Introduction
Diverse cultural traditions enrich a community by adding depth and richness to its social fabric. Religious belief, language, customs, traditions, and fashion all contribute to the wide range of cultural diversity in contemporary society. Cultural diversity can be described as the ability to accept and even appreciate diversity in attitudes and traits among people, including those of sexual orientation, gender, age, and socioeconomic class.
Cultural diversity management presents various challenges for businesses operating on a global scale. Recognizing individual cultural variations is the beginning of cultural diversity management (Vuong Jr, 2022). It entails recognizing the need to value diversity and combating any prejudice that could arise from doing so. Firstly, there is the possibility that language barriers will render some members inactive (Alon et al.,2018). Individuals from different cultural backgrounds may find it challenging to contribute ideas despite organizations’ best efforts to foster an inclusive and open atmosphere.
Although organizational communication is significant in a business, not all cultures can comprehend or interpret it. As an employer, one may find it challenging to understand their staff because of their accents and the idioms they use. Misunderstanding or even violent behavior can arise when members of a team from diverse backgrounds perceive non-verbal cues in different ways (Alon et al.,2018). Cultural differences exist in how people express themselves verbally and nonverbally through gestures, handshakes, and eye contact. The other challenge of cultural diversity is the integration of ethnic teams with unfavorable preconceptions or discrimination. Employees from various countries are less likely to collaborate due to their inherent cultural biases, which has a negative impact on the company’s performance.
Benefits of Cultural Diversity and Achieving Competitive Advantage
Organizational creativity and innovation benefit from cultural variety. Due to the ways in which people’s cultural backgrounds shape their perspectives and approaches to problem-solving, a diverse workforce is better equipped to make the most informed decisions (Johnson, 2017). Perspectives that differ from the norm encourage innovation and problem-resolution inside a business. New ideas emerge from the different viewpoints of a well-rounded team. For instance, L’OrĂ©al’s success in international business can be attributed to its ability to manage diverse team members.
Another advantage of cultural diversity is that it helps businesses keep their identities distinct in the marketplace and enhance their profitability margins. With a more multicultural team, one can be confident that their company will grow to meet the demands of its customers and provide them with the best products and services possible. To do this, it is necessary to learn about the local laws, culture, and business climate. In addition, being conversant with the local language and cultural norms can boost a business success. Johnson (2017) found that organizations with a wide range of employee backgrounds and perspectives earned 35% more profit than those with a more homogenous workforce. An organization is likely to realize high profits when they maintain a competitive advantage in the market.
When a company has a diverse workforce, it has a better chance of attracting and retaining top employees from a wide range of backgrounds and viewpoints. Vuong Jr (2022) found that prospective employees care most about an employer’s commitment to diversity when deciding whether or not to apply for a position. Diversity in the workplace can help attract and retain top talent in today’s competitive job market. Diversity in the workplace may also help an organization establish a suitable recruiting process, thus acquiring qualified personnel.
Diversity in the workplace has been shown to boost productivity and, in turn, boost organization’s competitive advantage. A more diverse and creative set of employees can better meet the requirements of their customers easily. Additionally, employees are more inspired by a diverse workplace, leading to more output per unit of time (Vuong Jr, 2022). When there is more diversity at the top, new policies and regulations may be implemented to bring all employees together.
Role of International Leaders in Ensuring a Systemic Diversity Program
Leaders throughout the world have a role to play in fostering a diverse and skilled workforce by emphasizing the importance of individual differences. Riccucci (2021) argues that leaders should take diversity into account while looking for and nurturing creativity. A leader can gauge the potential of a diverse team by first observing its members and then classifying them according to their innate attributes and derailing any chances that might cause division. The leader’s attention should be placed on the employees’ abilities rather than their origin.
Leaders are also responsible for identifying and eliminating any form of discrimination that may exist inside the workplace. A leader’s responsibility is to educate their employees about cultural programs and lawsuits like the Equal Employment Opportunity Commission (EEOC) to prevent legal ramifications and to raise awareness of stereotypes and prejudice to prevent them from occurring (Riccucci, 2021). An emphasis on awareness-raising as a means to outline affirmative actions and promote a diverse staff is also essential.
A leader has a role in fostering and sustaining conditions conducive to the full and equal participation of the diverse workforce in the existence and activities of the organization. A leader who takes an inclusive stance can guarantee that everyone will feel valued and that problems like unfair treatment will be avoided. An inclusive workplace can only exist if all workers are dedicated to making it realized.
Methods to Increase the Number of Women Leaders in International Leadership Roles
One way to boost the proportion of women in leadership positions is to provide more chances for women to gain training. Training on topics like gender equality through training may raise consciousness about how to influence people’s beliefs and behaviors. According to a study conducted by Woman Leadership in the United States, in order to raise the percentage of women in leadership roles, women need to improve their self-assurance, leadership training, and networking abilities (Hoobler et al., 2018). Inclusion and gender parity may be achieved via the training of women in leadership roles.
Another method to get more women in positions of leadership is to pass laws promoting gender equality. All citizens, regardless of gender, should have equal access to opportunities for personal growth and protection against prejudice and negative stereotypes (Hoobler et al., 2018). The obstacles women experience should be taken into account, and the steps used to encourage women made functional. This strategy will help more women to understand themselves better and venture in the positions.
Another method for increasing the number of women in these positions is to promote gender-inclusive workplace policies. There is a need for policies that encourage women to take up leadership roles and provide them with assistance, as well as measures like more flexible work hours and family-friendly benefits (Hoobler et al., 2018). Equal access to education and career advancement is also essential for women. The method will guarantee women an equal share in job recruitment and promotion to international leadership positions.
Conclusion
In conclusion, it is important for international business leaders to appreciate the concept of multicultural team diversity and device suitable measures that the organization can benefit from workplace diversity. Employees feel motivated when leaders appreciate their diversity and protect them from any form of discrimination in the workplace. Additionally, there is a need to encourage more women to take a leadership position by providing them with training programs and passing laws that promote gender equality.
References
Alon, I., Boulanger, M., Elston, J. A., Galanaki, E., MartĂnez de Ibarreta, C., Meyers, J., & VĂ©lezâCalle, A. (2018). Business cultural intelligence quotient: A fiveâcountry study. Thunderbird International Business Review, 60(3), 237-250.
Hoobler, J. M., Masterson, C. R., Nkomo, S. M., & Michel, E. J. (2018). The business case for women leaders: Meta-analysis, research critique, and path forward. Journal of Management, 44(6), 2473-2499. Web.
Johnson, R. (2017). What are the advantages of a diverse workforce? Houston Chronicle.
Riccucci, N. M. (2021). Managing diversity in public sector workforces. Routledge. Web.
Vuong Jr, A. (2022). The Influence of Culturally Diversified Workforce on a Company: Case Company Globuzzer. Web.