Report: Dynamics of Cultural Diversity in the Workplace and Community

This report delves into the multifaceted dynamics of cultural diversity within both the workplace and the broader community, emphasizing the critical role of effective diversity management in fostering a positive and productive environment. It addresses the challenges arising from differences in cultural backgrounds, highlighting the importance of equality, trust, and respect. The report examines key issues such as discrimination, communication barriers, and the impact of stereotypes, proposing solutions like celebrating employee diversity and implementing inclusive policies. It also explores the significance of gender equality, the influence of cultural values, and the role of anti-discrimination practices. Through analysis of various sources, the report underscores the benefits of cultural diversity, including improved employee retention, reduced costs, and enhanced financial performance, ultimately advocating for a workplace that values and leverages diversity to achieve competitive advantages and promote social justice.

Running head: DYNAMICS OF CULTURAL DIVERSITY IN THE WORKPLACE AND
COMMUNITY
DYNAMICS OF CULTURAL DIVERSITY IN THE WORKPLACE AND COMMUNITY
Name of the Student
Name of the University
Author Note

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DYNAMICS OF CULTURAL DIVERSITY IN THE WORKPLACE AND COMMUNITY
Table of Contents
Overview....................................................................................................................................2
Journal 1.....................................................................................................................................4
Journal 2.....................................................................................................................................5
Journal 3.....................................................................................................................................6
Journal 4.....................................................................................................................................8
Journal 5.....................................................................................................................................9
Reference..................................................................................................................................11

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DYNAMICS OF CULTURAL DIVERSITY IN THE WORKPLACE AND COMMUNITY
Overview
Dynamics of cultural diversity in the workplace and community
The paper focuses on the cultural diversity in the workplace and community. The
cultural diversity management is a process that subjects to create a positive work
environment. This environment includes both similarities and differences that provides value
to the individuals. The authors have stated many issues related to challenges while facing the
differences in the workplace. The diversity and equality is important to establish in any
business, but it is very difficult to maintain it.
The author have stated in this literature that the diversity management has the
emphasis on organisational culture, impact on human resource management practices and
impact on diversity openness, organisational context to the diversity related pressures,
requirements and expectation. The positive approach in establishing cultural diversity helps
to avoid negative stereotypes and biases among different people working in the business
environment. The cultural diversity and equality is important in the workplace to implement
because it provides trust, respect and helps the people to understand the culture of the
organisation.
The various issues observed in the organisation while addressing diversity are while
focusing on the implementation of effective language, communication, and conflicts. These
challenges are addressed by celebrating each employees’ diversity in order to avoid the
workplace issues such as aggression and discomfort. The issues related to caste, race, sex,
education background, tradition, religion and beliefs are the major issues faced in the
organisational environment. The other main issues that the company now- a- days facing is
the discrimination among women and men. The women are equally treated in some places,
but there are still some places where the women are more in ratio in workplace but they still

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DYNAMICS OF CULTURAL DIVERSITY IN THE WORKPLACE AND COMMUNITY
get low wage than men. This is due to the psychology or the perception that the people have
while recruiting women employee in the workplace.
The solution to the problem is that the diversity that include gender, ethnicity and
religion mainly improves the retention rate of the employees and also reduces the cost of the
company. The cost which is associated to the employee turnover is improved. The author
have suggested that the workplace environment must be enabled with cultural values and
diversity that can trigger the company’s profit to achieve the competitive advantage. The
issues are solved by effective practices of diversity in work culture and helps the employees
to be more loyal towards the company.
The paper focused on specific areas where the cultural diversity can benefit the work
practices and improve the efficiency of employees through effective work culture. Why is it
important to value the women and make specific legislative rules for them? Do the cultural
diversity approach helps the workforce to work effectively without any discrimination? Why
communication is important for executing a task? The Author have answered the question in
the below annoted resources. This paper have solved the problems and challenges that can
impact the company in a global market environment. The paper have a proper understand of
managing diversity that promotes commitment among employees, more satisfactory
workplace environment, provides better performing of employees and improves the financial
performance of the business.

