Multiculturalism and its impact on the

productivity of employees: a case study

on Microsoft

Submitted by –

Supervised by –

Submitted in part fulfillment of the requirements of the MA in Intercultural Business

Communication

School of Humanities, Language and Global Studies University of Central Lancashire

31 August 2021

1
 Acknowledgements

I would like to show my gratitude and deepest regards for my professors, supervisors, University
staff, peer members and friends who have been an incredible support in providing me adequate
help and care in fulfilling this research project. I have been grateful in receiving help from the
employees of Microsoft alongside University staff members in conducting the project during the
challenging times of the global pandemic. I would like to pass my regards to my professors for
helping me in studying specific Journal articles and guiding me through the research project that
made me enable and capable in conducting the investigation and fulfilling the objectives of my
academic study.

2
 Table of Contents
Abstract............................................................................................................................................7
Chapter 1: Introduction....................................................................................................................8
1.1 Introduction............................................................................................................................8
1.2 Background of the study........................................................................................................8
1.3 Research rationale..................................................................................................................8
1.4 Research aims and objectives................................................................................................8
1.5 Research questions.................................................................................................................9
1.6 Significance of the study.......................................................................................................9
1.7 Structure of the dissertation...................................................................................................9
1.8 Summary..............................................................................................................................10
Chapter 2: Review of the literature................................................................................................11
2.1 Introduction..........................................................................................................................11
2.2 Conceptual/theoretical Framework......................................................................................11
2.3 Critically understanding the concept of multiculturalism...................................................12
2.4 Analyzing the positiverole of multiculturalism in workplace.............................................12
2.5 Previously pursued research works on negative influence of multiculturalism..................15
2.6 Critically examining the relationships between employee productivity and multiculturalism
in organizations..........................................................................................................................17
2.7Summary...............................................................................................................................19
Chapter 3: Methods........................................................................................................................20
3.1 Introduction..........................................................................................................................20
3.2 Research philosophy............................................................................................................20
3.3 Research approach...............................................................................................................20
3.4 Research design...................................................................................................................20
3.5 Data collection methods......................................................................................................21
3.6 Data analysis technique.......................................................................................................22
3.7 Ethical considerations..........................................................................................................22
3.8 Limitations...........................................................................................................................22

3
 3.9 Summary..............................................................................................................................22
Chapter 4: Data/Results/Findings..................................................................................................23
4.1 Data findings........................................................................................................................23
4.1.1 Thematic analysis of secondary data............................................................................23
4.1.2 Analysis of primary data...............................................................................................28
Chapter 5: Discussion....................................................................................................................35
Chapter 6: Conclusions..................................................................................................................37
6.1 Conclusion...........................................................................................................................37
6.2 Objective linking.................................................................................................................37
6.3 Recommendations................................................................................................................38
6.4 Future scope.........................................................................................................................38
Reference List................................................................................................................................39
Appendices....................................................................................................................................42
Appendix 1: Survey questionnaires...........................................................................................42
Appendix 2: Interview transcripts.............................................................................................43

4
List of tables

Table 1.1: Structure of the study....................................................................................................10

Table 4.1: Coding..........................................................................................................................25
Table 4.2: Theme development.....................................................................................................26
Table 4.3: Secondary data analysis................................................................................................27
Table 4.4: aware of multiculturalism.............................................................................................29
Table 4.5: support from the organization......................................................................................30
Table 4.6: workplace diversity influences professional growth....................................................31
Table 4.7: multicultural training is important................................................................................32
Table 4.8: advantages of training...................................................................................................33

5
List of figures

Figure 2.1: Conceptual framework................................................................................................11

Figure 2.2- Image representing records of higher revenues earned by organizations that
implemented diversity at workplace..............................................................................................14
Figure 2.3 – Workplace diversity influencing productivity...........................................................17
Figure 2.4 – Diverse employees influencing productivity by developing positive
interrelationships............................................................................................................................18
Figure 4.1: aware of multiculturalism...........................................................................................30
Figure 4.2: support from the organization.....................................................................................30
Figure 4.3: workplace diversity influences professional growth...................................................31
Figure 4.4: multicultural training is important..............................................................................32
Figure 4.5: advantages of training.................................................................................................33

6
 Abstract
Multiculturalism reflects the idea of coexistence of people coming from diverse social cultural
backgrounds. Scholars do note that multiculturalism or diversity at workplace has both its
positive and negative sides. Workplace diversity allows employees to develop better skills and
enhance the quality of their workplace performance by acquiring knowledge from people of
different cultures and communities. Workplace diversity or multiculturalism in organizations
allows them to cater to a wide range of people’s requirements both local and international by
understanding the specific needs and demands of a diverse range of stakeholders. However,
multiculturalism can have negative impact in the form of its nature that is bound to change with
the changes that come in the society and the world.

Both primary and secondary data collection method have been used to collect the data. Survey of
30 participants from the company that is Microsoft and 5 employees from Microsoft have been
chosen for interview. Microsoft Corporation is one of the most successful organizations in the
world and is operating in multiple locations in India with a wide range of stakeholders from
different social cultural backgrounds. Both primary and secondary data has been used to explore
that employees of Microsoft are in complete favour with employee diversification and generating
diversity and inclusion at workplace that helped them to build specific skills to succeed and excel
in both personal and professional life. Employees do feel more attracted committed an engaged
at workplace due to the multicultural work environment at Microsoft offices. There is a positive
relationship between multiculturalism / workplace diversity and employees productivity in
relation to Microsoft and the research study is successful in generating a critical understanding
on ways workplace diversity has enhanced employee productivity in the stated organization.

7
Chapter 1: Introduction

1.1 Introduction
As the first introductory chapter the following sections are going to identify with the research
rational aims objectives and formulated research questions. The following sections will also
identify with the significance of the study and observe the structure of the dissertation

1.2 Background of the study

As observed from the research studies of Clara Chu (2020), multiculturalism it’s simply the
coexistence of diverse cultures in the society. The idea of multiculturalism fast is the idea of
cultural diversity where people from different social cultural backgrounds can coexist without
clashes and conflicts (Patel et al., 2017). It has been observed from the research studies of
Korziliuset al., (2017), that developing a multicultural work atmosphere help in enhancing
employee productivity and performance. Multiculturalism also helps in fostering knowledge
transfer and enhancesemployees’ abilities to be more creative and catering to customers of
diverse tastes and preferences.

