Cultural Diversity in Business :: essays research papers

In their eagerness to avoid the courts and editorial pages, most firms in America, and increasingly in Europe, now pay clam up attention to the sex and race of the people they recruit and promote, For example, Harvard Business School has just announced that they will go out of its mien to include women in its case studies, which are used in business-school classrooms around the world. In other words, schools and businesses, in order to stay out of trouble, are taking the easy way out, quotas. (Kole, MacDonald.1997.1) Although some women and minorities are hired to fill quotas, the majority of them are needed to create a cultural diverse workplace. Cultural smorgasbord kindle birth a positive effect and be profitable but only for some firms. A well 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 colloquy. Because numerous people find it easier to un derstand others of the same sex, or nationality, it helps to have employees from the same cultural background as your customers. Its not only a event of language, but understanding the customers needs, tastes and the earning of their trust is vital. The recruiting of people from a different cultural background can not only improve communication with outsiders, it may also bring fresh ideas to insiders (Kole, MacDonald. 1997.2). Businesses dont only need cultural diversity in order to relate to customers, they need women and minorities in management. Smaller banks have traditionally selected their directors from among those who live and work in their communities. Their reasoning is to hire people who cannot only tell the banks what the people want, but also opening 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-even in areas where there is a large m inority population (Kole,MacDonald.1997.2). Many bank CEOs feel that the lack of minority and egg-producing(prenominal) representation needs to be corrected (Cochran.1997). Jack Anderson, chairman and Chief Executive of Johnstown-based BT Financial Corp.- the holding company for Laurel Bank, and Johnstown Bank Trust Co. states any(prenominal) right-thinking person 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 have from.