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DYNAMICS OF CULTURAL DIVERSITY IN THE WORKPLACE AND COMMUNITY
Journal 1
Rice, M. F. (2015). Diversity and public administration. ME Sharpe.
Reflection
According to the author, the dynamics of managing diversity is explained. The author
focuses on the new working practices in the organisation, implementation of statistical
information and developments for equality and diversity law. The authors describes that the
diversity management is the management of issues that involves sex discrimination,
disability, race, and cultural difference in the workplace. It states that the HR needs to
provide with the legal information that enables to develop diversity policies in the workplace.
It focuses on the importance of female representation in the position of executive board,
diversity in religion, and economic migration. This paper also describes about the socio- legal
and feminist approaches for solving discrimination issues.
Analysis
Kirton and Greene have subjected the diversity management and discussed the
questions for solving the issues of cultural diversity in the workplace. Many challenges are
aroused by the changing in demographics that is impacting the demand for goods and
services. The author also focuses on the increasing the numbers of individuals on the basis of
colour, culture, value, language and ethnic traditions in a nation. They are the major
challenges that are required the diversity management system and effectively manage the
people in the workplace. This paper indicated that there is a change observed in the
workforce in the twenty- first century.

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Evaluation
With the introduction of immigration, the population will have two- third of growth
which will also impact the workplace environment. The cultural competency is the cross-
cultural functioning activities and the diversity management defines that learning new aspects
of behaviour and to apply them in various situations. According to Rice, the cultural
competency is comprised of two major dimensions such as deep structure and surface
structure. The surface structure contains the corresponding to materials for intervention for a
target population. Rice states that organisation have the obligation in modifying the
administrative strategies. These challenges are solved by introducing the effectiveness of
recruitment and communication in surface structure.
Journal 2
Kirton, G., & Greene, A. M. (2015). The dynamics of managing diversity: A critical
approach. Routledge.
Reflection
According to the author, the cultural diversity in the workplace is an outcome of
practices, traditions, values and beliefs of employees on the basis of age, race, ethnicity and
gender. The cultural diversity helps to give respect to each individuals working in the
company. It builds the bridge of trust, understanding and respect in the context of culture in
the workplace.
Analysis
The diversity management covers the segregation and segmentation of nature in the
labour market. The employment segregation usually produces and supports for inequalities in
the workplace. This is one of the main disadvantage in the job levels and it promotes for

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discrimination in the work place environment. The author describes several theoretical
explanations for the employement patterns and observed gaps among the levels of
employement. The author analysed the characteristics of both employees and employers and
critically appraises the ability of the labour market inequalities and disadvantage. The author
have them analysed that the distinction between the economic and sociological theories is
recognized for the overlapping and for interconnection.
Evaluation
The changes in the organisational workforce can be observed through socio economic
trends. The new trends has created the ability to understand the behaviour of the people and
introduce flexible communication between higher level and lower level groups in the
organisation. The economic impacts of the organisation highlights the effects on
employment. The socio- economic development is highly essential in workplace so as to
manage the life expectancy, level of employment and GDP. All these factors need to consider
for better management of diversity in the workplace. Such challenges needs a strategy that
can help in broadening the diversity in ecosystem.
Journal 3
Thompson, N. (2016). Anti-discriminatory practice: Equality, diversity and social justice.
Macmillan International Higher Education.
Reflection
According to the author, the equality, diversity and the law is focused to be prior in
the workplace practices. The author describes the term discrimination as the identification of
difference in individuals in a workplace. In the management of contemporary diversity, the
importance is given to the business imperatives who manage the workforce diversity. The
managers need to understand the legislation to comply for equality and to promote non-

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discrimination. The paper focuses that the International Labour Organisation (ILO) is to
maintain and develop legal measures that can protect the fundamental rights for the non-
discrimination aspects.
Analysis
The issue was that with the impact of domination and discrimination in the workplace
and communities had the growing awareness and recognition for the negligence for such
issue in the social work was observed. The introduction of anti- discriminatory practice has
solved the issues in the workplace. Earlier the discrimination was not taken so seriously, this
was a pitfall for the company. But gradually policies and legislation were made to avoid such
discrimination in the workplace. The workplace also faces several challenges when the
company started to solve the issues related to inequality and enabled social work for
contributing for humane and equitable society.
Evaluation
By use of power, the managers may also discriminate the employees which is not
appreciated in the workplace. The author stated that anti- discrimination practices are
principles of commitment for equality, diversity and social justice. The issues that were
focused in this paper was the issues with language. This paper discussed about the role of
language in workplace for supporting discrimination. The paper discusses about the common
theory which is a framework to understand the issues of the company. The solution to this
problem is that to recognize each individual’s unique characteristics and value them because
of the diversity.

