Cultural diversity in organizations: legal frameworks and operational benefits

Cultural diversity also referred to as multiculturalism is "based on the idea that cultural identities should not be discarded or ignored, but rather maintained and valued." (American Multicultural Publications, 2010) The United States is specifically unique in terms of its cultural diversity since many different ethnic and cultural groups are stated to have made contributions to the social, economic and cultural values" of the U.S. society.

Obligations & Rules Relating to Cultural Diversity

The work of Mira Burri-Nenova entitled: "Cultural Diversity" states that the UNESCO Convention on the Protection and Promotion of the Diversity of cultural Expressions defines cultural diversity as "the manifold ways in which the cultures of groups and societies find expression." (2008) The Convention on Cultural Diversity is stated to contain 'neither specific obligations for the State parties, nor guidelines on what legitimate measures aimed at protecting and promoting cultural diversity are..." however it is additionally stated that it "may allow the State parties to adopt measures that suspiciously resemble protectionism." (Burri-Nenova, 2008)

II. Dispersion of Knowledge of Cultural Diversity

Simultaneously, it is important to understand that "cultural diversity remains a valid regulatory objective which could be traced back to fundamental human right of freedom and expression, and whose pursuit is arguably even more vital in the digitally networked environment." (Burri-Nenova, 2008)

There is a risk of marginalization of cultural expressions and specifically those of indigenous individuals which is further intensified "through the spread of corporate power and the proliferation of mainstream content." (Burri-Nenova, 2008) Just as well, the digital environment makes offerings of "unprecedented ways for creative expression, both individually and collectively, and for their instantaneous and global distribution." (Burri-Nenova, 2008) These newly formed opportunities that exist and that may serve to enable cultural diversity represent knowledge that is needed by societies making it critical that the existing legal and practical barriers are removed as well as barriers to access of the content of this knowledge.

III. Organizational Cultural Diversity

The work of Schauber (2001) entitled: "Effecting Extension Organizational Change Toward Cultural Diversity: A Conceptual Framework" states that people from differing cultural groups in the U.S. have differing perspectives, manifested in their values, attitudes, beliefs and behaviors." (Schauber, 2001) This is evidenced in the findings from studies describing these differences and for example a study conducted of the values within five Southwest U.S. cultures and specifically in those of American, Texas Homesteaders, Mormon, Navaho, and Zuni cultures, is stated to have "explored value orientations around which they assumed all people seek meaning." (Schauber, 2001)

Schauber (2001) additionally reports the stated three ways that individuals are known to relate to the natural environment and specifically states: (1) Harmony with nature; (2) Subjugation to Nature; and (3) Mastery over nature. (Schauber, 2001)

IV. Positive Effects of Organizational Cultural Diversity

Schauber (2001) reports that cultural diversity in the organization has the following impacts: (1) It enhances the creativity and problem-solving abilities of the organization; (2) It is morally, ethically, and socially the right thing to do; (3) It affects performance of minority-group employees; (4) It is a legal requirement. (Schauber, 2001)

V. Other Factors Supporting Cultural Diversity Initiatives in the Organization

There are stated to be two additional reasons why organizational cultural diversity is so important. Those two stated reasons are those as follows: (1) It may be more economical in the long-term; and (2) It will result in better service to a changing climate. (Schauber, 2001)

VI. Optimal Assessment Tools

Assessing cultural diversity is a process that is best conducted through one of the following: (1) written questionnaires; and (2) focus groups and/or interviews. (Schauber, 2001)

Summary and Conclusion

It is clear that cultural diversity is a very critical factor in the negotiation of cultures and ethnicities in what is a highly globalized society which rides the wave of technology that is characterized by its state which is that of a highly advanced and expanded area of communications and business to which human relations and interactions has yet to effectively reach to date. This emphasizes the need for human functional capacity to meet that of the machines and technology and ingenuity applied in technological applications. If cultural diversity or ethnic diversity lacks then resulting is a highly dysfunctional experience for all concerned. However, when the humans behind the technological relations, applications, and other communication and negotiation enters into that transaction eager and open to learning and seeking what is known in technology as 'handshake' which links the interactions and results in an agreeable outcome. Cultural diversity is always an important factor and there can be no debate of its importance across all aspects of existence in today's very globalized and networked society.