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Today it is more important than ever to support cultural pluralism and protect racial, religious, and linguistic identities. The most critical question in this regard is what within a business can unite representatives of different cultures. In addition, cultural discrimination and prejudice against newcomers must be combated. Society must ensure comfortable and humane coexistence for all individuals, regardless of their belonging to other social or cultural groups.
Places of work become the main space for intercultural interaction. Large cities are not just home to many people, but their inhabitants are entirely different in origin, race, religion, and social status (Ferreira-Lopes & Rompay-Bartels, 2020). The middle class is significant resource for the city, from which economic, political and cultural life originates and is governed. In organizations, many people work near one another, subsequently getting to know and interact with one another, as most contacts between employees are long-term and interdependent. It should be noted that visiting citizens should not be discriminated against or subjected to prejudice (Stoberski, 2019).
The cultural diversity of the work environment is a kind of compromise between the city, which represents the majority culture, and the minorities, the newcomer population (Hynes & Fox, 2015). Integration at all levels is a two-way process of interaction and participation that begins when one comes to live in another place (Giannakoulias, 2020). This occurs in various areas, including economic, social, cultural, and civic, interconnected. To recreate the unique identity of newly arrived migrants, employers need to work hard to incorporate immigrant cultures into the work process, both at the legislative level and at the social and everyday level.
The city needs to nurture an exotic diversity of cultures and implement cross-national policies on its streets. The employers should not divide the citizens into natives and newcomers and not consider this fact when hiring. As for colleagues, a persons place of birth or cultural background should not create problems, misunderstandings, and reasons for the special treatment of an employee.
References
Ferreira-Lopes, L., & Rompay-Bartels, I. V. (2020). Preparing future business professionals for a globalized workplace through intercultural virtual collaboration. Development and Learning in Organizations, 34(2), 21-24. Web.
Giannakoulias, D. (2020). Shifting Our Focus: Discovering Deep Diversity. Organization Development Review, 52(4), 7274.
Hynes, G. E., & Fox, G. (2015). Get along, get it done, get ahead : Interpersonal communication in the diverse workplace. ProQuest Ebook Central. Web.
Stoberski, T. (2019). How to improve cross-cultural communication in the workplace. Northeastern University Graduate Programs. Web.
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