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Journal 4
Harris, L. (2002). The Dynamics of Managing Diversity. A Critical Approach. Industrial
Relations Journal, 33(2), 173-173.
Reflection
According to the author, the macro-level employment delivers the diversity in society,
importance of inequalities in workplace and disadvantage in the proportions of gender,
race/ethnicity, sexual orientation, religion, disability, and age. The author states that the range
of theoretical explanations for labour market inequalities and disadvantage are discussed.
Analysis
The theoretical explanations states that the macro-level employment issues regarding
social diversity, inequalities in system and gender differences. As the higher level managers
work more than the lower level employees, there may be some differences in the work
culture. It is analysed that social inequalities can be observed more in higher level groups.
The paper focuses on the shifts for diversity in the workplace. With this the author explores
how organizations subsidise to reproduce and reinforce macro-level configurations for
inequality and their disadvantages in the society. The author states that it does not aim to
provide the purpose for working life to have only negative significances for minority groups.
Evaluation
The work and organizations mainly offers for the opportunity to socialize, improve
personal growth and development, and to effectively establish a secured financial activity.
However, our task here is to seek to understand how and why the macro patterns of
inequality, disadvantage and marginalization get reproduced at workplace level. The
framework of policies that is made for the organisation is concerned with the company’s

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work and power relations in organizations and how these impact on different social groups.
The paper then helps to focus on the organizational inequality that regimes by gender,
disability, race, ethnic values, religion, and age and. The issues in the workplace promotes for
more inequality, which is observed to be very usual. This is because the managers, top
executives and investors at the senior level of the organizations acquire high power. They
have more earnings and level is high as their ration or proportion is higher than the
administrative, labours who belongs to low level of the hierarchy. The author states that
organizational-level analysis is essential because much of the social inequality as it is
observed in many industrialized countries that is created in workplaces by everyday activities
and practices which reinforce both privilege and inequality.
Journal 5
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic
minorities in the EU. Routledge.
Reflection
According to the author, the focus is on the increased diversity in demographic
country for Workforce of Europe. It indicates the issues in both public and private sectors that
have adopted defined policies that enable the recruitment, retention, and inclusion of
employees regarding various diverse backgrounds. The author states that the diversity
management was first introduced in European context. The purpose of this paper is to
understand the concepts to develop the diversity management in Europe.
Analysis

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The paper have analysed that whether diversity management ideology and its practice
shows the concern for challenges faced due to ethnic values, inequality and discrimination or
not. The paper mainly focuses on the intra-national diversity management. This is a
management of diverse workforce within the context national organisation. The paper have
not provided the crucial data for the improvement in the diversity management at Europe. It
provides a prevailing evidence for the improvement of diversity management in the
organisation under the EU member. It mainly aims to deliver an analysis of prevailing data
that helps to illuminate the issues of the policy making to solve the issues.
Evaluation
The diversity management provides a platform for expansion in culture, values in
private and public organisations. This defines for freedom of speech and rights in the
workplace for better experiences and benefits by diversity. This has provided a higher
approach in the organisation. It uses the skills and talents of the workforce suitably, and
ensures for effective recruitment and selection process. To make the products and services to
gain priority for ethnic values among the customers and clients. To administer the
international markets to achieve success by adopting diversity in the workforce which enables
the company to focus on the critical aspects such as knowledge and connect the workforce to
achieve new goals in the market.

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Reference
Ferdman, B. M., & Deane, B. (2014). Diversity at work: The practice of inclusion.
Khan, N., Korac‐Kakabadse, N., Skouloudis, A., & Dimopoulos, A. (2019). Diversity in the
workplace: An overview of disability employment disclosures among UK
firms. Corporate Social Responsibility and Environmental Management, 26(1), 170-
185.
Kirton, G., & Greene, A. M. (2015). The dynamics of managing diversity: A critical
approach. Routledge.
Rice, M. F. (2015). Diversity and public administration. ME Sharpe.
Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research
agenda. Annual Review of Organizational Psychology and Organizational
Behavior, 6, 69-88.
Taylorfrancis.com. (2019) Retrieved, from
https://www.taylorfrancis.com/books/9781315767147/chapters/10.4324/97813157671
47-10
Thompson, N. (2016). Anti-discriminatory practice: Equality, diversity and social justice.
Macmillan International Higher Education.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic
minorities in the EU. Routledge.