also attain the
defined goals and objectives in better manner. Moreover, author also state small business as well
as multinational company takes different steps in order to manage cultural diversity at
workplace. Further, managers also state that company keep changing its policies and develop
new recruitment strategies that helps to hire employees who bring new ideas and also manage
work in better manner.
Theme 7: Tesco faces range of challenges while managing cultural diversity
Language barrier 2
Increasing age differences 6
Ethnic and cultural differences 3
All of these 19
Interpretation: From the above graph, it is interpreted that majority of the respondents
strongly agreed that company also faces different challenges while managing or improving
cultural diversity. Such that, out of 30, 2 state that language barrier is the biggest issue, while 6
15
2
6
3 19
Language barrier
Increasing age differences
Ethnic and cultural differences
All of these

of them state that increasing age difference is another main issue, or 3 of them state that ethnic
and cultural differences is consider challenges that affect the overall working environment in
negative manner. This is also supported in literature review section, in which Hopkins (2016)
stated that integration across multi-cultural teams creates language barrier and this in turn leads
to raise communication barrier which affect the overall performance of the company. Beside
this, issues from ethnic and cultural difference are also present at workplace and at business,
there are many individuals who also hold prejudice against people who have different ethnic,
cultural and religious background. Thus, it affectd the overall performance of the company in
negative way and this also leads to affect the brand image of the company in negative manner.
Theme 8: Majority of the respondents are agreed that Organization develop policy to
manage cultural diversity
Strongly agreed 18
Agreed 5
Disagreed 4
Strongly disagreed 3
16
18
5
4
3
Strongly agreed
Agreed
Disagreed
Strongly disagreed

Interpretation: As per the above graph, it is interpreted that majority of the respondents
completely agreed with the statement that Tesco develop policies that are specially designed in
order to foster the culture diversity at workplace. Such that out of 30, 18 state that they are
strongly agreed with this statements, while 5 of them are agreed and 3 of them state that they are
completely disagreed with the statement. Further, it is also supported with Brown
(2017) that by developing constant communication with the employees will help to make them
realize that they are important part of element. Further, by introducing new policies that assist to
manage cultural diversity at workplace. On the other side, manager of Tesco also states that
company always changing and developing new policies that foster cultural diversity at
workplace which in turn leads to improve the productivity of employees as well as company.
Theme 9: Sometimes Tesco face challenges while recruiting employees
Yes 5
Sometimes 19
No 6
17

Interpretation: from the above graph, it is interpreted that majority of the respondent
state that sometimes Tesco face challenges related to recruiting employees in the context of
cultural diversity. Such that out of 30, 5 state that company face challenges, while 6 of them
state that it did not face. Only 19 respondents said that sometimes company faces issue related to
hiring and retention of international trained individual. Thus it is also supported by Lynch
(2017) that In many situation, where organization will face challenges related to hiring
employees at international level because every country have their own culture and it is not easy
to deal. That is why, most of the company did not prefer to recruit international employees.
While on the other side, many company prefer because they think that employees who belong to
different culture definitely brings range of new ideas that will support the success.
Theme 10: Tesco may develop many strategies to manage and improve cultural diversity
Develop training session 4
Introduce open communication session 3
18
5
19
6
Yes
Sometimes
No

Develop new policies 5
All of these 18
Interpretation: As per the above graph, it is interpreted that majority of the respondents
completely favor that Tesco develop many strategies in order to manage and improve cultural
diversity. Such that out of 30, 4 state that developing training session is one of the best strategy
while 3 state that introducing open communication session is another important method through
which company may manage cultural and diversity. On the other side, 5 managers state that
developing new policy is consider important method to improve cultural diversity at workplace.
But, 18 of them state that these all are the best strategy that Tesco must use that helps to manage
cultural diversity at workplace. Thus, it is also supported by Barak (2016) that having clear
communication and set clear policies will lead to improve the working environment. For
instance, when there is an open discussion with employees then it will help to determine their
issues and this in turn also assist to creates positive impact upon the business.
19
4
3
5 18
Develop training session
Introduce open communication
session
Develop new policies
All of these

Reflection
From this research study I had gained my knowledge regarding the factors, challenges
and significance of the cultural differences at the workplace. I had learned about the use of
different methods in making the study more useful and reliable. Through this report, I could be
able to develop deep analysis relating to the benefits attained through maintaining or managing
the cultural diversity within a work environment.
Alternative methodology
There are various alternative methods which could be used by the researcher for gaining
practical insights of the study that includes use of quantitative method. Through an application
of this method, scholar would have gained deeper insights regarding statistical tools and could
be able to generate appropriate findings. The other approach like positivism and deductive
approach can be used for dealing with numerical analysis and developing accurate findings or
results.
Conclusion and Recommendations
Conclusion
From the above report it has been summarized that it is very important for an
organization to manage the cultural diversity effectively as it has a direct impact on the
performance of organization and employees. Employees from the different background reflects
creative perspectives and the new ideas relating to their cultural experiences. Diversity in the
work environment would enable an enterprise in developing better understanding of the target
demographics in a timely and appropriate manner. Thus, managing diversity in relation to
culture is very crucial for an entity in attaining growing success and competitive edge within an
industry.
Recommendations
 In order to manage cultural diversity at a workplace, company should widen its recruiting
base through online job boards, internet access, publications etc.
 Company should create evaluation form to improve management of the cultural diversity
as this form allows using of same criteria for evaluation in context of all the candidates
that reduces possibility in interjecting a personal prejudices.
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 An organization should use existing members for the staff that helps in recruiting
talented and skilful employees. This seem as providing benefits to each and every
employee who performs the task beyond expectations.
 It is also recommended to the researcher to use quantitative research methods that assist
to get best results because in this SPSS tool is used that further generate best results and
also conduct the research in better manner. Through this method, researcher also
determine best outcomes which in turn assist to determine the impact of managing
cultural diversity at workplace which affect the employee performance or not.
21

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Singapore.
Barak, M. E. M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
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Brown, J., 2017. Inclusion: Diversity, the New Workplace & the Will to Change by Jennifer
Brown. Publish Your Purpose Press.
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Appendix
Name:
Age:
Gender:
1. Are you aware with the concept of cultural diversity?
 Yes
 No
2. Up to what extent do you agree that organization prioritize inclusion of cultural diversity at
workplace?
 Strongly agreed
 Agreed
 Disagreed
 Strongly disagreed
3. Do you have disputes with your senior authority with regards to cultural diversity?
 Yes
 No
4. Up to what extent do you agree that having cultural diversity creates positive impact upon
organization performance?
 Strongly agreed
 Agreed
 Disagreed
 Strongly disagreed
5. What are the benefits of managing cultural diversity at workplace?
 Raise employee performance/ productivity
 Enhance company brand reputation
 Improve employee engagement
 All of these
6. Do you think Tesco take any steps in order to improve cultural diversity?
 Strongly agreed
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 Agreed
 Disagreed
 Strongly disagreed
7. Which of the following is biggest challenge which company face while managing cultural
diversity at workplace?
 Language barrier
 Increasing age differences
 Ethnic and cultural differences
 All of these
8. Does organization have any policy which is made to foster inclusion in workplace?
 Strongly agreed
 Agreed
 Disagreed
 Strongly disagreed
9. Did organization face any challenges while hiring and retention of international trained
individuals?
 Yes
 Sometimes
 No
10. Which of the following is the best strategy to manage and improve cultural diversity at
workplace?
 Develop training session
 Introduce open communication session
 Develop new policies
 All of these
11. Recommend some ways through which company easily manage cultural diversity and retain
employees.
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