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Introduction

The term cultural diversity is defined as the system of behaviours and beliefs that is liable for recognising and respecting the presence of diverse groups within society and organizations by valuing their contribution to society. It is associated to bring people together from various cultures and backgrounds so that space can be created for people. Diversity is the feature that is being utilized by people to illustrate their uniqueness in comparison to others (Roberson, 2019). These comprise cultural values, norms, gender, race, etc. The essay will be providing insight into the concept of cultural diversity and issues that are being experienced by people, they are discrimination and white privilege. The different aspects that are used by organizations to address these challenges will also be determined.

Discrimination and White Privilege

Discrimination is defined as the prejudicial or unfair treatment of groups and people depending on the characteristics such as age, sexual orientation, gender or race. It exists when standards, requirements or rules seem to be neutral but create discriminatory influence on the individuals. The tendency is manifested in all industries whether it is C-suite or mainstream. Different assumptions are being made regarding the concept like caste, colour, religion, sex, etc. Taste discrimination takes place when preference is given to non-deserving employees over the skilled human resource in an organization. Discrimination takes place when a person cannot access their legal or human rights on an equal basis due to unjustified and undefined distinctions within laws, treatment or policies. It is the prejudice that depends on the need for identification and concepts of identity with some groups. The practitioners have to ensure that these two concepts are considered by them while delivering their services.

White privilege implies the concept that is liable for highlighting the unfair societal leverage that individuals get over non-white people. It is an advantage that is liable for protecting white people from any kind of discrimination due to race or ethnicity. It illustrates that high preference is given to them as compared to non-whites irrespective of information, skills and ability (Mousa, Massoud and Ayoubi, 2020). They are provided with additional advantages in terms of political, social and monetary benefits. White people do not enjoy leverage that comes through relative affluence like food security, and some do not have access to the privilege that is related to having access to the resources like nearby hospitals. It is a leverage that is liable for protecting white people from any sort of discrimination related to race and ethnicity. The term cannot be applied in countries in which white people do not have political power, or population for instance Japan or China.

Support for the Practitioners While Addressing Diverse Groups

Discrimination and white privilege are the key concerns that must be considered by the practitioners while delivering their operations in the diverse groups. It becomes essential that when practitioners addressed the diverse group then these concepts have to be considered. The concept of cultural diversity includes different laws and legislation to deal with the issues regarding discrimination and white privilege as it can have a strong impact on the functioning of the organization. If this concept is not considered then the employees will not be interested in working, their morale will be down, and there is a high probability that the firm might not attain their loyalty (Inegbedion et al., 2020). By being culturally aware, the practitioner will eradicate the issues of discrimination while addressing diverse groups and they can ensure that any unwanted terminology such as words religion, caste, or any sensitive terms are utilized.

The practitioners must foster the culture of inclusiveness that leads to inclined employee satisfaction and productivity through which their contribution can be valued within the organization. They must focus on hiring the people based on their skills and capabilities instead of considering the colour white or black. It will assist practitioners to work with diverse individuals who belong to various groups through which ideas can be understood and conflicting situations can be adequately handled that might occur within the organization. Discrimination must not occur while recruiting, promoting or giving the rewards or distinction in their job profiles as it will create negative impact on the employee’s morale. Additionally, it will aid practitioners to build up the capacity for understanding diversity in the working premises and communicate with them so that better relationships can be fostered with people belonging to diverse cultural backgrounds.

Development of Culturally Competent Skills and Practices

Cultural competence is defined as the collective understanding and knowledge of various perspectives and cultures. It acts as the measure of the ability of the workforce to work with diverse people belonging to distinct ethnicities, religions, languages, and nationalities (Cletus et al., 2018). It cannot be measured and quantified easily to understand this aspect, it is essential to equip the skills and knowledge that enable operating globally. The state of the workplace can be improvised by considering diverse dimensions. The critical aspects that can be utilised for improving workplace diversity are illustrated in this section. Sensitivity is the component that implies the ability for understanding and appreciating cultural differences (Shore, Cleveland and Sanchez, 2018). They have to understand the concept of discrimination in which the practitioner ensure that any unwanted activities does not occur within the working premises that can be sensitive to others such as colour, religion, race, etc. These aspects are sensitive and management must be skilled enough to have understanding on these aspects.