1.3 Research rationale

As observed from the works of Gyebi (2018), multiculturalism has both its pros and cons that
can affect workplace productivity in both positive and negative ways. This research study is
going to investigate on the organization Microsoft and identify how employees’ productivity has
been affected by multiculturalism. It is imperative to develop a case scenario in relation to
Microsoft and understand the employees’ productivity and their relationship with
multiculturalism as it is challenging for big organizations to foster diversity and manage
employee performances. This study develops a sound understanding between the relationships of
the two variables; multiculturalism and employee productivity.

1.4 Research aims and objectives

The aim of this particular research is to develop a critical understanding on ways
multiculturalism influence employees’ productivity in an organization like Microsoft. The
following are the research objectives that the study aims to fulfill.

8
 • To develop an understanding on both challenges and advantages of multiculturalism
• To identify with the influence of multiculturalism on the performance of employees
• To develop an understanding on the relationship between multiculturalism and employee
productivity in Microsoft
• To develop strategic recommendations on ways multiculturalism can be developed
enhancing workplace productivity.

1.5 Research questions

The following are the research questions

• What are the merits and the merits of multiculturalism?

• How multiculturalism impact on employee performance?
• Is there any relationship between employee productivity and multiculturalism?
• What could be the potential recommendations addressed to employees of Microsoft in
enhancing workplace productivity?

1.6 Significance of the study

This particular project is highly significant and relevant in the contemporary world where
multinational organizations do face challenges in developing workplace diversity and
implementing multiculturalism as a part of their work culture. The study will help in identifying
the multiple facets of multiculturalism and identify its impact on productivity of employees in
relation to Microsoft.

1.7 Structure of the dissertation

This particular dissertation is divided into 6 chapters of whose contents and names are listed
hereafter.

Chapter 1 Introduction Introduces the overall study with research aims,

objectives, questions and rationale
Chapter 2 Literature Review Reviews a series of literatures
Chapter 3 Methodology Discusses the chosen methods of investigation
Chapter 4 Data findings Finds and analyses the data
Chapter 5 Discussion Discusses the implication do the findings

9
 Chapter 6 Conclusion Summarizes the overall findings and presents the
recommendations

Table 1.1: Structure of the study

(Source: Created by author)

1.8 Summary
It has been observed from the first chapter that the study is going to specifically focus on
Microsoft organization alongside identifying with the different aspects of multiculturalism that is
imperative to be observed and carefully analyzed in the contemporary world market. Specific
research aims and questions are formulated in order to achieve the research goals that I drafted
by careful observing outcomes of previously pursued researchers.

10
Chapter 2: Review of the literature

2.1 Introduction
The literature review chapter is going to identify with a plethora of existing and previously
pursued research works in order to identify with the key studies on multiculturalism and
employee performance. The following sections of the chapter critically analyses the previously
pursued walks in order to develop a sound understanding on the existing knowledge in literature
on the chosen theme of the project.

2.2 Conceptual/theoretical Framework

Multiculturalism

Workplace Diversity and Inclusion

Employee engagement Flow of knowledge and information Enhanced quality of productivity

High employee productivity and performance

Figure 2.1: Conceptual framework

(Source: Created by author)

11
2.3 Critically understanding the concept of multiculturalism
According to Stanford University scholars the term multiculturalism is mostly used in order to
identify with the diversity in the society. Multiculturalism is also observed as a “melting
pot”where minority sections of the world population are expected to ‘assimilate’ with the
‘dominant’ culture(Plato.stanford.edu, 2020). Adding to the same nerve is Clara Chu (2020),
suggesting that multiculturalism is simply the coexistence of multiple cultures in the society.
According to scholars, studying liberalism theories also provides adequate justification for the
development of multiculturalism in the current world. Multiculturalism emerged with the
development of liberalism where people began to understand individual rights and liberties over
collective goods(Plato.stanford.edu, 2020).

Interestingly an ontologically holistic view has also been provided by scholars by drawing from
notable scholars like Hegel, Rousseau in stating that multiculturalism allow the person to be
aware of others requirements and needs and respect the same. One does not become a good
human without defining others and staying in isolation from the society that is growing to be
more diverse with every passing day. Elements like equality, freedom from domination,
addressing historical injustice without being afraid, are major facets of
multiculturalism(Plato.stanford.edu, 2020).

It is with the rise of people’s awareness education and globalization that multiculturalism as a
concept has been extensively used by major business organizations in order to drive workplace
diversity and enhancing the quality of workplace culture (Tamunomiebi and John-Eke, 2020). It
must be noted that multiple scholars have argued on the advantages and disadvantages of
multiculturalism that can be studied in relation to organizations or in relation to social changes as
a whole. Multiculturalism at workplace started as a trend and is now a necessity in the current
world in order to provide equal opportunities to both men and women coming from different
social cultural backgrounds (Ozdowski, 2017). The following sections of the literature review
provide a plethora of critically analyzed journal articles from notable scholars in identifying with
the positive and negative impacts of multiculturalism that is observed in different workplaces.

2.4 Analyzing the positiverole of multiculturalism in workplace

As per the views of Goswami and Goswami (2018), workplace diversity positively influences
employee performance. According to the views from Katie Reynolds (2018), it can be stated that
12
there are multiple benefits of driving a diverse cultural workforce in organizations that is the
various sense of multiculturalism in the contemporary business. It must be noted that the author
mentions about successful business organizations like Virgin group, Disney and others who have
effectively embraced the concept of multiculturalism by fostering a diverse workforce in order to
enhance their overall market reputation. It must be noted that multiculturalism allows
organizations to higher people from multiple social cultural backgrounds that are able to inspire
creativity and drive innovation under all circumstances(Reynolds, 2018). Enabling a diverse
workforce to work in favor of the organization’s objective help in supporting local market,
develop knowledge, and gather insight from multiple stakeholders who are responsible in
making a business highly competitive and much profitable (Kaur and Abarashi, 2018).
Multiculturalism also helped in driving or ‘cultural sensitivity’ in the business by developing
strategic insights and allowing knowledge transfer that eventually helped in enhancing the
quality of products and services that are to be offered to the targeted market(Reynolds, 2018). On
a macro level this is imperative in the competitive world market as business organizations are
required to constantly stay competitive in the market and enhance the quality of their services.

