MULTICULTURAL

ORGANIZATION

RUBY CARRERA – DILAN

Lecturer
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A multicultural
organization seeks for
and values all forms of
diversity, as well as
develops structures and
work practices that
encourage the success
and inclusion of
individuals from all
backgrounds.
 Equality, justice and full
participation are
z
characteristics of
multicultural organizations
for both group and
individual levels.
Differences of all kinds are
actively sought after
because their inclusion
provides critical
opportunities for
organizational
improvement and
enhanced outcomes.
CONCEPT OF MULTICULTURAL ORGANIZATION
A multicultural organization is defined as one that:
Recognizes the contributions of various cultural groups in its purpose , operations, goods, or services.

Which does
z not believe in lip service but rather in action to
eliminate social coercion in all forms within the organization.

Which gives diverse employees an equal chance to participate

in decisions that shape the organization.

Which follows up to ensure that all forms of social dominance

are eliminated
 Two Categories of Multicultural Organizations
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Monolithic companies Plural organizations
- Large number of males who - More diverse workforce.
make up the majority of the total
employee population. - Policies and practices that are
more inclusive of individuals who
- Few women or persons of color are not members of the dominant
in managerial roles. group.

- High levels occupational - Better incorporation of minority

segregation; high levels of group members into informal
discrimination and prejudice. networks.

- An explicit value placed on one - Lower levels of discrimination

dominating group, culture, or and prejidice.
style at the expense of others.
 Factors of Multiculturalism

1 2
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Businesses are growing

more diverse across the board:
individuals of different colors,
genders, educational levels,
sexual orientations, socio -
economic status, religious
affiliations and other variety of
elements of diversity.
Businesses operate in an
ever - changing environment:
technology advances, rapidly
altering customer bases, and
major legislative changes and
legal issues all have an effect
on enterprises.
 Stages and Levels for Becoming a Multicultural
z Organization
Levels Stages Stage Name Definition

1
1 The Exclusionary Maintains the power of dominant groups in the organization and
exclude others
Organization
2 The Club Still excludes people but in a less precise way. Some minority group
members are allowed to remain in the group, till the time they
conform to pre-defined norms.

2
3 The Compliance Recognizes that there are other perceptions as well, but does not
believe in causing any sort of trouble. It actively recruits minority
Organization groups at the bottom of the organization.

4 The Affirmative Determined to eliminate discrimination and encourages employees to

examine their attitudes and think differently
Action Organization

3
5 The Redefining Develops and implements the policies to encourage distribution of
power among all the groups in the organization
Organization
6 The Multicultural Reflects the contribution and interests of its entire diverse workforce
in everything it does and supports. All members actively participate
Organization which leaves a positive impact on the stakeholders.
 Multicultural Change in the Organization
STRUCTURAL CHANGE
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The formal procedures that guide and control the operations of the organization. It
emphasize recruitment, promotion, retention, and career development.

CULTURAL CHANGE

Addresses fundamental assumptions, attitudes, ideas, and ideologies that influence

an organization’s view of itself. Advocates lead the business by creating an
environment that embraces a wide range of work styles and behaviors and
encourages diversity.

BEHAVIORAL CHANGE

Focused with altering the individual and group – level behaviors, attitudes and
beliefs that impede diversity goals. Advocates urge the organization to investigate
the intentional and unintentional consequences of actions that disproportionately
and negatively impact members of minority groups.
 Multicultural organizations use a number of
different interventions to support their employees.
Common interventions include:

Managing / valuing diversity training

Orientation programs for new members

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Targeted career development programs

Mentoring programs, focus groups, task forces

Performance appraisal and reward systems that consider

diversity

Company – sponsored social events

Five steps on how to determine interventions to use
z in Multicultural organizations
 Laying the groundwork and securing
organizational leadership for
intervention;
 Assessing organizational needs
related to diversity;
 Developing and communicating a
vision, goals, and strategic plan;
 Implementing selected interventions;
and
 Monitoring and evaluating progress
and results.
END of PRESENTATION…
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