Cultural Diversity in Business :: essays research papers

In their eagerness to vacate the courts and editorial pages, most firms in America, and increasingly in Europe, now remuneration close attention to the sex and race of the spate they recruit and promote, For example, Harvard stock School has just announced that they will go out of its track to include women in its case studies, which ar used in business-school classrooms close to the world. In other words, schools and businesses, in order to stay out of trouble, ar taking the easy way out, quotas. (Kole, MacDonald.1997.1) Although some women and minorities are hired to cope with quotas, the majority of them are needed to create a ethnic divers(prenominal) exitplace. Cultural Diversity can have a positive act and be profitable but only for some firms. A strong considered strategy must accompany Cultural Diversity if profit is to be made. There are at least two reasons to expect a policy of diversity to yield profits. One difference is communication. Because many hoi po lloi find it easier to understand others of the same sex, or nationality, it helps to have employees from the same cultural background as your customers. Its not only a content of language, but understanding the customers unavoidably, tastes and the earning of their trust is vital. The recruiting of people from a different cultural background can not only cleanse communication with outsiders, it may also bring fresh ideas to insiders (Kole, MacDonald. 1997.2). Businesses dont only need cultural diversity in order to allude to customers, they need women and minorities in management. Smaller banks have traditionally selected their directors from among those who live and dress in their communities. Their reasoning is to hire people who cannot only tell the banks what the people want, but also spread the word about their products. However, many banks surveyed by the Business Times have local natives on their boards, few women are represented and almost no minorities can be found-ev en in areas where in that respect is a large minority population (Kole,MacDonald.1997.2). Many bank chief executive officers feel that the lack of minority and female representation needs to be corrected (Cochran.1997). Jack Anderson, chairman and Chief Executive of Johnstown-based BT fiscal Corp.- the holding company for Laurel Bank, and Johnstown Bank Trust Co. states Any right-thinking soul understands the need for diversity, he said I think it is something we need to work toward.(Neiser.1997.1) Anderson also recognizes that there hasnt been a large pool of candidates to require from.