13
 Figure 2.2- Image representing records of higher revenues earned by organizations that
implemented diversity at workplace
Source- (Eswaran, 2019)

According to the views from Schindler (2019), as published by the Forbes magazine the benefit
of cultural diversity in the workplace has bought its pros and cons. The Forbes writer talks about
successfully implementing a cultural diversity plan in an organization in order to achieve the
highest benefits of multiculturalism and diversity in the contemporary world. Cultural diversity
is also termed as ‘a win-win situation’ that helped in developing both the employers as well as
employees by increasing innovation creativity and improving quality of performance in
culturally diverse groups of people(Schindler, 2019).

According to the observations from Joseph and Selvaraj (2015)globalization and Internet are
major aspects that have allowed multinational organizations to adopt digital communication
platforms that have helped in generating diverse work culture. The writers have successfully
identified with the relationship between peoples diversity and employee performance in relation
to organizations operating in Singapore. The research certainly focuses on Singaporean
organizations but does not limit its knowledge and observation to the country. The researcher
talks about age diversity, ethnic diversity, gender diversity, and interestingly identifies that these
demographic profiles do not impact the work culture and employ performances in organizations
of Singapore (Joseph and Selvaraj, 2015). The research is vital and significant in contributing the
fact that employees in Singapore do not admire the workforce diversity nor they show any
neutral perception about the same.

On the other hand, research from Jayawardana and Priyashantha (2019), state that diversity is
observed as a ‘positive force’ for employees’ job performance in multiple sectors. The writers
explore that factors like religious diversity, work experience diversity, educational background,
and age diversity, play a positive role in influencing the performance of employees. Stands
incomplete contrary to the previously pursued research works from Joseph and Selvaraj (2015),
this study serves as a major document highlighting the positive attributes of multiculturalism if
rightfully applied to business organizations and ways the influence the employer performance
and work culture.

14
A significant research work from Kumar and Suresh (2018), investigate upon elements of
diversity, workforcediversity, cultural diversity, gender age and educational diversity and helps
to understand that workforce diversity has become a necessity in the current times. Such
multicultural approaches can be applied to corporate legal and political circles as well as diverse
workforce is often observed by scholars to be changing the marketplace with their diverse set of
knowledge and ideas. The researchers rightfully stated that no organization in the world will be
able to succeed without the implementation of a diverse workforce in the current times (Kumar
and Suresh, 2018). However there are both negatives and positives to the sides of
multiculturalism and workforce diversity that needs for the research and constant monitoring
while studying diversity management an employee performance in the current world.

2.5 Previously pursued research works on negative influence of multiculturalism

As observed from the previous sections of the literature review multiculturalism and diversity
has multiple benefits in workplace scenarios yet has many challenges and negative outcomes as
hinted by many scholars. According to Nye (2007), multiculturalism can provide a complex
range of issues that are related to religious and cultural diversity in the society that are often
misjudged and misinterpreted by many. It must be noted that the scholar rightfully claims that
multiculturalism should not be considered as an ‘optional extra’ (Nye, 2007).

It has been observed that multiculturalism is highly specific and mostly contextual to particular
places and cases. Multiculturalism can certainly work for some nations yet cannot be termed
highly positive for other countries with different cultures. Nye (2007), rightfully compares
multiculturalism in Britain to be unique to that of other countries like Canada, Malaysia, UAE,
Australia, and others.

It must be noted that multiculturalism and related approaches are temporary and liable to change.
Mallory Nye terms multiculturalism as ‘processual’, and that it is imperative for scholars to
understand that multicultural contexts are liable to change with changes in the society and
development. Such changes can hold both positive and negative impact thus making the whole
multiculturalism concept temporary. Multiculturalism and diversity is also not always peaceful
and in some cases people cannot avoid the disruptions and conflicts too (Nye, 2007).

15
It must be noted that according to the views of Katie Reynolds (2018) professional
communication becomes extremely prone to misinterpretation across multiple languages and
cultures due to the development of diversity at workplaces. it must be noted that not all
organizations or workplace environments are capable to develop quality translations and related
activities for effective marketing or daily communication that makes it extremely risky for
organizations to manage transparency and flow of information across all management levels. The
idea of cross cultural communication also depletes if wrong words are spoken or understood as
non verbal communications are also delicate and play a major role in bringing success to cultural
diversity (Vora et al., 2019). The writer also talks about employment laws, accommodation
costs, and workplace requirements that keeps changing with time and social development and
can be a major challenge for employers and employees coming from different social cultural
background to walk in a particular organization (Reynolds, 2018). Professional attitudes,
behaviours and values can also be wrongly misinterpreted if multiculturalism or workplace
diversity is not strategically practiced and is implemented without any plan. In addition,
employees can also experience a conflict in work culture across multiple teams and levels of
organization.

According to the views of Keith Miller (2020), it can be stated that diversity of the workforce
can create too many opinions at times. This certainly hinders the practice of smooth knowledge
and information transfer across all levels of the organization (Miller, 2020). Since multinational
organisations have a diverse range of workforce it makes it challenging for the organization to
identify with the diverse range of employee opinions on a specific subject or case. In addition,
the writer claims that diversity in the workplace can influence the overall work culture by
reducing the amount of ‘trust’ that exists amongst stakeholders (Miller, 2020). This disadvantage
is related to the population demographic where people of similar culture or educational
background tend to lose their trust from the organization and not participate in teamwork. As
major roadblocks to organizational success, diversity in the workplace can make some teams
become extremely ‘hostile’ in performing specific tasks for organizational benefit(Miller, 2020).

As observed from the above literature is diversity as a major facet of multiculturalism has both
its negative and positive sides that need to be well examined and carefully analyzed prior to
implementing in any organizational setting. The following section of the literature review is

16
going to identify with the relationship between employee productivity and multiculturalism
based on scholarly suggestions, opinions, and observations.

2.6 Critically examining the relationships between employee productivity and

multiculturalism in organizations
According to Ankita Saxena (2014), workforce diversity has a key role to play in improving
employee performance and organization’s productivity. It is from this research study that one can
identify with the true relationship shared between multiculturalism and employee productivity.
The scholar, as mentioned in the figure hereafter,linked workforce diversity with employee
working and eventually to organization’s productivity that seems to be highly influencing with
the diverse range of employees working in a company.

Figure 2.3 – Workplace diversity influencing productivity

Source- (Saxena, 2014)

It must be noted that and organization’s diverse range of employees will help in developing
cordial interpersonal relationships with each other and enhance the quality of their individual
performances by excepting and respecting ideas and knowledge from each other that eventually
help in enhancing productivity. The research study specifically mentions about diversity
stimulating innovation and productivity and multicultural organization is more successful in the
global market by being more aware and understanding towards legal, political, social, cultural
and economic environments of foreign nations.

