CROSS CULTURAL

MANAGEMENT
To what degree does workplace diversity contribute to a more productive
environment?
 Table of Contents
Methodology 04
Background 01

Research questions Data Analysis 05

& Objectives 02

Findings and
06
Literature Review 03 Takeaways

Conclusion 07
01
Background
Diversity is the broad range of individual distinctions, including
those related to racial, ethnic, gender, age, religion, and sexual
orientation. Understanding and using these differences is central
to the idea of cross-cultural management, which aims to create
an inclusive and effective workplace. (Global Diversity Practice ,
2019)

Those with diversity typically outperform those with

homogeneity in terms of innovation and performance. This is so
that varied teams may contribute a range of viewpoints and
experiences that can result in more original problem-solving and
better decision-making.
 02
Research questions
& objectives
Objectives:
1. To identify the best practices and strategies companies
can implement to foster diversity and inclusivity in the
workplace.
2. To analyze the impact of workplace diversity on
organizational performance and innovation.

Research question
1. What strategies can companies implement to create a
more diverse and inclusive workplace?
2. How does diversity in the workplace impact
organizational performance and innovation?
LITERATURE
REVIEW
When diversity is managed and implemented effectively in the
workplace, it may lead to higher levels of creativity and invention,
which can lead to higher levels of productivity . When diversity is
mishandled, it can lead to communication problems,
disagreements, and decreased levels of production (Paulus, P.,
Van der Zee, K., & Kenworthy, J. B. 2016).

According to Badreya Al-Jenaibi research at a university in the

United Arab Emirates, diversity can enable access to a broader
range of viewpoints and ideas, leading to a more creative and
inventive work environment (Al-Jenaibi, B. 2012), (Inegbedion, H.,
Sunday, E., Asaleye, A., Lawal, A., & Adebanji, A. 2020

Diversity management practices have higher levels of

organizational performance, including higher levels of productivity
derived from the competitive advantage gained as a result of
workforce diversity (Tamunomiebi, M. D., & John-Eke, E. C. 2020)

Effective diversity management practices can result in enhanced

employee engagement, job satisfaction, and decreased turnover, all
of which can benefit productivity (Syed, J., & Ozbilgin, M. F. 2007).
 Methodology
1. Conduct background research in ALU to gather information
about the topic.
2. Formulate a hypothesis
3. Design and conduct an experiment or observations to test this
hypothesis.
4. Analyze the data collected during the experiment or observation.
5. Draw conclusions based on the analysis of the data.
6. Share the results with the public through a presentation.
 05

Data Analysis
 The majority of respondents (86.7%) ALU to value
diversity and inclusion. Based on the survey responses,
most respondents felt that ALU valued diversity and
inclusion. This indicates that the organization is
creating a diverse and inclusive workplace.

16.7% of respondents rated their perception of inclusivity

at ALU as a 3 out of 5. The majority of respondents (53.3%)
rated their perception of inclusivity at ALU as a 4 out of 5,
indicating that they feel included and respected at ALU .
Additionally, 30% of respondents rated their perception of
inclusivity as a 5 out of 5,
Increase in personal productivity and innovation due to
diversity initiatives at ALU : From the thirty
respondents 22 said yes which is (73.3%) , No: 4
(13.3%) Not sure: 2 (6.7%) Sometimes: 1 (3.3%)

The majority of respondents perceived diversity and

inclusion training or workshops effective (56.7% rated it
with a 5 out of 5).(53.3%) perceived their workplace as
inclusive, although 16.7% reported experiencing
discrimination or exclusion based on race, gender, or other
factors. Only 53.3% of people felt that ALU was an
inclusive workplace.
 Maybe

Yes

No

Only 63.3% of people felt that their workplace was inclusive, and 16.7% said that they
had been the victim of discrimination or exclusion because of their race, gender, or
other characteristics. These findings imply that while the company is working to
promote diversity and inclusion, more must be done to ensure every employee feels
appreciated and included.Only 20 % said maybe
This is an analysis of how the thirty participants of this survey answered what kind of benefits ALU
provides , Time off for religious observances: 9 (30%) Various meal options (including...): 9 (30%)
Flexible work schedule: 9 (30%) Cultural education and awareness: 9 (30%) Paid maternal and
paternity leave: 9 (30%) Remote work: 9 (30%) N/A (not applicable to you): 7 (23.3%).
The most commonly reported favorite thing about working at ALU was the good work
environment (80%)Good work environment: 24 (80%) Good pay/benefits: 13 (43.3%) In
alignment with personal goals/values: 13 (43.3%) N/A (not applicable to you): 2 (6.7%)
 06

Findings and
Takeaways
1. Diversity in the workplace can have positive impacts on group performance
and productivity if well managed.
2. Communication and collaboration among employees are very important to
reaching the benefits of workplace diversity.

3. Effective diversity management can lead to an increase in employee

engagement, job satisfaction, and a reduction in turnovers in an organization,
all of which increase productivity.

4. Organizations that embrace workplace diversity have higher levels of

organizational performance.
5. To foster workplace diversity, companies can implement strategies such as
educating people on unconscious biases and also seek out candidates from
underrepresented groups within the organisation.
 Inclusion Workplace Benefits Training

ALU is attempting to ALU offers religious Diversity and inclusion

ALU's excellent work
create a diverse and observance time off, seminars were successful for
environment was 80%
inclusive workplace, but flexible work schedules, 56.7% of respondents. This
of employees' favorite
there is space for cultural education and implies that diversity and
item. Employees value a
improvement. As 86.7% awareness, paid mother inclusion training can
positive and inclusive
of the respondents and paternity leave, and improve workplace inclusivity
workplace.
believe that it’s remote work. These
promoting diversity. benefits increase
workplace diversity.
 07

Conclusion
This study emphasizes the need for a
diverse and inclusive workplace where
everyone feels valued.

To ensure that every employee feels

appreciated and respected, the African
Leadership University may increase its
diversity and inclusion activities

Diversity and inclusion benefits,

training and education can help attain
this aim and positively impact
organisational performance.
APPENDIX

Questionaire

Research Report
 REFERENCE LIST
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