The Benefits of Embracing Cultural Diversity

Cultural Diversity is defined as “the quality of different or diverse cultures…typically [including] differences in race, ethics, age, gender, religion, and cultural background through the list of factors reflecting diversity could…be wider” (Neves & Mele, 2013, p. 769). In the United States, embracing cultural diversity is common because Americans recognize that our country has always been made up of people from different backgrounds. This attitude is important to maintain not only because it honors our nation’s roots, but because it benefits how we live and work today.

If health care workers did not actively acknowledge and embrace our nation’s cultural diversity, we would be a less healthy nation. Patients can have very different beliefs about health and medicine. While these beliefs are occasionally very personal, they can also be heavily influenced by a patient’s cultural background. As Larry Purnell writes, “the health-care provider might be very knowledgeable about laboratory values and standard treatments and interventions…but if the recommendations are not compatible with the patient’s own health beliefs, dietary practices and views towards wellness, the treatment plan is less likely to be followed” (Purnell, 1998, p. 3). Only when health-care workers take cultural diversity into consideration while treating patients can America be its strongest and healthiest.

Cultural diversity is also an important factor at work. A person’s cultural background can affect whether or not they view an action as moral or immoral and can also influence their preferred way of coming to an agreement or making a deal (Neves & Mele, 2013, p. 769). Again, Americans can benefit the most by learning as much as possible about how culture can influence peoples’ reactions. Not only will this help our domestic workforce best relate to one another, it will also make international business relations more productive, successful, and harmonious.

Even art benefits from cultural diversity. In her book Seeking Talent for Creative Cities: The Social Dynamics of Innovation, Jill Grant writes about ways cities can attract ideal, successful inhabitants. She interviews both white and minority artists living in Toronto, Canada and finds both groups were attracted to and inspired by the city’s exceptional cultural diversity. In particular, artists believed this multicultural environment was accepting, encouraged freedom of expression, and provided many interesting experiences (Grant, 2014, p. 64-65). Not only can the encouragement of cultural diversity in America make our country healthier and wealthier, it may also make it more beautiful.

Some people do not believe that cultural diversity should be celebrated. One reason for this is that being part of a culturally homogenous group is more comfortable for many. This comfort level reduces stress and increases trust and solidarity (Hess, 2007, p. 6). Advocates for homogeneity argue that instead of wasting energy trying to account for our differences, we should instead focus on our similarities so we might see ourselves as one unified group. There is a certain appeal to this theory. Who wouldn’t want to live somewhere where everyone was comfortable with one another and trusted one another because they were all on the same page? While it does sound cozy and peaceful, it also sounds boring. Artists and businesspeople would both be less inspired. There would be less beauty and less innovation.

New cultures are being created constantly. Once limited by geography, people are now using technology to organize themselves into groups that are meaningful to them. These groups have the potential to evolve into cultures as complex as any we already know. Although the thought of creating a single American culture has its appeal, it would be a losing battle. Only by accepting that cultural diversity is inevitable and learning as much as possible about as many cultures as possible can we be the best nation possible, both now and in the future.

References

Grant, J. (2014). Seeking talent for creative cities: the social dynamics of innovation. Toronto: U. of Toronto Press.

Hess, D. (2007). Heterogeneous and homogeneous groups in the innovation process. Jean Monnet Centre for Europeanisation and Transnational Organization, 16. Retrieved March 9, 2014, from http://www.cetro.uni-oldenburg.de/download/Nr._16_jm.pdf

Neves, J. C., & Melé, D. (2013). Managing Ethically Cultural Diversity: Learning from Thomas Aquinas. Journal of Business Ethics, 116(4), 769-780. Retrieved March 9, 2014, from http://dx.doi.org/10.1007/s10551-013-1820-1

Purnell, L. D., & Paulanka, B. J. (1998). Transcultural health care: a culturally competent approach. Philadelphia: F.A. Davis.