17
 Figure 2.4 – Diverse employees influencing productivity by developing positive
interrelationships
Source- (Saxena, 2014)

Writing in the same nerve are scholars Raisi et al., (2019), that helps to understand that cultural
diversity in specific organizations do have a positive effect on the performance on the
employees. The researchers has predominantly focused on Oman and concluded as major
findings of the study that differences in employees languages is necessary to communicate with
others in terms of developing higher customer services as most global customers are coming
from multiple social cultural backgrounds. The study also highlights the fact that teamwork of
diverse range of employees helping sharing their ideas knowledge that led to higher productivity
and drive better innovation on specific tasks that they performed (Raisi et al., 2019). In relation
to this particular study it can be stated that cultural diversity and workplace diversity has a
significant relationship with employee productivity that help business organizations to grow and
foster.

The relationship between employer productivity and multiculturalism can also be observed from
the research studies from scheduling Gyebi (2016).In this particular research the influence and
impact of multicultural working environment is observed in relation to the ways employees
perform at the workplaces. The outcome of this particular research helps in understanding the
diversity or multiculturalism has both negative and positive impact on employees and shares a

18
direct relationship with their performance by either bringing good or bad to the
employees’behavior, workplace attitudes, and overall performance (Gyebi, 2016). There is a
clear relationship between multiculturalism and workplace performance and the research
understands that the diversity training programmes for the contemporary employees is
imperative in order to prevent misunderstanding and in effectively managing work to enable or
highly creative and innovative work culture.

In addition, the views from Ukachukwu and Iheriohamma (2013), also suggest that not all
organizations and countries have been able to provide positive and effective infrastructure to
develop multiculturalism for workplaces. The scholar interestingly highlights the case of Nigeria
where the country has failed to achieve benefits of multicultural workforces and maintain a
cohesive and productive team of employees while struggling with the decreasing productivity
and failing standards of services in the country (Ukachukwu and Iheriohamma, 2013). Since the
study highlights the case of Nigeria it has been well observed that the country has been facing
multiple challenges of multiculturalism in workplaces and has being incapable in improving the
skills creativity innovation and technology for the benefit of employers and employees in
multiple organisations. Theresearchers have also noted that the economic condition of the
country is one of the major reasons behind this failure.

2.7Summary
This particular chapter has helped in identifying the multiple facets of multiculturalism and
employee performance in the contemporary world. It has been observed from the wide range of
analyzed literatures that multiculturalism has great benefits if it is rightfully and strategically
implemented through a plan that can help in benefiting the employees topractice effective
communication and shared information and knowledge by being creative and driving innovation.

19
Chapter 3: Methods

3.1 Introduction
The third chapter of the dissertation is a research methodology that intends to provide a clear
understanding on the chosen research an investigation methods adopted by this call are supported
by adequate justification. The following sections of the chapter will help in identifying research
philosophy approach design and the chosen data collection methods.

3.2 Research philosophy

In order to fulfill the research objectives in the most effective manner the researcher has opted
for the interpretivist research philosophy. The interpretivism research philosophy is a simple
research paradigm that believes in the idea that social reality is predominantly shaped and framed
by human experiences and social contexts and it's certainly not singular or objective (Ryan,
2018).

In relation to the chosen topic of the research project the researcher required to identify with
people’s experiences by collecting primary data from them alongside study the research output in
great depth. In addition the project needed to use qualitative methods in order to explore human
experience alongside other sources of information for which the interpretivism research
philosophy was chosen to perfectly suit the nature of the dissertation.

3.3 Research approach

The researcher has opted for deductive research approach in order to carry out the research
investigation in the most effective manner. It must be noted that in order to answer the research
question the researcher had to read adequate sources of information analyze existing theories
alongside testing hypothesis that are emerging from the existing theories. Unlike inductive
approach, the researcher had to deduce the observation and knowledge from the existing range of
theories and scholarly observations for which the deductive research approach was perfect and
highly beneficial (Azungah, 2018).

20
3.4 Research design
There are multiple research designs available for scholars in order to develop the investigation in
a flexible and adaptable manner (Reiter, 2017). The researcher has opted for the exploratory
research design for its flexible an adaptability of nature and approach. It must be noted that the
study dealt with identifying the aspects of multiculturalism and ways it influence employee
productivity in relation to a specific organisation. In order to achieve best outcomes in the
research exploited research design has been beneficial and highly effective in developing
groundwork for the study alongside providing adequate information as secondary sources for
future scholars to carry similar and related walks of studies. In addition the exploratory studies
helped in saving time and acquiring adequate resources for the investigation that made the
research design highly justified for the project (Reiter, 2017).

3.5 Data collection methods

It is by observing the nature and requirement of the project that the researcher has decided to opt
for both secondary and primary data collection methods in order to fulfill the research objectives
in the most effective and successful manner.

It must be noted that the primary data collection helps in attaining the most updated form of
information from the first in sources of data in the form of interviews, surveys and personal
interactions. The researcher has chosen to interview a set of candidates from Microsoft
organisation in order to identify with the employees’ personal opinion and feelings as raw
primary data in order to fulfill the research objectives. This method was imperative in order to
identify with the most authentic set up data that is devoid of misinterpretation of ideas or
information that is often notable in secondary sources of data (Johnston, 2017). Probability
sampling method, as a method that eradicate chances of biased views and approaches, have been
used to randomly select the interviewees who were interviewed over telephone. Primary data will
be collected through interview with 35 participants. It is planned that 5 employees will be
participating in the interviews from Microsoft and the 30 employees will participate in the
survey, who will be selected from the employee base of Microsoft only. Probability sampling
method will be used to select the participants. The interview will be conducted over the
telephone because in the COVID-19 situation conducting face-to-face interview will not be
possible. All information will be analyzed through the qualitative data analysis technique.

21
In addition, the scholar has also opted for secondary data collection process an analyzed a range
of Journal articles through thematic analysis method that helped in understanding whether
multiculturalism has in relationship with employee performance and productivity or not.
Considering the nature and demands of the dissertation choosing both primary and secondary
data collection was needful and highly beneficial.

