In Chapter 2, we discussed how the “difference and problem-focused view” of culture has guided much of the theory development in the literature of intercultural communication. Under the influence of the Cold War, the underlying assumption of the mainstream theories is that differences are a source of problem, cost, risk, danger, and difficulties. Cultural gaps are a source of conflict than of synergy and often a disaster. This approach is not always helpful. It fails to look at the bright side of diversity. Focusing on the potential mismatches when cultures collides may do our brain a disservice, by preparing us to be reactive rather than proactive, defensive rather than cooperative, viewing differences as problems rather than opportunities

This chapter describes the historical context behind the need for diversity. It also identifies various dimensions of diversity and discusses the benefits as well as challenges of fostering a diverse workforce. Finally, it addresses a range of strategies and how organizations can employ them to optimize their positive impact.

The drivers and dimensions of workforce diversity

We are living in an era of international networking and mobility. The contrast of everything around us has become increasingly obvious, and diversity management has emerged as a critical discipline of theories and practices. Good diversity policies can turn cultural differences into strengths and benefits. Hence, diversity management has moved to the top of the organizational development agenda. What began as token initiatives to meet legal requirements have now become strategic programs aimed at achieving organizational outcomes. This strategy mindset captures the essence of diversity management, which has been defined as a “management philosophy of recognizing and valuing heterogeneity in organizations with a view to improve organizational performance.” In short, it is not diversity for the sake of diversity, but an acknowledgement that it should be seen as a performance driver and a business imperative.

The Drivers of Workforce Diversity

Managing a diverse population and workforce is not new. Indeed, great empires throughout history have conquered lands comprised of fragmented peoples and nations, yet learned to rule them effectively for centuries. However, the kind of diversity management we are witnessing today is driven by historical factors that characterize the fast-changing pace of the modern era.