The organizations are executing different practices to ensure that they cope with the diverse market requirements by emphasising on various aspects of white. The practices are specified in this section. In diversity training, the organizations make use of the programs and training initiatives that assist in delegating the understanding of the assets regarding diverse groups and cultural diversity. It must include the concept of white privilege, discrimination, sensitivity, etc so that all can know how sensitive these can be and impact of these. The practices will assist each individual to acknowledge the concept of white privilege and they are not involved in any unethical practices (Romani, Mahadevan and Primecz, 2018). It comprises being observant and conscious regarding the cultural conditioning awareness that will be elevating cultural competence. In recruitment, organizations must make use of transparent and ethical practices through which they can emphasise a wide range of people who possess relevant skills and knowledge. Ethical hiring practices are being adhered to by the firms through which employees feel valued and deliver their operations efficiently, it will aid in elimination of discriminatory practices. The preference must be given to the skills, capabilities and knowledge instead of white or black, religion, or any other factor. It will develop the inclusive culture in the firm where each is treated and given equal opportunity.

Value diversity is the initial step for cultural competence through which opportunities can be determined for learning from the team who is present across borders by respecting different backgrounds and how operations are delivered. By working with diverse cultural groups, the firm can be provided with a better sense to acknowledge the diversity that surrounds them (Rabl et al., 2020). It is the quality or practice that involves or includes people belonging to a wide range of ethnic and social backgrounds of diverse orientations, genders, etc. Accountability is the critical asset of the organization where they acknowledge the actions that are being taken by them for delivering their operations. If any kind of discrimination occur within the premises then the leader or manager will be accountable for this as they failed to acknowledge the concepts of discrimination and strict actions must be taken so that in future such kind of activities does not occur. Firms must hold themselves liable to embed cross-cultural exchanges through the promotion of diversity within all facets. There have to be ongoing conversations that comprise sending regular surveys that will enable employees to furnish feedback and attain suggestions (Yadav and Lenka, 2020). Cultural diversity assists in the creation of an understanding of the thoughts, and beliefs of the people in the real-time scenario.

Conclusion

From the above, it can be concluded that diversity implies the existence of variations of diverse characteristics within a group of people. Managing diversity is essential in the present scenario and a working environment that enables them to have access to diverse groups. Through having respective skills and competencies, the practitioners can effectively operate and deliver their operations based on the market requirements. If discrimination and white privilege occur then organization might not be able to have the efficient workforce who cannot deal with the conditions prevailing in the marketplace. To bring in culture of development, the firm must be inclusive. Organizations are making use of efficient practices through which they succeed within the competitive environment by adhering to the concept of diversity and inclusion. Cultural diversity aids in the acknowledgement of the different cultures, beliefs and thoughts that have to be considered by the practitioners to adhere to these through which each individual can be recognised within the organization.

References

Books and Journals

Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration , (2), 35-52.

Inegbedion, H., Sunday, E., Asaleye, A., Lawal, A., & Adebanji, A. (2020). Managing diversity for organizational efficiency. Sage Open , 10 (1), 2158244019900173.

Mousa, M., Massoud, H. K., & Ayoubi, R. M. (2020). Gender, diversity management perceptions, workplace happiness and organisational citizenship behaviour. Employee Relations: The International Journal , 42 (6), 1249-1269.

Rabl, T., del Carmen Triana, M., Byun, S. Y., & Bosch, L. (2020). Diversity management efforts as an ethical responsibility: How employees’ perceptions of an organizational integration and learning approach to diversity affect employee behavior. Journal of Business Ethics , 161 , 531-550.

Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior , , 69-88.

Romani, L., Mahadevan, J., & Primecz, H. (2018). Critical cross-cultural management: outline and emerging contributions. International Studies of Management & Organization , 48 (4), 403-418.

Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review , 28 (2), 176-189.

Yadav, S., & Lenka, U. (2020). Diversity management: a systematic review. Equality, Diversity and Inclusion: An International Journal , 39 (8), 901-929.

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