1.

0 Introduction

1.1 What Is a Multicultural Organization?

Multicultural organizations have a workforce that includes people from all

departments and from diverse backgrounds, who are given equal
opportunities to contribute and grow within the organization. Multicultural
organizations also do not discriminate or prejudice people on the grounds of
race, religion, ethnicity, sex, age, sexual orientation, or physical limitations. In
multicultural organizations, skills, talents, and achievements are the criteria
for merit-based promotion.

2.0 The Importance of Cultural Diversity in the Workplace

2.1 Cultural diversity helps develop and maximize skillsets.

A culturally diverse workplace empowers people to develop their talents and

skills. A broad range of ideas and expertise allows us to learn from a more
diverse pool of peers. It can also improve problem-solving skills, increasing
satisfaction and productivity. In an environment where all voices are heard, a
spirit of innovation and encouragement to contribute will drive business
success.
2.2 Cultural diversity improves the recruitment process.

Research shows that two-thirds of candidates cite diversity as an important

aspect when looking for a job. Developing a diversity strategy can increase
your attractiveness to potential employees and reach more qualified
candidates around the world.

2.3 Cultural diversity can help you to retain talent.

Aside from attracting a broader talent pool, cultural diversity is key to building
an ideology of respect and cooperation among corporate employees. This
makes it a more attractive proposition for valuable candidates and makes you
stand out in the market.

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 2.4 Cultural diversity will improve your company’s reputation.

A diverse workforce enhances a company's reputation and customer service,

allowing for a more personal experience and understanding.

2.5 Cultural diversity can help increase employee engagement.

Communicating with people from different cultures and ethnicities can help
employees feel more connected to the company, feel truly heard, and deepen
their relationships.

3.0 Objectives of Developing a Cultural Diversity Program

3.1 Build Global Relationships

Companies benefit from a diverse workforce to increase their awareness and

sensitivity to different cultures.

3.2 raise awareness of marketing opportunities.

Organizations can benefit from a diverse work force to identify market

opportunities and stay up to date on developments.

3.3 avoid marketing mistakes.

Cultural diversity in the workplace can help prevent marketing mistakes due
to lack of awareness of local customs, traditions, and business practices.

3.4 expand customer base.

Hiring diverse cultures and languages can help businesses expand their
customer base, such as the Bank of Montreal's 400% increase in Chinese
business over five years.

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 3.5 encourage creativity and innovation.

A diverse work force can provide dynamic solutions to business challenges.

People from different cultural backgrounds will often see challenges and think
of solutions in different ways and bringing them together to work toward a
common goal can produce creative results.

4.0 PROBLEMS OF MULTICULTURE

4.1 Religion

Organizations should have policies and religious accommodations to ensure

everyone is respectful of each other’s beliefs while still providing a fair
standard of conduct for customers and clients.

4.2 Ethnicity

An ethnicity is a social group that identifies with each other based on shared
traits such as heritage, language, identity, and origin.

4.3 Education

Education level is also part of people's backgrounds and influences how they
fit into the work environment. Different educational experiences mean
different approaches to workplace issues and situations. This can create
conflicts between employees working on the same project but using specific
methods based on their own training.

4.4 Way of Socializing

Organizations should prioritize how to socialize with employees who are

outside the country so that they can work more closely and can produce more
careers for the company.

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 4.5 Generation

Millennials have a higher value of work-life balance and are more likely to
move on to higher positions.

5.0 SOLUTIONS FOR THE PROBLEMS

5.1 Ensure Effective Communication

Good communication is important in multicultural teams, but it can be difficult

due to language barriers and different communication styles. To ensure
everyone feels heard, respected, and considered, it is important to learn what
communication channels work best for them and avoid using idioms, slang, or
acronyms.

5.2 Implement Policies and Reporting Procedures

Employers must provide all employees with the necessary tools to report and
follow up on incidents, clearly define outcomes, and have an anti-
harassment/discrimination policy that applies to all levels of employment. it
won't work.

5.3 Raise Awareness on Microaggressions

Microaggressions are subtle, unintentional behaviours or comments that

negatively affect a person or group, often due to race, gender, religion, or
sexual orientation. Companies should implement training sessions to raise
employee awareness and identify and address them.