3.6 Data analysis technique

The researcher has opted for qualitative data analysis method as the information gathered from
multiple sources are non numerical and required to be analyzed in a qualitative method. The
qualitative data analysis technique helped in analysing the data with depth alongside recording
people’s emotions, attitudes and behaviours that were imperative as part of primary data analysis
in order to reach the objectives of the project. In addition the qualitative data analysis helped in
creating an openness of knowledge and understanding forthcoming scholars to investigate in new
topic areas and related themes of studies on multiculturalism and employee productivity
(Castleberry and Nolen, 2018).

3.7 Ethical considerations

It must be noted that the researcher has managed all ethical standards in conducting this project.
The researcher has effectively followed the regulations provided by University and stayed
morally correct in attaining data by the chosen methods of investigation.

3.8 Limitations
In terms of limitations the researcher has faced a few challenges in collecting primary data from
the first hand sources during the challenging times of the corona virus pandemic. It is due to the
physical distancing and lockdown regulations that the scholar was not fully able to access
multiple sources of information personally and was dependent on online and second hand
sources of studies. The interview results were not observed on a first hand basis as telephonic
interview was used due to the pandemic. If provided a chance to redo the project, depending
completely on primary data and directly interviewing the employees would have been helpful
much and more beneficial.

22
3.9 Summary
It has been observed from the chapter that a specific plan was pursued by the researcher in
conducting the investigation by choosing primary and secondary data collection methods and
analyzing them qualitatively. Using interpretivism research philosophy supported by exploratory
research design has been highly beneficial for the overall project.

Chapter 4: Data/Results/Findings

4.1 Data findings

The 4th chapter of the dissertation provides the data that are gathered by the researcher and is
analyzed through thematic analysis method. The following sections of the chapter identifies with
the steps of the thematic analysis that are pursued by collecting secondary sources of information
from relevant scholarly contributions. The thematic analysis involves the stages of familiarizing
with the data, followed by coding of the same, turning the codes into specific themes, reviewing
and defining the themes and finally writing the overall results of the secondary information.

4.1.1 Thematic analysis of secondary data

Familiarization

As the first step of the thematic analysis the researcher has being familiarized with the data
through rigorous reading and investigation. University database, suggestions from supervisors,
using online and offline resources has allowed the researcher to develop a critical understanding
of the most relevant pieces of studies and be fully familiar with them by effective reading of each
research work’s findings, methodology, and overall implications. It is by thorough analysis of a
range of literature that the researcher has decided to opt for seven key works that will help in
fulfilling the research objectives effectively.

Coding

The next step of the thematic analysis is the coding where the researcher has carefully read the
Journal articles as major secondary sources of information and identified with specific extracts
from the articles that are listed in the content hereafter through which codes have been

23
developed. The code is observed as a brief description of what has been observed through the
Journal article.

24
25
 Table 4.1: Coding
Generating Themes

Followed by the coding step the researcher has identified with specific teams from the codes.
The researcher has carefully listed the codes alongside the associated article extracts and
effectively correlated the codes into broader themes that provide a broader knowledge and an
overview of the secondary data.

Turning codes into themes

Codes Themes
 Cultural diversity Cultural diversity fosters positive performance
 positive employee performance from employees

 workplace inclusion Inclusive work culture develops employee

 employee engagement engagement

 positive impact of diversity

 diversity Diversity develops workplace productivity
 positive employee productivity
 Demographic diversity Demographic diversity may not always influence
 No impact on employees employees

26
  Multiculturalism Multiculturalism has both pros and cons
 positive and negative impact
 Liable to change
 Diversity Workplace diversity has both positive and negative
 negative and positive impact on impact on employees
employees
 influence performance
 Diversity Diversity is imperative and crucial for employee
 Essential factor productivity

 workplace productivity

Table 4.2: Theme development

Reviewing themes

The themes are effectively reviewed and discussed in the content hereafter. This stage is
imperative in exploring the themes and identify if they overlap each other or have similar ideas
and observations in them. Reviewing and discussing the themes help in identifying with the
wider set of information or data that is relevant to the study.

Themes Defining and reviewing the themes

Cultural diversity fosters positive performance This particular theme helps to identify with the data
from employees that explores the positive impact of cultural
diversity and multiculturalism at workplace. The
theme highlights the fact that diversity develops
positive employee performances.
Inclusive work culture develops employee This theme is imperative in exploring the fact of
engagement inclusion at workplace and helps to identify with
the information that inclusion is related to
employee engagement in a positive manner.
Diversity develops workplace productivity This theme is similar to the previous themes in
identifying with the data set that highlight the
significance of diversity at workplace and that it
enhances the employee productivity.
Demographic diversity may not always influence This theme identifies with the demographic

27
 employees diversity and manages to explore that not all
demographic diversity factors have any influence
on the performance of the employees. This theme is
unlikely of the previously themes and their
implications and thus provides a different approach
to understanding the relationship between diversity
and employee performances.
Multiculturalism has both pros and cons This theme develops a key understanding on
multiculturalism and that it has both pros and cons
on organizations.
Workplace diversity has both positive and negative This theme is similar to the previous theme in
impact on employees identifying with the data that highlights the fact that
diversify has both its advantages and disadvantages
on the employees
Diversity is imperative and crucial for employee This theme identifies with the data set that reflects
production the necessity of workplace diversity on the
employees and certainly hints to the positive
impact of multiculturalism on employees’
productivity.

Table 4.3: Secondary data analysis

Results

The following sections of the paper provide the write-up of the final stage of the thematic
analysis by producing the overall report of the data findings from each of the secondary source of
material.

The first article that has been analyzed provides adequate information on the significance of
cultural diversity as an essential ingredient of multiculturalism that has immense benefits on
organization’s performance. The second article uses a quantitative method in understanding that
workplace inclusion and diversity positively influences employee engagement. The study
focuses upon factors like managerial support, trust, workforce diversity, to be major factors for
organization’s success. In addition, the study also finds the true relationship between workplace
inclusion and employee engagement alongside developing a relationship between employee

28
engagement and ‘trust’ in leadership. The third article clearly mentions that diversity is important
in contemporary organizations and it is with a diverse workforce that organizations are able to
implement best strategies with the help of increasing productivity as an outcome of workforce
diversification.

