The Notion of Cultural Diversity - Essay Example

Cultural Diversity Name: Institute: Cultural Diversity Introduction UNESCO policy paper defines Cultural diversity as the multiple means wherein the societies as well as groups’ culture find expression. Culture in this regard is a multifaceted notion that includes shared means of getting meaning in lives of the people. What’s more, the policy paper claim that culture encompasses the behaviors that people creates as they take part in a community or group. The White Paper offers a contemporary, dynamic and globally coordinated approach for political as well as social reflection, created with input from cultural along with artists’ intermediaries. Society according to the White Paper consists of traditions, to be precise, the cultural heritage of a certain culture in country with such things as the distinct connotations society connect to communal activities. UNESCO policy notes that diversity on its part is as well a multifaceted concept that encompasses variations of many types, which includes cultural attributes (such as, preferences, values, principles), physical characteristics (such as, physical ability, age , sex, and race), and social characteristics (such as income level, education. Besides, tangible variations, insights of variation may play a crucial role in diversity. Feigenbaum (2007) echoes UNESCO sentiments by claimig that these variations may make a disparity in organizational results by influencing entity functionality in the society, and society resourcefulness and unity. As a consequence, diversity is conceivably best described as the existence of variations in the midst of society members that bring about perceptions of these variations. Consequently, diversity entails both cultural differences as well as demographic differences, and these forms of differences according to UNESCO policy paper are probable to be mutually dependent, thus, managing diversity entails addressing both cultural as well as demographic diversity as unified developments (Wrench, 2012). The policy was created chiefly with a consciousness of geographical borders, while digital production or Internet technologies techniques were developed separately of territorial authority. Lately, scholars have acknowledged an understanding of the significance of heightening as well as productively managing cultural diversity, and this awareness according to Wouters and Meester (2008) has been stimulated by the acknowledgment of legislative amendments needing fairness and by hastily varying demographics across the globe. In this regard, the study seeks to define, describe and analysis cultural diversity. Brief summary of the Policy paper Cultural diversity generates an affluent as well as wide-ranging world, which improves egalitarianism, broadmindedness, mutual respect, as well as social justice. According to the policy paper Cultural diversity heightens the range of choices, fosters human abilities and principles, plus is a sustainable development mainspring. The UNESCO Convention on the Diversity of Cultural Expressions main objectives include: unlimited cultural self-determination on the basis of human rights; recognition of the “dual nature” of cultural goods and services; right to cultural policy; participation of civil society; international co-operation; integration of culture in sustainable development; information sharing; and equality with other international treaties. Basically, in the White Paper the political proposals for action are to be comprehended as a input to this transitional stage from endorsement policies to possible regulatory policies. The policies entail project recommendations that can be executed temporarily, and talk to the surfacing desire for regulation, and maybe to a new-fangled political focus. Notably, the UNESCO Convention depends on self-organisation as well as initiative, which signifies that it is vital to distribute knowledge and amass research on the significance of all cultural diversity aspects. Those handled in these suggestions are stakeholders as well as players politically liable for the security and support of expressions for cultural diversity. Representatives of UNESCO in Germany believe that Cultural diversity is above cultural policy, and cultural diversity development needs a constructive global as well as local setting. For this reason, the White Paper intends to contribute towards a more active as well as more potent cultural diversity. The Political Dimension of Cultural Diversity Germany is truly proud of its well-structured cultural infrastructure. According to UNESCO (2010) this rich as well as historical cultural setting is perceived by majority as both the basis and the expression of a ethnically permeated national individuality. Similar to biodiversity, which is perceived to be fundamental to the continued existence of life on planet, cultural diversity proponents have consistently argued that diversity of culture may be imperative for the continued existence of human race; and that the protection of indigenous or minority cultures may be as vital to human race as the preservation of ecosystems and species is to life on the whole (Sylvain, 2005). Feigenbaum (2007) posits that with the inception of globalization, conformist countries such as Germany have experienced massive pressures. Nowadays, with the technological advancements, capital as well as information is rising above geographical boundaries as well as restructuring the associations between the citizens, countries, and marketplace (Rodríguez, 2008). Above all, the development of the internet has enormously impacted societies and entities across the world. Even though internet is valuable in a number of ways, such as improving accessibility, UNESCO believes that Internet has the ability to negatively influence a culture’s eccentricity. Whereas information can easily be delivered all over the world, cultural significances, principles and preferences run the risk of turning out to be normalized. Therefore, the potency of identity of societies as well as individuals may start to grow weaker. Essentially, Cultural diversity possesses positive influence in the workplace, according to UNESCO it heightens corporation’s competitiveness in the global platform and enhances education in the society. With regards to the White Paper, the immigrants groups are a crucial source of labor in the present century since most of the present jobs are oriented technologically and society requires workers with