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In the United States, diversity, equity, and inclusion (DEI) are organizational frameworks that seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination based on identity or disability. [1]
Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.
Cross-cultural organizational behavior refers to the overall behaviors that a cross-cultural leader should embody; that is, “cross-cultural similarities and differences in processes and behaviors at work, and the dynamics of cross-cultural interfaces in multicultural domestic and international contexts”.
Intercultural communication is a discipline that studies communication across different cultures and social groups, or how culture affects communication.It describes the wide range of communication processes and problems that naturally appear within an organization or social context made up of individuals from different religious, social, ethnic, and educational backgrounds.
Organizational culture influences how people interact, how decisions are made (or avoided), the context within which cultural artifacts are created, employee attachment, the organization's competitive advantage, and the internal alignment of its units. It is distinct from national culture or the broader cultural background of its workforce.
An analysis of data from over 800 firms over 30 years shows that diversity training and grievance procedures backfire and lead to reductions in the diversity of the firms' workforce. [12] [13] A 2013 study found that the presence of a diversity program in a workplace made high-status subjects less likely to take discrimination complaints seriously.
Diversity is important in contributing to the overall wellbeing of a workplace, and employees can find support within ERG's that align with their backgrounds and experiences. ERG's act as a cultural/experiential support groups for employees that require the insight and assistance of someone else in the company in the same ERG.
It relates to multiculturalism since at any organization there are bound to be a lot of people with a lot of different backgrounds. Some might not consider their place in the organization as a top priority while others might. In the end it comes back to how they were raised and where work lies in the pecking order.