The Civil Rights Act of 1964 made it illegal for any organization in either the private or public sector to limit the hiring of someone based on his color, religion, national origin, race or sex. That was benchmark legislation that affected the hiring practices of every company in the country, and it continues to redefine ethnicity in ways that even Congress didn't realize when the act was passed. With that being the law of the land, it is incumbent on every employer to promote cultural diversity in their organizations.
Instructions
1. Hire people for your Human Resources Department that are culturally diversified themselves. By having people in hiring positions that are sensitive to the differences that culturally diversified workers bring to the company, they are more apt to deal with those differences in a positive way.
2. Seek ways to hire more employees who are culturally diverse. For those enterprises that advertise job openings, make sure they are aimed at job seekers with a diverse ethnic background. Also, attend job fairs that attract a high percentage of minorities.
3. Make training courses available to your staff that will teach them to be respectful of the differences exemplified by a culturally diverse environment. Also, relax your company's dress code to allow your employees to wear outfits that are consistent with their heritage. Finally, indoctrinate every new employee about the company's position on cultural diversity including the penalties for breaking the rules.
4. Communicate often with your staff about the organization's position on cultural diversity. If you hear a favorable comment from your CEO or other officer, pass that along to the rank-and-file to reinforce your message and to reflect that senior management is backing the effort.
Tags: cultural diversity, culturally diverse, culturally diversified, position cultural, position cultural diversity, that culturally