This essay aimed to indicate the importance of well-designed workforce diversity management to lead to the organisational success, and an inclusive organisational environment would be expected to create. Due to the globalisation, intercultural communications became more frequently to further diverse workforce structures within many organisations. In general, the concept of diversity would be complex including cultural background, gender, age, value, working experience, etc (Barbosa & Cabral-Cardoso, 2007). In the workplace, a diverse workforce might be easy to lead to conflicts so as to cause a chaotic situation. In such scenario, managers should possess sensitive insights and cooperate with HR personnel in relation to diverse issues to mitigate the working environment in the workplace. Herein, it was the first statement to argue for that well managing workforce diversity for today’s managers would be pivotal for the organisation to reach the success. However, in the workplace, the culture was critical as well which could be capable of affecting employees. If it was an inclusive organisational culture, then different voices would always be affirmed to improve the existing problem solving ability.
In conclusion, the interrelation between organisational culture and management of workforce diversity was related to better support making strategic management decisions for companies in surviving in the contemporary cross-cultural business environment. On one hand, policies related to management of workforce diversity posed outward forces to reinforce the role of organisational culture for inclusive ideas to be rooted deeply. In turn, organisational culture especially if the inclusive concept was effectively integrated and to clearly state across the entire organisation, diverse workforce could be managed well to activate more creative ideas. Without the effective combination of both these two concepts and to execute actively in practice, changes would not be managed well due to effective different voices could not be utilized to eliminate innovations. According to the argument related to two statements, firstly, today’s managers should possess effective workforce diversity management skills to better develop successful businesses. Through efforts made by managers, an inclusive workplace environment would be created effortlessly to better utilize human resources. Besides, the role of organisational culture could not be underestimated since it could promote the inclusive business environment to make diverse workforce concerns be addressed effortlessly. In most cases, this element was an indispensable factor to help to take advantage of workforce diversity and to satisfy benefits of the organisation.