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Multiculturalism and Diversity.



The main intention of the assignment is to reflect upon my learning through activities and discussions in the class as well as group tutorials. The knowledge and concepts, which I learnt in the classroom discussions, have been reflected in this reflective essay. The topics, which have been discussed in different weeks of the module, have been reflected in the essay. The learning of the module has been linked with the experience of living in a diverse culture of Australia which is also been discussed in this reflective essay.


In the first week of the module, I learnt about the concepts of multiculturalism and diversity. Diversity has been considered as received differences existing between individuals, which is associated with race, gender, sexual orientation, size and cultural background. In a workplace, diversity has been regarded as the difference in perception and experiences of the team members due to the difference in above mentioned factors. There are different kinds of pattern of differences, which has the potential of influencing the way of communication. Some of these are as follows:

  • Communication styles
  • Attitudes towards conflict
  • Approaches to completing tasks
  • Decision-Making styles
  • Attitudes towards disclosure
  • Approaches to knowing
  • Attitude to the future
  • Approaches to risk and uncertainty
  • Attitudes to power

Multiculturalism is a concept, which is associated with the creation of structure and used for incorporating in migrants and ethnic minorities. This has been done with the intention of retaining the components associated with cultural diversity. Multiculturalism is comparable to diversity in that it emphasises the development of a better awareness of how power in society is unequally distributed owing to race, gender, sexual orientation, power, and privilege. It has been identified that there is a higher level of acceptance in respect of multiculturalism in Australia. This has assisted in increasing Cultural diversity the country within the country. A system of advantages depending on one’s ethnicity, gender, and sexual orientation is known as power and privilege. This system is sometimes undetectable (to those who have it), resulting in unequal dominance in the workplace for one race or gender. Of course, unequal authority leads to inequity, which leads to a slew of problems.

In week 7 of the module, I have learnt about the concept of culture. Culture has been regarded as the integrated pattern associated with human behaviour. This is linked with thoughts, communication, action, customs, beliefs, values, and instructions of a racial, ethnic, religious, or social group of the individual (Sakdiyakorn & Wattanacharoensil, 2018). In respect of personal level, culture is operating in different levels. Some of these are as follows:

  • Cultural upbringing
  • Personality type
  • Ideological framework

High context and low context culture are one of the concepts used in communication. In Low context, communication process is completed without any kind of ambiguity. A large amount of information has been shared so that any kind of misunderstanding cannot be developed (Hatipoglu & Inelmen, 2018). However, in high context, communication process is conducted by considering the situation and thought process of the listeners. It has been identified that there are four elements associated with cross culture communication. These are as follows:

  • Verbal behaviour
  • Non-verbal behaviour
  • Communication Style
  • Values, attitudes and prejudice

In nonverbal behaviour, body language such as eye contact and object language has been used for communication (McCann et al., 2017). Nonverbal expectancy violations theory is one of the theories of communication in which it is assumed that an individual has expectations towards other. In the third week of the module, I have learnt about Ethnicity. It has been considered as the aspects, which an individual learns from the family traditions and practices (Khan et al., 2019). It symbolizes community group of the ancestors and parents of an individual. Different kinds of ethnic groups are residing in Australia. Some of these are as follows:

  • Anglo Australian
  • Aboriginal
  • European (Greek, Italian etc)
  • African
  • Asian

The first Australians are considered the people belonging to Aboriginal community. Dominant culture is a concept, which provides power as well as privilege to a particular group of people. In the present scenario, the companies operating in the United Kingdom are recruiting the individuals belonging to different regions all across the globe (Yanaprasart, 2016). In Australia, the people belonging to the community and culture of more than 190 countries are considered the citizens of Australia. In the year 2010, the activities performed by international education system contributed to near about 16 billion in the growth and development of Australian economy. This reflects the importance of diversity in a workplace.

Diverse workplace is considered as an asset to the company. The development of diverse workplace offers various advantages to the business (Cletus et al., 2018). However, in a diverse workplace, it is important that the cultural differences among the employees should be respected and valued. This is regarded to be the success factor for developing a fair work culture. Diversity plays a vital role in the success of an organisation. It helps in enhancing the level of productivity for the business (Raewf & Mahmood, 2021). By developing diverse workplace, different employees having different potentials and capabilities are employed who contributes towards increasing the productivity in the business. Workplace diversity has become a common concept in Australia. The Government of Australia has developed various laws and regulations for providing an equal opportunity to all the employees. It has been identified that diverse workplace has the capability of maintaining high level of creativity and innovation in the business (Dale-Olsen & Finseraas, 2020). People belonging to different cultures have different ideas, which create a positive influence on the innovation level in the business. It also helps in improving cultural awareness within the organisation. Based on this factor, the company is able to develop the potential of entering into global market place.

In the present scenario, diverse work culture has become an important element for the success of an organisation. It helps in competing with the rivalries existing in the market. It has been identified that by focusing on diverse work culture, an organisation is able to enhance the quality of products or services that is being offered to the consumers in the market. Due to this reason, the importance as well as necessity of diverse work culture in the corporate world has increased to a certain extent. Communication is one of the most important aspects in developing a diverse work culture for an organisation. Different kinds of communication techniques and theories have been used for interacting with the employees belonging to different cultural background.


It can be concluded that Diversity has been defined as the inherent distinctions that exist amongst people and are related to race, gender, sexual orientation, size, and cultural heritage. Multiculturalism is a term that refers to the building of structures and the integration of migrants and ethnic minorities. This was done with the purpose of preserving the cultural diversity-related elements. Body language, such as eye contact and object language, has been utilised to communicate in nonverbal behaviour. The nonverbal expectancy violations hypothesis is a communication theory in which it is assumed that a person has expectations of others. A diverse workplace is seen as a benefit to the business. The creation of diverse workplaces has a number of benefits for businesses.


Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and challenges of workplace diversity in modern day organizations: A critical review. HOLISTICA–Journal of Business and Public Administration9(2), 35-52.

Dale-Olsen, H., & Finseraas, H. (2020). Linguistic diversity and workplace productivity. Labour Economics64, 101813.

Hatipoglu, B., & Inelmen, K. (2018). Demographic diversity in the workplace and its impact on employee voice: The role of trust in the employer. The International Journal of Human Resource Management29(5), 970-994.

Khan, N., Korac‐Kakabadse, N., Skouloudis, A., & Dimopoulos, A. (2019). Diversity in the workplace: An overview of disability employment disclosures among UK firms. Corporate Social Responsibility and Environmental Management26(1), 170-185.

McCann, J. T., Sparks, B. H., & Kohntopp, T. F. (2017). Leadership integrity and diversity in the workplace. Leadership2(5).

Raewf, M. B., & Mahmood, Y. N. (2021). The Cultural Diversity in the Workplace. Cihan University-Erbil Journal of Humanities and Social Sciences5(1), 1-6.

Sakdiyakorn, M., & Wattanacharoensil, W. (2018). Generational diversity in the workplace: A systematic review in the hospitality context. Cornell Hospitality Quarterly59(2), 135-159.

Yanaprasart, P. (2016). Managing language diversity in the workplace: between ‘one language fits all’and ‘multilingual model in action’. Universal Journal of Management4(3),91-107.

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