The fourth article surprisingly highlights the case of Singaporean organizations and concludes
that the organisations in Singapore are not affected by the demographic profiles of the employees
that comprises of gender ethnicity and age of the employees. This article finds and contributes
the fact that multiculturalism and workforce diversification is not regularly influencing in all
nations as Singapore stands as an exceptional case where demographic diversity is not
influencing the organizations. In understanding the challenges of multiculturalism the paper from
Mallory Nye has been used that identifies with a wide range of issues experienced by people and
organizations due to the development of multiculturalism. The writer clearly mentions that
multiculturalism might work either positively or negatively depending on the situation and
changing circumstances of the society. The 6th article has identified with factors like educational
background, diversity, age diversity, work experience of the employees, religious diversity, and
attitude diversity of people that have a positive connection with the employee performance. The
study clearly mentions that workforce diversity has a direct link with employee performance and
can be either negative or positive depending on situations and organisational culture. The last
article has noted that diversity is crucial in the contemporary world and that no successful
organisation can effectively operate without diversifying their workforce. The article also claims
that workforce diversity has direct impact on employee performance and therefore fulfils the
objective of the paper in exploring the relationship between multiculturalism and employee
productivity and the influence of multiculturalism on the performance of employees.

4.1.2 Analysis of primary data

The following are the interview questions framed to interview the 5 participants over telephone.
The location is selected as it is the oldest and the longest running brand of Microsoft in India. In
addition, 30 employees have been selected for survey from the company.

Interview questionnaire

29
Q1. Do you work in an endemic/ local or a multicultural environment at Microsoft?
Q2. What are your personal experiences of working with people of diverse socio-cultural backgrounds?
Q3. Do you think workplace diversity has influenced your professional and personal growth while
working in Microsoft? How?
Q4. Do you feel engaged and attracted at workplace while working with teams of diverse workforce? If
yes/no- how?
Q5. Have you noticed any significant changes at work environment with the development of
multiculturalism? How?
Q6. How satisfied are you with the idea of workplace diversity? How would you like to keep supporting
workplace diversity and inclusion at your organization?

Survey:

Q1. Are you aware of multiculturalism?

30
 Table 4.4: aware of multiculturalism

aware of multiculturalism
Maybe
3%

Yes
97%

Figure 4.1: aware of multiculturalism

From the above response, it is clear that most of the participants are aware of multiculturalism. It
is important to define how multiculturalism can be promoted in the workplaces. The participants
are aware to be engaged in the workplaces for ensuring further accomplishments in professional
dimensions.

Q2. Do you have any support from the organization regarding maintaining workplace
diversity and inclusion?

31
 Table 4.5: support from the organization

support from the organization

30

25

20

15

10

0
Yes No Maybe

Figure 4.2: support from the organization

It demonstrates through the findings of the study that a positive influence on the performance of
employees is observed with the diversification of workforce that has eventually enhanced
productivity and creativity of the organization. From the responses, the supports from the
organizations are significant to define the path for the employees in signifying the professional
success.

Q3. How far do you agree that workplace diversity influences professional growth?

32
 Table 4.6: workplace diversity influences professional growth

workplace diversity influences

professional growth
Highly
disagree
Disagree
Neutral
Agree
Highly agree
0 2 4 6 8 10 12 14

Figure 4.3: workplace diversity influences professional growth

It is found that workplace diversity is important to enhance the professional growth. From the
responses, it is found that workplace diversity helps to identify effective workplace growth for
the employees. It is helpful on managing diversity and fostering intercultural communication
skills amongst employees.

Q4. How far do you agree that multicultural training is important in the workplace?

33
 Table 4.7: multicultural training is important
14

12

10

0
Highly agree Agree Neutral Disagree Highly disagree

Figure 4.4: multicultural training is important

It has been observed that diversity at the workplace has allowed the employees to enhance their
personal knowledge regarding products and services. The implication of multiculturalism on the
performance of employees certainly highlight the fact that organisations working in multiple
locations and in foreign countries are required to take adequate strategies on training
programmes.

Q5. What are the advantages of training in the multicultural diversity?

34
 Table 4.8: advantages of training

advantages of training

All of them
10%
Cultural
Capability to awareness
manage diversity 33%
27%

Understanding diverse cul-

ture
30%

Figure 4.5: advantages of training

It has been observed that it the employees are in support with workplace diversity and are keen
to develop inclusion and multiculturalism at their workplace by enhancing intercultural
communication networks and participating in training programmes on intercultural
communication and diversity management.

Results

From the appendix 2, it is fund that the employees working in Microsoft are strongly in favor of
workplace diversification. They foster multiculturalism at all levels of the management. The
survey and interview suggest that all employees work in a multicultural and diverse environment
in Microsoft Corporation. It is from the themes of the second question that the personal

35
experiences of employees in working with people from diverse social cultural backgrounds can
be observed to be highly enriching and educational.

The participants have stated that their personal experience has been of learning, highly creative,
and much reinvigorating to stay committed at the workplace. Survey responses have helped in
understanding that workplace diversity has strongly influenced the employees’ personal and
professional growth as they were working in Microsoft. It develops professional skills, made
them feel empowered in walking in teams, and eventually enhance the quality of the outcomes
from the employees and made them highly committed and loyal to Microsoft.

It has been observed that employees do feel engaged and attracted at workplace by their
responses on strong team work being highly creative and beneficial for them and their response
is in support of workforce diversification that has helped in knowledge transfer at different levels
of the organization. The participants did notice significant changes at work environment with the
development of multiculturalism and diversity through Microsoft India Development Center in
the form of receiving great support from management on working with a diverse workforce.
They experienced that their colleagues were highly friendly and the organization’s revenues have
significantly increased over the years alongside experiencing a lower turnover rate of employees.
The employees did mention about lesser work pressure and that they feel extremely educational
and creative to work with people from other cultures.

36
Chapter 5: Discussion
It has been observed from both primary and secondary data that multiculturalism has great
advantages to business organizations. Strong claims from multiple scholars have suggested that
multiculturalism and workplace diversity has great benefits towards employee performance and
enhancing employee commitment and productivity in different circumstances. However, it has
been observed from scholarly articles that challenges to multiculturalism cannot be neglected and
needs to be carefully assessed prior to implementing any workplace diversification plan in order
to develop inclusion and diversity. It has been observed that the influence of multiculturalism on
the performance of employees is a lot considering that people from different cultures bring
different ideas and skills that can help an organisation to attain their objectives faster. Scholars
do mention that multiculturalism allows organizations to manage competitive advantage and
positively influence the behavior attitude and contribution of employees who become highly
flexible tolerant an open to ideas and learning from different cultures.

