Introduction
This paper investigates changes that have occurred / are occurring in a multicultural workforce, and whether those changes have proved / are proving to have positive benefits.
The Research
A 1991 paper by Taylor Cox, Jr., of the University of Michigan discusses this topic. Entitled “The multicultural organization”, his paper notes how organizations are finding that diversity in “gender, race, ethnicity and nationality” is on the increase. The author sees both positive and negative effects of this phenomenon. On the positive side, Cox sees benefits such as improvements in decision-making, more innovation and creativity, and greater success in marketing to different types of clients. However, on the downside he sees various consequences of workforce cultural differences including the cost implications of higher personnel turnover, breakdowns of communication and conflicts between employees. Cox sets out ways of maximizing the positives and overcoming the potential negatives in order to arrive at a successful and harmonious multicultural organization. Fundamentally, he sees it as essential that members of minority cultures must be fully integrated into the workforce and that there must be no prejudice or discrimination. He recommends techniques such as conflict resolution training should be a standard element of management training.
A slightly earlier paper (July 1988) by Jackson & Holvino – also of the University of Michigan – revealed deep concerns that the hoped for harmony in the multicultural workplace was not happening as had been hoped, and coincided with what the paper’s authors described as a wave of “racism and other forms of social injustice” in all walks of U.S. life, from offices and factories to universities and in everyday city life, too. As a consequence, the authors reported a new interest in resolving these issues, both by analyzing previous strategies and recommending new ones. They saw the need for a concentrated effort to better manage and capitalize on the social diversity existing in the workplace, and to recognize that due to national changes in demographics, the traditional image of a predominantly white male workforce is outdated. They also recognized that there is a direct link between an organization’s products or service quality and its provision of a socially equitable environment for all of its employees.
Both the papers discussed above characterize the situation as it existed over twenty years ago. How the situation has changed since is epitomized by Coca-Cola – a classic example of a company that has taken diversity not only on board but has taken it to heart. An article on their website under the heading “Workplace Culture” begins with the following banner text: “Diversity is an integral part of who we are, how we operate and how we see the future.” The article claims that the company’s two major assets are their workforce and their brand. They have a strategy that includes programs for regular diversity training and support of all their employees, which they view as essential for sustained commercial success.
Conclusions
This research has revealed that the need for embracing and understanding the needs of and for a multicultural workforce have been recognized for some time, especially as the U.S. may soon be approaching a time when white Americans are actually a minority group. From the two earlier papers reviewed, it can be seen that problems in a multicultural workforce were fairly widespread and perhaps not always fully understood. Times have changed since the 1980’s and 1990’s; not only is the multicultural workforce more standard, it also more commonly includes individuals from minority groups – including women(!) – at the very top of organizations. That is unquestionably a mark of true equality in the workplace and clear evidence of progress.
References
Cox, Taylor, Jr. (1991). The multicultural organization. University of Michigan. Academy of Management Executive, 1991 Vol. 5 No. 2. Retrieved from https://www.jyu.fi/jsbe/en/management-and-leadership/coursematerial/yjos680summer2010/TheMulticulturalOrganization-1
Jackson, Bailey, W. & Holvino, Evangelina. (July 1988). Multicultural Organization Development. University of Michigan. Retrieved from http://deepblue.lib.umich.edu/bitstream/2027.42/51124/1/356.pdf
Workplace Culture. (n.d.). Coca-Cola. Retrieved from http://www.thecoca-colacompany.com/citizenship/workplace_culture.html
