Cultural Diversity

Cultural diversity is referred to as the presence of various cultural groups within a society. These cultural groups can be based on religion, nationality, sexual orientation, age, health differences, disability, and geographical locations (Gay, 2013). The presence of different cultures can affect the world either positively or negatively. It is fundamental for every individual to understand a cultural group to which he/she belongs. Adequate knowledge about other cultures facilitates our understanding of different perceptions within the world we live in. It facilitates dismissing destructive stereotypes and individual prejudices about other cultures. More so, cultural diversity enables acknowledgment and respect for ways of being that are not certainly our own.

Positive cultural diverse perceptions are essential in enhancing inventiveness and driving innovation. Sufficient knowledge and skills about the local market contribute to business growth and development, making it more competitive and profitable (Friedman, Friedman, & Leverton, 2016). Cultural understanding, awareness, and native familiarity mean higher quality, targeted marketing. People well conversant with a specific geographical location can carry out their business with high competency and employ effective marketing strategies. The marketing group requires sufficient information regarding a certain location, which helps them develop workable promotional strategies that are cost-effective and effective. Due to adequate knowledge of the specific location and its people, they can understand their needs and improvements required in goods supplied. Customers’ feedback enhances creativity and innovation to meet consumers’ needs.

Cultural diversity helps recognize and respect other people’s cultures, which enhances unity among involved parties (Banks, 2015). Peoples from different religions, races, and nationalities, among others, can live together. Embracing cultural diversity enables people to interact freely in different fields such as schools, businesses, and worship houses. People have developed a culture of respect for all people regardless of their cultures. Respect has facilitated a good relationship in places of work. Recognizing individual culture and living with your neighbor without sidelining them based on cultural difference is essential for all people’s good relationship.

Cultural diversity plays a major role in fighting stereotypes and prejudices of people in different circumstances or locations (Shih, Young, & Bucher, 2013). In the absence of cultural diversity emulation, numerous people are likely to suffer from unfair treatment, especially while seeking essential services and looking for employment. Racism has adversely affected blacks. Also, people from certain religions, such as Muslims or Christians, may be discriminated against and denied services.

In conclusion, cultural diversity is essential and should be embraced to ensure unity among all people. No individual should be discriminated against on any grounds. All people should be treated equally. In a situation where cultural diversity is embraced, various developments are enhanced, including proper business development. Consequently, recognition and respect of an individual’s way of being are enhanced, and people can freely interact and engage in commercial activities effectively. This enhances people to grow economically. Finally, cultural diversity has enhanced the fight against biasness and stereotypes of different individuals based on their varying cultures. Cultural diversity is essential and should be enhanced in all countries, and respect for all people irrespective of their cultures should be upheld.

References

Banks, J. A. (2015). Cultural diversity and education: Foundations, curriculum, and teaching. Routledge.

Friedman, H. H., Friedman, L. W., & Leverton, C. (2016). Increase diversity to boost creativity and enhance problem solving. Psychosociological Issues in Human Resource Management, 4(2), 7.

Gay, G. (2013). Teaching to and through cultural diversity. Curriculum inquiry, 43(1), 48–70.

Shih, M., Young, M. J., & Bucher, A. (2013). Working to reduce the effects of discrimination: Identity management strategies in organizations. American Psychologist, 68(3), 145.