Cultural diversity concepts and applications

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)

VII. Assessment of Three Organizational Levels

It is necessary that these methods address the three organizational levels which are the three as follows: (1) Individual; (2) Group; and (3) organizational. (Schauber, 2001) These tools are used for the purpose of examining the definitions of diversity held by the participants of the organization in the study in order to discover their view of the utopian diverse organization. Furthermore, Schauber (2001) reports having examined the participant's perception of organizational "...benefits and challenges of working with people from differing cultural groups for both the participants and the organization..." (Ibid)

Two additional reasons cited in support of organizational cultural diversity are the two reasons stated as follows: (1) Organizational diversity may be more economical in the 'long-term' through avoiding violation of ...equal opportunity laws" resulting in costly fines and/or litigation. (Schauber, 2001); and (2) The result is the provision of excellent service to a dynamic clientele due to future projected increases in minority-group populations in the United States.

Schauber (2001) states that emerging are findings that enable the organization change through the following stated means and methods: (1) Presentations on the dimensions of the diversity climate to organizational members can enable them to see their organization in a new light, which in itself is a catalyst for change. (2) Dimensions of the diversity climate can be used to develop strategic plans to move the organization toward diversity. (3) The diversity climate results can stand as a benchmark in time, a place from which to measure progress of change in the organizational culture toward diversity.