In relation to Microsoft Corporation it can be stated that a positive relationship between

workplace diversity and employee productivity has been observed through primary data. It has
been observed from the employees response's over telephonic interview that they are highly in
support of workplace diversification in a country like India that is rich in diversity and is
welcoming towards different cultures letting Microsoft Corporation work in different cities with
employees coming from different social cultural backgrounds. The employees do feel more
creative confident and attracted to the workplace and has experienced a smooth flow of
knowledge across all levels of the management alongside experiencing better scope for idea
generation and higher creativity in the diverse workplace.

The relationship between the two variables, multiculturalism and employee productivity, is
certainly positive in the case of Microsoft where employees are keen to participate in training
programmes alongside suggesting on digital communication platforms to enhance intercultural
communication networks across stakeholder groups. This is imperative to identify in relation to
the project theme as some research works have also highlighted the fact that not all countries
show a significant positive relationship between employee productivity and demographic
diversity unlike the case of Microsoft Corporation’s employees working in India. The data from

37
both primary and secondary sources of information have being successful in understanding that
multiculturalism has both its pros and cons yet is crucial for business organizations to attain
higher productivity by making the employees highly flexible and develop better outcomes while
being more engaging and committed to workplace. A strong connection or a relationship has
been identified between employee productivity and multiculturalism in relation to Microsoft
operating in multiple locations in India with different people of diverse social cultural
backgrounds.

38
Chapter 6: Conclusions

6.1 Conclusion
It has been observed from this particular research study that multiculturalism is good for business
and needs to be carefully implemented in any organisation in order to attain success in the most
effective manner. The research study concludes that multiculturalism or workplace
diversification of employees has a direct relationship with employees’ productivity that
eventually influences organization’s overall performance. Diversity at workplace allows
employees to learn from people of different culture, manage greater forms of communication,
develop skills in working in teams that lesson work pressure, and develop loyalty towards
organizational leadership that eventually helped the organization to attain higher employee
productivity. The quality of employees’ performance does develop if workplace diversity and
inclusion is strategically pursued. In relation to Microsoft it has been observed that employees
are in favour of workplace diversity and are keen to adopt multiple strategies and participate in
diversity management and training programmes.

6.2 Objective linking

The first objective of the paper was met by analyzing the research outcomes from Raisi et al.,
(2019), Goswami and Goswami, (2018), Nye (2007), Jayawardana and Priyashantha (2019), in
identifying the challenges and advantages of multiculturalism in different workplace settings.

The second objective of the paper was successfully met by developing a critical understanding
that multiculturalism has a direct connection with the performance of employees that was
supported from scholarly observations and claims from Gyebi (2016), Jayawardana and
Priyashantha (2019), Goswami and Goswami, (2018), Kumar and Suresh (2018), and Raisi et al.,
(2019).

The third objective of the paper was successfully met through the primary data obtained from the
employees of Microsoft who showed that the workplace multiculturalism has a positive
relationship with their overall productivity and growth while working in Microsoft.

39
The last objective of the paper has been successfully met through the primary data collection that
highlighted the recommendations directly from the employees who are willing to foster diversity
at workplace. In relation to the last objective the following recommendations are drafted.

6.3 Recommendations
The following recommendations are ways multiculturalism can be developed by the employees
of Microsoft while enhancing their workplace productivity and creativity. The recommendations
are provided by studying the observations of the employees as well as data from secondary
sources

 It is recommended that the employees are provided with adequate training and
development programmes focused on diversity management and intercultural
communication.
 It is recommended to develop more intercultural communicative software and networks
through digital communication channels for employees to grow better global networks.
 Lastly it is recommended to all organizations to develop a strategic diversity management
plan prior to implementing the same on any organization’s existing workforce.

6.4 Future scope

The scope of this particular study is high considering its relevance and importance in the
contemporary global market. The people can be examined by forthcoming and prospective
scholars as major secondary source of information that elucidates the relationship between
multiculturalism and employee productivity and specifically gathers information from Microsoft
Corporation. Considering the constant changes in the global market more research workers
certainly do that will help in building better understanding on the theories of multiculturalism
and ways they influence employee performance in the world with the essence of growing
diversity and inclusion.

40
Reference List
Al Raisi, M.Y., Al Rawahi, B.S. and Al Omrani, N.H.,2019. The Effect of Cultural Diversity on
Employees’ Performance and Productivity in Shell Oman Marketing Company SAOG.

Azungah, T., 2018. Qualitative research: deductive and inductive approaches to data
analysis. Qualitative Research Journal.

Castleberry, A. and Nolen, A., 2018. Thematic analysis of qualitative research data: Is it as easy
as it sounds?. Currents in Pharmacy Teaching and Learning, 10(6), pp.807-815.

Chu, C., 2020. IFLA -- Defining "Multiculturalism". [online] Ifla.org. Available at:
<https://www.ifla.org/publications/defining- multiculturalism#:~:text=%22Multiculturalism
%22%20is%20the%20co%2D,of%20thinking%2 C%20and%20communicative%20styles.>
[Accessed 31 December 2020].

Eswaran, V., 2019. The Business Case For Diversity Is Now Overwhelming. Here's Why.
[online] World Economic Forum. Available at:
<https://www.weforum.org/agenda/2019/04/business-case-for-diversity-in-the-workplace/>
[Accessed 14 January 2021].

Goswami, S. and Goswami, B.K., 2018. Exploring the Relationship between Workforce
Diversity, Inclusion and Employee Engagement. Drishtikon: A Management Journal, 9(1).

Gyebi, K., 2018. The Impact of Multicultural Working Environment on Employees at

Workplaces.

Jayawardana, H.M.A.S. and Priyashantha, K.G., 2019. The Impact of Workforce Diversity on
Employee Performance.

Johnston, M.P., 2017. Secondary data analysis: A method of which the time has
come. Qualitative and quantitative methods in libraries, 3(3), pp.619-626.

Kaur, R. and Abarashi, J., 2018. Challenges of the multicultural workforce which effect business
growth and service.

41
Korzilius, H., Bücker, J.J. and Beerlage, S., 2017. Multiculturalism and innovative work
behavior: The mediating role of cultural intelligence. International Journal of Intercultural
Relations, 56, pp.13-24.

Kumar, D. and Suresh, B., 2018. Workforce diversity and its impact on employee
performance. International Journal of Management Studies, 4, p.48.

