Employees’ Perspective on Managing Cultural Diversity in the Workplace

Abstract

Primary objective of the thesis was to investigate the obstacles associated with managing a diverse workforce in diversity perspectives within organizations. Additionally, the research aimed to examine how companies handle workforce diversity and mitigate its challenges, while also assessing the significance of a diverse workforce within a company. To achieve these objectives, interview with employees those continuing with several companies and from cleaning industries was conducted conducting the research, a combination of qualitative and quantitative research methods was employed. Data collection, analysis, and interpretation were carried out using semi-structured interviews and a questionnaire interview comprising a series of inquiries. The company’s approach to managing workforce diversity has fostered a positive work environment, where all employees are treated with equal respect regardless of their diverse backgrounds while communicating. Employee are afforded opportunities to participate in decision making processes and advance their professional development. Diversity is perceived as an asset by the workforces those came from different countries. However, the research identified several challenges in managing work-force diversity at like ISS, SOL and N cleaning companies also including in language and communication barriers, issues related to employees' Origins and back-grounds leading to conflicts, difficulties in accommodating holidays for all employees, and challenges in managing employees with Disabilities and health conditions. The study highlights the importance of managers being skilled at managing workplace diversity to build cohesive and effective teams. To avoid discrimination against specific employee groups, managers need to acknowledge both the differences and commonalities among all employees. In addition, the study recommends that managers implement inclusive policies and practices that respect and value diversity, encourage open communication, provide diversity training for employees, and regularly collect feedback on diversity management efforts to foster an inclusive workplace culture.