Economics

1. I would say that my organization is in the fifth stage, which is the “beginning of multiculturalism that Holvino calls “redefining”. In this stage the organization tried to expand its definition of inclusion and diversity. Leaders and organization members attempt to identify and change barriers to diversity” (Brenton, 2011).

In my organization, they have made a conscience effort to hire both employees and supervisors from various cultural and racial backgrounds. Out of nearly 10 supervisors, about 7 of them are different races, genders, and/or different cultures. And in every shop, at least half of the employees are from different cultures as well. There is also mandatory training that everyone has to take that deals with working in a diverse environment and how to handle it effectively so everyone feels comfortable.

2. Some structural changes that can be made in recruitment practices, policies, pay and benefits, holidays, and work-family balance that would support multiculturalism are; to post available jobs on numerous sites and platforms so people from different backgrounds can apply for the positions. As far as policies go, we can put in place memorandums and regulations that require everyone to have the same training and opportunities.

Other changes that can be made are to have regulations set up for leave and family type emergencies that wouldn’t require the person taking the leave to be punished or penalized. Paternity leave can be set up along with maternity leave so new fathers can be more comfortable taking leave to bond with their new babies. Recognizing other culture’s holiday’s by allowing leave or days off for special holiday celebrations is also important. Having a flexible work schedule is also important.

3. Employees’ communication patterns contribute to multiculturalism when everyone is allowed a voice. Open door policies are a great way to allow anyone that has a complaint or an idea to voice their opinions to their...