Managing Cultural Diversity in Workplace

Research Project

TITLE: Managing cultural diversity in workplace.
CHAPTER 1: INTRODUCTION
1.1 Research proposal
1) Overview of project
Cultural diversity is value of the various cultures as contrasting to global monoculture
and culture homogenization. Developing cultural competence outcome in ability to communicate
and understand people across culture as well as work with the different schedules and cultural
beliefs. Cultural diversity is at work when organizations are open to employees from kinds of
backgrounds. When the firms hire and sustain diverse pool of employees, this brings regarding
various advantages to firm and staff members. The diverse staffs have the various values,
customs, traditions and opinions. H&M is Swedish multinational clothing company and this is
known for fast fashion clothing for women, men, children and teenagers. This company is value
driven and want to be lead way to inclusive world (Ang and Van Dyne, 2015). Score of H&M
about diverse employees is 72/100 across the various cultural categories that placing 25% of
organisations with more than 10000 staff members for diversity score.
Background of project
The cultures are mainly formed within ethnic groups and the nationalities which occur
within educational level and lifestyles. This is necessary for the business firms to acknowledge
many kinds of cultures which exists itself. The managers should find out the different ways to
assure that culture of staff members are respected to give working environment. Diversity and
inclusion are necessary as they are helpful in attracting talent, enhancing innovation and
facilitating better opportunities for company to be outperform them more homogeneous.
Workplace diversity is desired by workers because it shows a stronger reputation for business,
leading to enhanced profit level and also develops opportunities for staff members. H&M is a
value driven organisation that wants way to inclusive as well as sustainable world. In this
company, female staff members have rated team and benefits as high categories which scored. It
is committing about maintaining inclusive workplace. H&M company promotes equality and
diversity and also not tolerate any discrimination. This is committed to following applicable
labour and also employment legislations which operate.
2) Research Aim and Objectives

Aim
“To determine impact of cultural diversity on organisational behaviour.” A study on
H&M.
Objectives
 To examine importance of cultural diversity at workplace.
 To determine the different ways for managing cultural diversity in H&M. To identify impact of cultural diversity on organisational behaviour.
Questions
 What is the significance of cultural diversity at workplace?
 What are various ways used by H&M to manage the cultural diversity?
 What is the impact of cultural diversity on organisational behaviour?
3) Reasons for choosing research project
The purpose of conducting investigation project is that it gives the basic knowledge
regarding cultural diversity and its impact on the organisational behaviour. From conducting an
investigation, skills and understanding of researcher will be enhanced so that it cannot face any
issues in future (Banks, 2015).
4) Activities and Timescales

LITERATURE REVIEW
2.1 Introduction
It means that the current body of documented research generated by an investigator can be
clearly, reproducibly and specifically measured. In conducting present report, secondary source
of data collection has been used by consisting different sources like websites, journals, articles
etc.
2.2 Literature review
Significance of cultural diversity at workplace
On the basis of Sophie Deering (2020) Cultural diversity is existence within business of
various ethnic or cultural groups. Cultural diversity is the result of gender, age, race and religion
values, practices and traditions of staff members at work. The cultural diversity helps in create
innovation because people of the various working style, backgrounds and experiences which can
be born from bouncing the ideas off to the each other and also giving the feedback. The cultural
diversity is helpful in develop the talent pool. Firm that embraced the diversity will be helpful in
attract the large number of people to vacant job positions and it will be viewed as progressive for
the company.
Different ways for managing cultural diversity in H&Ms
According to Bridget Miller (2020), Diversity can be beneficial for employer in several
ways. Having the diverse staff members in a group helpful in assure that there will be different
ideas which assist H&M to have the innovative ideas. There are some various ways of managing
the cultural diversity in H&M given below:
Focus on retention- H&M company find that it is attract the diverse applicants but
organisational culture remains the homogeneous because of high employee turnover rate for
some of groups. There is a need to H&M to focus on the retention efforts so that it can help in
enhance organisational productivity.
Attention to the organizational culture- At workplace, actions and attitudes will be taken
that will eventually divide employees and welcome certain groups. Both of these include the
preservation of workplace diversity.
Impact of cultural diversity on organisational behaviour