skill and knowledge fresh from university and colleges (UNESCO, 2010). Besides, forecasted labor deficit in corporate America and across the globe make it necessary for Germany to heighten the number of indigenous and immigrants’ employees, especially those with the required expertise that can satisfy their labor demand. Furthermore, as the ratio of the white male continues to reduce, it can result to shortage of skilled employees, which in turn, can significantly reduce Germany economic development (Shore, Wright, & Però, 2011; (Labadi, 2010)). Corporate German must heighten cultural diversity in the workplace or endure ebb in global competitiveness. For that reason, economic future of Germany will be rooted in issues of inequities and access in education by immigrants’ students, and which will turn out to be a national interest. According to UNESCO (2010), not only is essential to heighten immigrants individuals enrollment in the education sector, but also to meet the workforce requirement of the industry and corporations, diversifying higher education, which comes with its own advantages to the classroom and increases the learning quality. Cultural diversity in the university and college education nurture intellectual development, minimizes the level of racial prejudice, heightens their endurance towards gender and racial differences, and promotes students' explorations of various contexts (Pyykkönen, 2012). To enhance cultural diversity politically within Germany, the white paper offers recommendation that will enhance such goals to be achieved: ensure coherence at Federal level; consider the dual nature of cultural goods and cultural services; mobilize the Länder, translate the UNESCO Convention into cultural regulatory policy; ensure artists’ livelihoods; reform cultural infrastructure; open structures; re-examine the practice of funding and grant making; conduct research on cultural diversity; and start monitoring (UNESCO, 2010). Fair Culture Scores of developing economies have pursued initiatives in the past decade that reveal an awareness of the inter-relation of development as well as culture. These initiatives according to UNESCO (2010) consist of Poverty Reduction Strategy Papers, importantly for the IMF. The business case for diversity in the Germany workplace is turning out to be stronger than ever; thus, it portrays how diversity clearly fortifies the bottom line. UNESCO policy paper indicates that organizations with efficient diversity incorporation practices reap from decreased absenteeism and employee turnover. Many countries agree that they require technical leaders with diverse skills such as business and interpersonal skills. These are novel skills sets for present competitive technical work demands, which less privileged group such as women are seen to have the skills that contribute to the development. Statistically, 93% of technical managers in urban areas based in a survey conducted by UNESCO recognized the collaborative building networks in a company are a vital component of management. In this regard, women regardless of their cultural background have the knowledge and skills to satisfy the new technological work demands based on technical skills and interpersonal skills (Wrench, 2012). Furthermore, women are beneficial to user-steered novelty as they affect 70% of spending decisions made by the customers, and yet men develop 95% of workplace services and products; thus, involving women in the development process means that there will help produce competitive products in the global market. Sylvain (2010) argues that innovative corporations produce their products through user-steered novelty by connecting users in the production process. In addition, women regardless of race or religion can create new technological applications and markets to the production process and can sell the products effectively to customers; as a result, opening up novel business lines. Moreover, Women of diverse race and ethnic backgrounds can manage to open new ethnic and international markets. UNESCO study findings indicate that cultural diversity comes with benefits to the Germany’s image, whereby if the government civil workers that have diversified their workforce benefit from an excellent image in the global marketplace. Cultural diversity steers to excellent decision consequences, and this has been exhibited in diverse occupations, setting and organizations, and enforce to group task functionality, and to innovation and creativity. Furthermore, cultural diversity is vital because of various alternatives, backgrounds, and reasoning styles and their connection into the resolution are what causing better decision results (Labadi, 2010). Undoubtedly, there is a correlation amid the presence of the minority group at higher management and the overall financial functionality of the company, as measured to the overall return on equity and return to shareholders. Besides, a recent industry report estimated that, by 2015, organization teams with gender diversity would multiply their possibility of surpassing performance anticipation contrary to all male teams (Smiers, 2004). In this regard, diversity is crucial and beneficial for innovation tasks and problem solving. To enhance fair culture, the recommendations forwarded by the White Paper include; link cities; develop strategies for cities and municipalities; open up community cultural institutions; initiate North-South-South Partnerships; raise public awareness; and use UNESCO World Day for Cultural Diversity – 21 May (UNESCO, 2010). Promoting Minority professionals Despite substantial increases in minority recruitment in the academic field, The White Paper claims that indigenous or immigrants groups’ recruitment has reduced significantly in Germany. Based on the UNESCO Report, it is evident that there were significant decrease in bachelor and doctoral degrees awarded to minority and immigrants students. The report indicated that low enrollment of immigrant students for academic programs is because of the students low self-efficacy associated to engineering courses, high cost of education, and poor pre-collegiate preparation in courses (Rodríguez Barba, 2008). Consequently, success in enrolling minority students into university has been reported widely, especially for pre-college programs to assist students prepare for college and two-year college programs to promote the prosperous transition of transfer students to four-year universities. Not any set of suggestion can apply to