Question

explain how the Global Culture Report mirrors or equates what we know about an inclusive environment.  Make your points giving examples

Answer 1

We are living in a diverse, integrated world where diversity shapes the structure of contemporary culture, influenced by modernization and technological innovation. Despite this interrelationship, there is still rising division fueled by identity politics and the revival of populist ideologies, both in the physical and digital environments.

The business has the disruptive potential to improve and to lead to a world that is more transparent, integrated and inclusive. We can accomplish this only if we start from the inside of our organizations. Many of them intuitively know that diversity is perfect for business. Each year the case for creating a fully integrated workplace is becoming more persuasive at all organizational levels. The philosophical case is weighty enough, but as shown by numerous surveys, the financial effect renders this a no brainer.

Disruption and innovation

A main factor of creativity is the bringing together of individuals with diverse ethnicities with different backgrounds in towns and cultures. The food we consume each day is a product of this combination of cultures. The most popular musical genres are the result of ethnic amalgamation, such as pop, rock'n'roll or hip-hop.

Looking at the world's most innovative, revolutionary and thriving metropolitan hubs-New York, Dubai, Tokyo, and Singapore-they all have one thing in common. All of these are international melting pots with high immigrant concentration. Analysis indicates that there is a strong link between high-skilled immigrants and a rise in urban and national rates of creativity and economic growth.

Singapore does an outstanding case report. With just over five million people, this small Southeast Asian tiny island is one of the world's heavy-weight financial hubs today. This ranks highly for fields as varied as education and business-friendliness in international rankings, and has been listed as the most technology-ready country in the world. Singapore is also heavily multicultural, with an ethnic blend of Chinese, Malay and Indian origins and significant numbers of different faith communities including Buddhists, Catholics, Muslims, and Hindus.

When Singapore gained independence in 1965, steps were introduced by its founding fathers that would not leave the ethnic unity to chance. In Singapore, racial and ethnic integration was encouraged vigorously. A significant step is the housing policy made by any complex of public housing met a national racial percentage quota. This pushed citizens of different racial origins to learn to live together, tearing down all the ghettos that existed before freedom took place.

The small island nation has supported this seemingly autocratic effort to create a well-integrated society which respects classless society better than race or religion. Ethnic and religious diversity in Singapore has proved to be an advantage to the nation and the outcome is greater racial unity – something about which the US will do well to know.

Diversity and business performance

Substantial evidence indicates that diversity presents an enterprise with several advantages: improved competitiveness and innovation, good efficiency, and enhanced problem-solving skills. Employees of varied backgrounds bring their own viewpoints, insights, and perceptions to bear, helping to create robust and successful organizations that outperform non-investing companies in diversity.

Research by the Boston Consultancy Group showed that businesses with more diverse executive teams had an innovation-driven 19 percent better return. This discovery is important for tech companies, start-ups, and businesses where the path to success is creativity. This shows that diversity is not only a goal to aim for; it is, in reality, an important part of a profitable company raising revenue.
While most of these research is undertaken in the western world, Asian countries join in the discussion on equality at their own pace. In reality, South East Asia has a 42% female representation in the workforce – better than the world average of 39% – owing to cultural shifts over the last 40 years.

Hays Asia Equality and diversity Survey done on 2018 shows, the top three advantages of diversity found by respondents were increased business community, leadership, and greater creativity. Nevertheless, there was a concern among a substantial proportion of participants that the variables such as age, impairment, ethnicity, gender, family responsibilities, marital status, race, faith, and orientation could hamper access to employment, work and professional opportunities for those of equal merit.

More than ever, diversity and agility are becoming the secret to success for individuals, enterprises and countries alike and the only way to achieve these values is in a culturally diverse climate. It is important to test perceptions, to hold discussions and to change the business culture so that the new workforce can adequately represent and serve the region's community.

The millennial quotient

In 2025, 75 percent of the world's population will be made up of millennials-meaning that this demographic will hold the bulk of leadership positions in the next decade. You will be responsible for taking crucial choices that will impact the environments of the workplace and the lives of people. This community has a remarkably complex outlook. Whereas older generations continue to see diversity through ethnicity, gender, inclusion, and justice filters, millennials see diversity as a combination of diverse cultures, diverse identities, and individual viewpoints. We see the perfect workplace as an atmosphere of encouragement that provides room for different viewpoints on a given topic.

Deloitte Millennial Survey suggests that 74 percent of these individuals agree that because it has a philosophy of equality, their company becomes more creative. If companies look to employ and maintain a millennial workforce, then diversity should have to be considered a critical part of the culture of the company. This 2016 survey shows that 47 percent of millennials actively seek diversity and inclusion when it comes to sizing potential employers up.

Women in the workplace

In the business sector, gender representation remains a big concern. Following a plethora of studies suggesting businesses with more females in the C-Suite are much more productive, there is still a gender disparity in the vast majority of industries. Women remain substantially underrepresented in the business system, with fewer women recruited at the entry-level than men, and more reduction in participation at any subsequent stage.

Organizations need to provide a systematic strategy to help and promote women. This includes an organizational cultural paradigm change that would involve investing in workplace training and allowing workers the freedom to incorporate work into their lives.

A Pew Research Centre's report lists many places where women are better in both government and industry-main fields. Investigators noted that women are:

• More than 34 percent to hammer out solutions.
• Thirty-four percent more inclined to be fair and ethical.
• women are brave enough to stand up for their convictions by 25 percent.
• Fair pay and benefits are 30 percent more likely to be offered.
• Better than 25 percent for mentoring.

Forward-thinking businesses should seek ways to utilize and encourage more women in the workplace – not just as a moral imperative, but as a strong business strategy as well. The most recent Delivering Via Diversity study by McKinsey showed companies on their management boards that support gender diversity were more productive and 21 percent more likely to achieve above-average productivity. They also had a 27 percent probability of surpassing their peers in creating longer-term value. The specific consumer wants viewpoints, quality development, and company well-being to drive a profitable market.

Closing the gender divide was expected to add $28 trillion to the global economy's valuation by 2025 – a rise of 26 percent. Simply put, as people achieve greater financial freedom, companies, and economies are more likely to expand and flourish.

Taking a stand

It is important that corporations step up on a public platform and endorse for diversity and tolerance. Nike's advocacy for American Football QB and justice activist Colin Kaepernick is a perfect example of this. It told the world more than a commercial ploy that one of America's best-known companies was able to stand with one man in his fight against racial inequality and bigotry.

The 'We See Equal' campaign by Procter & Gamble (P&G), which was designed to combat prejudice and work toward more egalitarianism for all, illustrated boys and girls subverting gender stereotypes. The business has a history of coping with the issue and estimates that 45% of the leadership and 1/3 of the executive team are women. P&G's strong contribution to inclusion within its own workplace has ensured that the initiative turned out to be credible and a real drive for reform.

The above instances affect all companies in today's world. Be it gender biasness or biasness towards any particular ethnic group, we see it every day at our daily workplace. Thus these issues resonate with what we know about our workplace.