Cultural Diversity in Organizations and Human Resource Development Programs: A Psychological Analysis

Abstract

Introduction: Managers make decisions about matters relating to cultural diversity using their cultural expertise since they are aware that cultural awareness and cultural diversity are subjective concepts. Human resource specialists are not supporting the procedures that allow managers to address cultural diversity because of organisational constraints.

Objectives: This study aims to examine the part that human resource management (HRM) plays in handling cultural diversity at the correctional service organization by using a qualitative technique and descriptive scheme. 24 managers were chosen by non-probability purposive samples from the population of 42 managers at the head and regional offices.

Results: This results in favoritism that lowers morale and increases turnover rates. Furthermore, managers lack the knowledge and skills necessary to integrate organizational strategies and policies into cultural diversity.

Conclusions: In summary, cultural diversity in HR development offers firms a wide range of advantages and opportunities. Companies may foster an inclusive and equitable workplace where people from different backgrounds can flourish and contribute their distinctive ideas and talents by accepting and fostering diversity of culture.