5.4 Develop Cultural Competence

Cultural competence is essential for working with diverse teams and creating
a positive work environment.

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 5.5 Cultural Communication and Events

Cultural competence is essential for working with diverse teams and creating
a positive work environment.

6.0 FINDINGS

 There is a statistically significant positive relationship between management

diversity and innovation. Therefore, companies with higher levels of diversity
generate more revenue from new products and services.

 Innovation drivers are not limited to a single kind of diversity. The presence of
women, or managers from other countries, sectors, or companies, can boost
innovation.

 Diversity in management appears to have a particularly positive impact on

innovation in complex companies (those that have multiple product lines or
operate in multiple industry segments).

 To realize its potential, gender diversity must go beyond physical appearance.

In this study, innovation performance improved significantly only when 20% or
more of the workforce was female in management positions. A high
percentage of female employees, but only a minority of women leaders, does
not encourage innovation.

 In a company with a diverse management team, openness to input from

lower-level employees and an environment in which employees can speak
freely are critical to fostering innovation.

7.0 CONCLUSION

This research finding shows the factors influencing multicultural teamwork and the
contribution is to suggest, cultural diversity does have an impact on multicultural
teamwork. A multicultural environmental study regarding benefits and causes of
problems was in line with previous study, “diversity offers both a great opportunity for
the companies and as well as major challenges” (Adler, 2002). The findings reveal
that the beginning stage of the project is more sensitive to the problems. A

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 multicultural group which has certain qualities like better communication
capabilities, open mindedness, flexibility, and cultural awareness will be able
to establish a working atmosphere of mutual respect and acceptance. This sort of
group has greater access to its multicultural resources and therefore a greater
chance to utilize their potential for the effective functioning. One of the findings of
the research implies that proper cross cultural training is required for the team to
perform in better way in multicultural environment

8.0 Suggestions To Manage a Multicultural Team

8.1 Overcome Language and Cultural Barriers

The most important idea is to find a common language for all team members
to communicate effectively.

8.2 Consider Different Cultural Communication Styles

Nonverbal communication is essential for understanding diverse

communication styles and speaking to colleagues according to them.

8.3 Plan Projects Around Different Time Zones

This tip only applies if you're leading a virtual multicultural team. Supervising
a virtual team can be difficult because you are not in the same place or time
zone as your colleague.

8.4 Allow Prep Time Whenever Your Team Needs It

Most of us can smoothly and eloquently express our thoughts when speaking
our native language, but this isn’t always the case when speaking in foreign
languages.

8.5 Be Open to All Cultures and Their Differences

Open to all cultures in the workplace, including holiday decorations, to show

respect and appreciation.

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9.0 REFERENCE

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Cagiltay, K., Bichelmeyer, B., & Kaplan Akilli, G. (2015). Working with multicultural
virtual teams: critical factors for facilitation, satisfaction and success. Smart
Learning Environments, 2(1). https://doi.org/10.1186/s40561-015-0018-7
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Hayes, A. (n.d.). How Multicultural Organizations Work. Investopedia.
https://www.investopedia.com/terms/m/multicultural-organization.asp#:~:text=A
%20multicultural%20organization%20is%20one

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Kojic, M. (2020, March 17). 9 ways to manage a multicultural team | fond blog.
Fond. https://www.fond.co/blog/9-ways-multicultural-team/

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Managing culturally diverse teams - Leading Global Organizations Video Tutorial |
LinkedIn Learning, formerly Lynda.com. (n.d.). LinkedIn.
https://www.linkedin.com/learning/leading-global-organizations/managing-
culturally-diverse-teams

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Radtke, L. (2022). 10.6 Team Diversity and Multicultural Teams.
Ecampusontario.pressbooks.pub.https://ecampusontario.pressbooks.pub/
leadershipandmanagement/chapter/10-6-team-diversity-and15-6-multicultural-
teams/
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The Importance of Cultural Diversity in the Workplace. (2020, March 17).
Thomas International.
https://www.thomas.co/resources/type/hr-blog/importance-cultural-diversity-
workplace#:~:text=A%20culturally%20diverse%20workplace%20empowers

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