Miller, K., 2020. 20 Advantages And Disadvantages Of Diversity In The Workplace. [online]
FutureofWorking.com. Available at: <https://futureofworking.com/11-advantages-and-
disadvantages-of-diversity-in-the-workplace/> [Accessed 14 January 2021].

Nye, M., 2007. The challenges of multiculturalism.

Ozdowski, S., 2017. Racism, equality and civil liberties in a multicultural Australia.
In Globalisation, human rights education and reforms (pp. 187-220). Springer, Dordrecht.

Patel, S.G., Tabb, K. and Sue, S., 2017. Diversity, multiculturalism, and inclusion.

Plato.stanford.edu, 2020. Multiculturalism (Stanford Encyclopedia Of Philosophy). [online]

Plato.stanford.edu. Available at:
<https://plato.stanford.edu/entries/multiculturalism/#JusForMul> [Accessed 14 January 2021].

Raisi, M., Rawahi, B., Omrani, N., Hooti, N. and S, P., 2019. The Effect Of Cultural Diversity
On Employees' Performance And Productivity In Shell Oman Marketing Company S.A.O.G.
[online] Zenodo. Available at: <https://zenodo.org/record/2597351#.YABH1nYzbIW>
[Accessed 14 January 2021].

Reiter, B., 2017. Theory and methodology of exploratory social science research. International
Journal of Science and Research Methodology, 5(4), p.129.

Reynolds, K., 2018. 13 Benefits And Challenges Of Cultural Diversity In The Workplace | Hult
International Business School. [online] Hult International Business School. Available at:
<https://www.hult.edu/blog/benefits-challenges-cultural-diversity-workplace/> [Accessed 14
January 2021].

42
Ryan, G., 2018. Introduction to positivism, interpretivism and critical theory. Nurse
researcher, 25(4), pp.41-49.

Saxena, A., 2014. Workforce diversity: A key to improve productivity. Procedia Economics and
Finance, 11(1), pp.76-85.

Schindler, J., 2019. Council Post: The Benefits Of Cultural Diversity In The Workplace. [online]
Forbes. Available at: <https://www.forbes.com/sites/forbescoachescouncil/2019/09/13/the-
benefits-of-cultural-diversity-in-the-workplace/?sh=2b7a488f71c0> [Accessed 14 January 2021].

Selvaraj, P.C., 2015. The effects of work Force diversity on employee performance in Singapore
organisations. International Journal of Business Administration, 6(2), p.17.

Tamunomiebi, M.D. and John-Eke, E.C., 2020. Workplace Diversity: Emerging Issues in
Contemporary. International Journal of Academic Research in Business and Social
Sciences, 10(2).

Ukachukwu, C.C. and Iheriohamma, E.B.J., 2013. The effect of cultural diversity on employee
productivity in work organizations in Port Harcourt, Nigeria. International Journal of
Development and Management Review, 8(1), pp.32-49.

Vora, D., Martin, L., Fitzsimmons, S.R., Pekerti, A.A., Lakshman, C. and Raheem, S., 2019.
Multiculturalism within individuals: A review, critique, and agenda for future research. Journal
of International Business Studies, 50(4), pp.499-524.

43
Appendices

Appendix 1: Survey questionnaires

Q1. Are you aware of multiculturalism?

 Yes
 No
 Maybe

Q2. Do you have any support from the organization regarding maintaining workplace diversity
and inclusion?

 Yes
 No
 Maybe

Q3. How far do you agree that workplace diversity influences professional growth?

 Highly agree
 Agree
 Neutral
 Disagree
 Highly disagree

Q4. How far do you agree that multicultural training is important in the workplace?

 Highly agree
 Agree
 Neutral
 Disagree
 Highly disagree

Q5. What are the advantages of training in the multicultural diversity?

 Cultural awareness

44
  Understanding diverse culture
 Capability to manage diversity
 All of them

Appendix 2: Interview transcripts

Q1. Do you work in an endemic/ local or a multicultural environment at Microsoft?

Participant 1: “yes.”

Participant 2: “Multicultural and Diverse”

Participant 3: “Not local”

Participant 4: “Multicultural”

Participant 5: “yes, I work in Diverse environment.”

Q2. What are your personal experiences of working with people of diverse socio-cultural
backgrounds?

Participant 1: “I feel very reinvigorating at workplace.”

Participant 2: “The environment is very enriching and effective for m for my professional
growth.”

Participant 3: “I think my experiences were highly educational due to the training programs.”

Participant 4: “I had a learning experience”.

Participant 5: “It was creative and good environment for learning.”

Q3. Do you think workplace diversity has influenced your professional and personal
growth while working in Microsoft? How?

Participant 1: “it helped in enhancing personal knowledge.”

Participant 2: “yes, workplace diversity developed team building exercises.”

Participant 3: “Yes, it developed overall creativity and professional skills.”

45
Participant 4: “Yes, definitely. It enhanced personal efficacy to commitment and loyalty.”

Participant 5: “Yes, I think that it enhanced the quality of personal output.”

Q4. Do you feel engaged and attracted at workplace while working with teams of diverse
workforce? If yes/no- how?

Participant 1: “yes, I feel engaged and attracted at workplace. It is beneficial and creative.”

Participant 2: “Yes I think so. Team works are creative and beneficial.”

Participant 3: “yes, diverse workforce help in knowledge transfer.”

Participant 4: “Good flow of ideas and better idea generation scope”

Participant 5: “I think so. diverse workforce is helpful to create positive team flow.”

Q5. Have you noticed any significant changes at work environment with the development
of multiculturalism? How?

Participant 1: “Peer and colleagues become amiable and it helps higher organization’s
revenues.”

Participant 2: “It is helpful attitude from management in Microsoft India Development Center.”

Participant 3: “The changes are regarding lower turnover rates from employees and higher
productivity.”

Participant 4: “It enhanced quality of output from teams of different organizational level.”

Participant 5: “I have noticed that lesser work pressure and highly educational and creative
workplace ambience are the changes.”

Q6. How satisfied are you with the idea of workplace diversity? How would you like to
keep supporting workplace diversity and inclusion at your organization?

Participant 1: “I am satisfied that it is highly supportive towards diversity.”

Participant 2: “It fosters diversity management.”

46
Participant 3: “It needs to enhance intercultural communication networks through digital
platforms.”

Participant 4: “It attains and fosters adequate training on communicating across borders.”

Participant 5: “Diversity and inclusion helps the employees regarding intercultural

communication and cultural development.”

47