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Introduction
Diversity is synonymous with modern organizations and management as both global economy and technology contribute to the erosion of borders. However, within organizations, diversity and intercultural communication and inclusion is difficult to achieve a truly deep level, not the superficial HR perspective. This paper explores some literature regarding the benefits and integration of diversity in the workplace.
Diversity and Intercultural Communication in the Workplace
Interculturalism is the capability of shifting perspectives and adapting to new cultures. Organizations in the U.S. generally struggle with diversity, equity, and inclusion efforts. To become better, many would benefit from intercultural practices and principles. It is both a means of connecting individuals of various backgrounds within an organization as well as a social cohesive which uses traditional values to enrich perspectives and create inclusive workplaces (Giannakoulias, 2020) In a modern globalized world, intercultural competence is expected from large multinational organizations to capitalize on the cultural difference with the aim to enhance quality of teams and operations across the world. With the aid of technology, intercultural collaboration can be built upon and developed.
In a study by Ferreira-Lopes and Rompay-Bartels (2021) they examine how students across two university programs in different nations build intercultural competency via virtual collaboration where they are offered both instruction as well as exposure to language and culture.
Leveraging diversity in an organization brings about various benefits. For example, there are stronger connections with diverse customer bases, serving both a marketing and a practical standpoint for a company to hire minorities. Diversity has also been associated with innovation, as various insights and perspectives contribute to finding out-of-the-box solutions. Cultural diversity leads to improved performance, as diversity of talents and experiences can be brought together towards the common goal. Finally, there are value-driven benefits as diversity contributes to a positive and encompassing company culture (Hynes, 2015).
Diversity is often a difficult topic for organizations to embrace and discuss openly, even those that are seemingly forward thinking because even if a company is say racially diverse, it may still have an environment that is not inclusive of LGBTQ+. Schachter (2021) provides several examples of seemingly unintentional but awkward workplace interactions which emphasize that diversity goes deep, beyond a few initiatives and multicultural stock photos on the company website. He calls for “lots of self-examination, exploration, and dialogue” along with facing the discomfort and involving those who are in the minority in order to generate an inclusive professional environment (Schachter, 2021, p.3).
Conclusion
It is evident that businesses should strive to implement diversity and intercultural competence as much as possible. Not only does it contribute to better internal communication and collaboration, it also pushes the business towards becoming more resilient, flexible, and innovative in the light of ongoing global challenges.
References
Ferreira-Lopes, L., & Van Rompay-Bartels, I. (2020). Preparing future business professionals for a globalized workplace through intercultural virtual collaboration. Development and Learning in Organizations: An International Journal, 34(2), 21–24. Web.
Giannakoulias, D. (2020). Shifting our focus: Discovering deep diversity. Organization Development Review, 52(4), 72–74.
Hynes, G.E. (2015). Get along, get it done, get ahead: interpersonal communication in the diverse workplace. Business Expert Press.
Schachter, H. (2021). Business leaders have a responsibility to lean into the difficult aspects of workplace diversity and inclusion. The Globe and Mail. Web.
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