Introduction
Cultural diversity is a feature that has dominated workplaces in Canada, placing it among the best-performing countries on the global map. The symbol of national identity does not just define the celebration of multiculturalism but also considers it to be a strategic imperative for organizations. To diversely integrate the concept of cultural diversity, companies need to integrate people as well as culture activities as well as programs that help in the growth of workforce engagement. Such include enabling the employees to participate through the social activities decisions, which helps in the fostering of one’s pride as well as promotion of mutual understanding through such activities as international potlucks as well as the heritage awareness days. When celebrating multiculturalism in the workplace, it is critical to combine people and culture activities and programs that encourage your workforce’s cultural diversity. To begin, ensure that all your team members can participate in social activity decisions and planning within your P&C committee. Provide opportunities for your employees to take pride in their descent and learn about each other’s various cultures, cuisines, and traditions at the office, from international potlucks to heritage awareness days. As a result, your employees will better understand their partners, allowing your teams to thrive. This research focuses on exploring the current cultural diversity aspects in the Canadian workplace, advocating for continuous improvement and dealing with the barriers experienced.
Research Strategy
I will gather data for my project from both primary and secondary sources. The key data sources will include data collected from respondents who will comprise the study sample via semi-structured interviews with open and closed-ended questions. Secondary data sources will include a meta-analysis of peer-reviewed scholarly journals on the topic gathered from the college’s physical and digital libraries.
Primary Insights
The primary research shows that there is a significant recognition among Canadian workers where the organizations have made multiple strides in the embracement of cultural diversity. Employees have shown satisfaction and acceptance of the efforts being made to come up with an inclusive environment. However, the provisions of this support for the move also exist with noticeable issues in the case of cultural diversity. Employees have called for the desire to develop substantial initiatives and improvement. The provisions of this insight show that despite the progress made, there areneeds to be more in the achievement of the diverse needs and expectations of the workforce.
Secondary research insights
In addition to the confines of the primary findings, secondary research presents the barriers hindering cultural diversity growth in Canadian workplace environments. The barriers include the organizational structures’ hindrances, bias, and systemic challenges . The acknowledgment and address of such hindrances are important towards Canada to become one of the global leaders in terms of creating a lucrative as well as culturally diverse workforce.
Findings
Cultural diversity features in Canadian workplaces
The public and private companies in Canada have developed diverse initiatives that have helped establish cultural diversity in the workplace. Such strategies include the implementation of different policies, programs, and activities, which help in coming up with an inclusive environment for the employees. There are multiple companies that have harnessed such cases in the establishment of a diverse cultural workplace diversity.
Diversity helps in the development of the skillset. This strategy permits the individuals to develop their aptitudes as well as skills. The use of a variety of thoughts as well as knowledge helps through learning from the group associates. It helps bolster the problem-solving skills and the upsurge of contentment as well as efficiency. Where the worker’s voice is listened to, there is a boost in the morale of invention and reassurance to take part in the commercial success.
Various squads are more dynamic and thus achieve better results. A diverse workplace tends to deliver a choice of experience, knowledge, and working techniques to improve critical thinking capacities and produce better. Working through homogenous teams can help teams be more open which helps the business to be able to resolve the status quo. Diversity can further result in strong competition, which helps the team to accomplish the set goals.
Challenges to cultural diversity
Despite the overall growth in the scope of cultural diversity, there has been setbacks towards achieving the desired levels. The case of individual basis, both implicit and explicit, tends to bring challenges in Canadian workplaces towards developing an inclusive workplace. The cases of resistance to change, which is rooted in the organizational culture or individual culture, tend to be a formidable barrier that affects an organization. Also, the lack of motivation associated with organizational leadership helps in the embracement of cultural diversity, which perpetuates the challenges. The unfolding of these challenges is important towards developing strategies to deal with obstacles relating to cultural diversity.
Another factor is the communication issue where when a company is composed of a diverse workforce, there is a simulation when it comes to communique among the members. The presence of language barriers insinuates that the team affiliates ineffectually interconnect, and this leads to difficulty in comprehension of one another. In case there is failure in comprehending one another, there is an expected drop in production as well as the cooperation of the team.
Conclusion
Achievement of the high level of cultural diversity in the workplace is a highly placed case for many Canadian organizations. The overall growth which has been defined to date shows a commitment towards inclusivity although this journey has not been completed. Although there is much to be celebrated in terms of workplace diversity, there is a need to realize that barriers exist. This hinders both public and private organizations to realize the potential of the workface. The foresaid insight are crucial towards realizing the full potential of the diversity of workplaces in Canada. Getting a high level of cultural diversity at the workplace place is highly desirable. Even through Canada has made great strides towards attaining high levels of cultural diversity at the workplace. There are still significant barriers that prevent both private and public organizations from creating an appropriately diverse workplace.
References
Abu Farha, A. K., Koku, P. S., Al-Kwifi, S. O., & Ahmed, Z. U. (2019). Services marketing practices in diverse cultures: Canada compared to Qatar. Journal of Services Marketing, 33(7), 771-782.
Smith, C. C., & Rohde, B. (2023). Anti-Racism & Organizational Change: A Guide for Employers.
Impactly. (2023, 21). Cultural diversity examples: An in-depth analysis. Online Diversity and Sexual Harassment Training for Companies | Impactly. Retrieved December 8, 2023, from https://www.getimpactly.com/post/cultural-diversity-examples
Ng, E. S., & Sears, G. J. (2020). Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices. Journal of Business Ethics, 164, 437-450.
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