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Embracing The Need For A Multicultural Workforce

A multicultural workforce consists of men and women from a variety of ethnic, racial, sexually oriented, and cultural backgrounds. The workforce of any country should represent the population of its constituents. Many corporations realize a need to increase their diversity in order to better represent the population currently residing in the United States.

A multicultural workforce will not only positively impact the economy, it will also aid in increasing the general knowledge of peoples and cultures around the world. Many corporate CEO’s have not only realized the growing need for diversity, but have taken major strides to ensure its placement in their companies’ workplace.

Ranging from webpages that now include diversity statements, to live platforms, such as social media, the surge of corporate CEO’s addressing inclusion issues is steadily on the rise. Just recently, Intel started a new $300 million initiative to determine, hire, and retain female and under-represented minority scientists in the science, technology, engineering, and math (STEM) fields.

Research has shown the multicultural workforce to be exceptionally creative, productive, and it offers the opportunity for Americans to be consistently connected with the world. Contrary to popular belief, the American citizens make up only 5% of the world population. Companies with larger diversity may see an increase in business due to their understanding of how the global economy works, based on the experience of their multicultural employees.

Implementing change is a daunting task. In fact, many find it bewildering and chose to avoid it completely. However, a new emphasis should be placed on managing and increasing diversity. Corporate leaders must adapt to customers and suppliers who will represent a plethora of worldviews and cultural understanding. One can argue that, this dynamic is systematically missing from many top organizations nationwide specifically becoming an issue as you move up the corporate ladder.

Corporations may not be able to fully rectify this situation overnight, but there is one small step, that can be taken immediately. Corporate leaders need to be made aware of and change their own biases. As the old saying goes, the first step to solving a problem is admitting you have one. If corporate America continues on the path of diversity inclusion, there is no doubt that progress can not only be made, but an environment of equality can be a reality.