A multicultural workforce is an organization that has employees of different ethnicity, race, and religious backgrounds. Today, a multicultural workforce is a business necessity since diverse companies outshine the non-diverse companies in performance. Managers and top leadership in organizations should, therefore, invest on diversifying their organizations by making them multicultural.
First, the management should influence their employees to set a good example on the importance of a multicultural working team. All employees in the organization should be ordered to be all inclusive and diverse to all people regardless of their gender, religion, race or ethnicity (Ratts, et.al, 2016). Therefore, the organization should advocate for an anti-discrimination policy that will be publicly supported by all the stakeholders in an organization.
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Furthermore, an organization should communicate its diversity policy clearly and on a regular basis. The diversity policy should be a statement that indicates the values of the organization on being multicultural. Therefore, an organization should promise its current and new employees that they will maintain a non-discriminating policy that will provide equal opportunities to all the employees regardless of their race or religious background. Besides, an organization can design marketing materials with images that indicate the organization’s diverse culture hence encouraging a multicultural practice.
In addition, organizations should train and educate their employees on the importance of a multicultural practice during recruitment. The training of the employees will help them manage their unconscious bias towards people of different tribes, religions, sexualities, races and socio-economic grounds. The recruitment team should also undergo the training to help them identify their self-made biases and how to manage them when selecting the right candidates to work for the organization.
Finally, all the minority groups in the organization should be given a voice to contribute and share their ideas concerning the organization. Resource groups can be established as a way of encouraging the minority employees like women, people living with disabilities, and youths. For example, a company can have employees’ resource groups that include the visually impaired, veterans, and women.
References
Ratts, M. J., Singh, A. A., Nassar ‐ McMillan, S., Butler, S. K., & McCullough, J. R. (2016). Multicultural and social justice counseling competencies: Guidelines for the counseling profession. Journal of Multicultural Counseling and Development, 44(1), 28-48.
