An Analysis of Leading Cultural Diversity

Studies show that diverse work groups that have undergone diversity management training score six times as high on problem-solving tests as do homogenous groups. If you want to run a high-performing organization in today's workplace, then you must first ensure that the people in your organization are appropriately trained to work effectively in a diverse workplace (National Multicultural Institute, 2005).

Cultural diversity in the workplace will boost productivity on a large scale. In addition, culturally diverse workplaces increase the creativity and problem-solving capabilities of an individual or organization.

A culturally diverse place of work will allow teams in large businesses to solve problems more effectively than in a company lacking cultural diversity. Communication will become a paramount necessity for a company to facilitate interaction between diverse groups. 

Organizations that want to promote diversity need to realize that it will need to focus on the people that make up their company. Organizations are made up of the people in them. Therefore, if the people do not change, then the organization cannot change.

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Determining an organization's climate involves three levels of analysis: the individual (employee), the groups (departments, units, program areas), and the overall organization (Schneider, 1990). Each individual group will need to be addressed and a plan of action made provide diversity on all levels not just at any one level. This multi tier planning will allow diversity to be spread through the entire organization.

This process will take time and effort to complete but is a worthwhile endeavor. Promoting diversity maybe costly from the start but in the end it will save the company legal actions and lawsuits.

The initial cost may be high but the positive effects outweigh the negative ones. Along with being morally, ethically, and socially right diversity is also the law there are many national laws and acts examples would be Civil Rights laws, Age Discrimination Act, and Americans with Disabilities Act. There are two more reasons why organizational cultural diversity is important. It may be more economical in the long term. When an organization is perceived as not complying with equal opportunity laws, fines and costly litigation are often the result.

In the long run, it may be more economical to invest in incorporating multiple perspectives in an organization before the need for litigation arises. It will result in better service to a changing clientele. In the light of the rapid increase in minority-group populations in the U.S., while the group population growth steadies, service organizations will need a new set of skills to better meet the needs of changing clientele in communities (Journal of Extension, 2005).