Organizations are making efforts to ensure they have a culturally diverse workforce. The various benefits of a culturally diverse workforce include the following. First, a diverse workforce increases the creativity in the organization. Employees from different cultures will give the organization insightful alternatives on how to achieve a common goal. Second, a diverse workforce increases the productivity (Nelson and James 46). Employees from different background offer individual talents and experience in suggesting ideas that will benefit the organization. Third, it promotes language skills. Today’s global economy requires individuals with specific language skills; therefore, organizations that hire foreigners will have a competitive edge over others. Fourth, it provides the organization with a positive reputation. Most job seekers would prefer to work in organizations with diverse workforce since they would not feel discriminated (Nelson and James 47).

For an organization to achieve a culturally diversified workforce, the human resource manager must employ the following strategies. First, I will hire the right employees for the job. I will develop a hiring strategy that will involve talking to local organizations such as cultural institutions, churches and colleges to help me connect with the right candidates. Second, as human resource manager, I will establish a mentoring program and a cultural awareness training. This will help the organization to support and integrate employees from the different background into our workforce. Similarly, the training will help to change the preconception among the employee and make them realize that the hiring process was based on the right candidate for the job. Third, I will provide my non-English speaking employees with access to English language training. The language support will include local conversation circles and online language learning. It will improve their intelligibility and language proficiency. Moreover, the employees will feel happy for being included in the family.

Work Cited

Nelson, Debra L, and James C. Quick. Organizational Behavior: Science, the Real World, and You. Mason, OH, USA: South-Western Cengage Learning, 2011. Print.