all learning institutions that wish to heighten the cultural diversity in the universities. Factors such as programs size, the regional economy, populations that they serve, institutional goals, and management and faculty obligations can change level of success that might be attained in maintain cultural diversity. Nonetheless, those institutions that have achieved a high level of success start at the local level and then diversify. Furthermore, corporations that endure success in enhancing cultural diversity have developed an inclusive approach for coordination and planning. Many individuals, especially cultural groups from rural areas according to UNESCO have received insufficient educations from fiscally bankrupt school systems. Consequently, a university situated in an urban community may be distinct from that in the rural community in terms of educational, social, and economic experience of the minority group. Total experience and value framework of the institutions and their community might substantially influence minority entity’s decision to drop out or stay in that institution (Pyykkönen, 2012). In this regard, universities and colleges should not focus much on cultural diversity, but rather should focus on the quality of the transitional efforts that will allow minority students of diverse backgrounds to succeed educationally, socially, and economically. The beginning point is for the university top management and administrators to review their policies collectively and eliminate practices that might generate obstacles to success for minority students. In this regard, the policies suggested by the White paper to enhance cultural diversity in education include: internationalize ministries; Germany should be prepared to use European institutions; enable mobility of artists; broaden institutional awareness; fund cultural development; intensify research; activate civil society; manage culture; and develop “best practices (UNESCO, 2010). According to UNESCO Germany culture is shaped by a wide variety of religions, societies, and ethnicities. Basically, the Germany culture is an array of diverse traditions, social values and customs, which form the heart of Germany societies. In olden times, people of Germany spent most of their time trying to deny cultural heritage from other countries instead; they preferred improving as well as modifying their own culture. Moreover, this denial created a temporary blank in the development of German culture, prompting people to search pabulums to satisfy their spiritual hunger, subsequent to the Cultural Revolution. This hunger provided a platform for introduction of other cultures to the German culture. The modern world is a commercial world, where the economic value surpasses the cultural values. Germans have continued believing in the norms and value of their tradition, despite the intrusion of other cultures (Labadi, 2010). For action, the White paper has highlighted a number of recommendations: act as an inter-disciplinary network; make use of the European Union; reverse the marginalization trend; offer culture from the very beginning; enhance visibility; as well as develop institutional awareness (UNESCO, 2010). Conclusion Conclusively, the notion of cultural diversity according to UNESCO’s White paper has an extremely broad scope plus is being practiced by organizations as well as people across the globe. Generally this concept entails recruiting people of diverse ethnical backgrounds, different faiths as well as supporting the admission of workers from different nations. UNESCO affirms that diversity is a society element and at the present has also turned out to be an imperative element of organizations. Basically, when any organization devotes in cultural diversity, it leads to the generation of an enormous talent pool. Furthermore, when a country or business organization has people with different cultural backgrounds as well as experiences, novel innovative along with creative ideas bolster in mind of people from different cultural backgrounds. Apparently, it is normal that community with changeable perspectives and experiences in life have the ability to create exceptional concepts and resolutions to challenges. UNESCO believes this is of great value to both country and its inhabitants, and such dynamic exchanges that occur between individuals having distinct insights yield innovative outcomes. Based on the UNESCO White paper topics such as the political dimension of cultural diversity, microcosms of cultural diversity, fair culture, creativity and innovation, diversity in the world of digital media, and arts education for cultural diversity are critically discussed. Vital recommendations are highlighted, which UNESCO believes is vital for enhancement of cultural diversity. References Feigenbaum, H. B. (2007). Hegemony or diversity in film and television? The United States, Europe and Japan. Pacific review, 20(3), 371-396. Labadi, S. (2010). Introduction: investing in cultural diversity. International social science journal, 61(199), 5-13. Pyykkönen, M. (2012). UNESCO and cultural diversity: democratisation, commodification or governmentalisation of culture? International journal of cultural policy, 18(5), 545-562. Rodríguez Barba, F. (2008). Unesco convention on the promotion and protection of cultural expressions diversity and its impact on Mexican cultural policy. Desafíos, 19, 11-41. Shore, C., Wright, S., & Però, D. (2011). Policy Worlds: Anthropology and the Analysis of Contemporary Power (14 ed.). Oxford: Berghahn Books. Smiers, J. (2004). A convention on cultural diversity: from WTO to UNESCO. Media international Australia incorporating culture and policy, 111, 81-96. Sylvain, R. (2005). Disorderly Development: Globalization and the Ideao of Culture in the Kalahari. American Ethnologist, 32(3), 354–370. Sylvain, R. (2010). At the Intersections: San Women and the Rights of Indigeneous Peoples in Africa. The International Journal of Human Rights, 15(1), 89-110. UNESCO. (2010). Shaping Cultural Diversity: Recommendations for Action from Civil Society for the Implementation in and by Germany of the UNESCO Convention on the Protection and Promotion of the Diversity of Cultural Expressions (2005). German Commission for UNESCO. Bonn, Germany: German Commission for UNESCO (DUK). Wouters, J., & Meester, B. D. (2008). The UNESCO convention on cultural diversity and WTO law: a case study in fragmentation of international law. Journal of world trade, 42(1), 205-240. Wrench, J. (2012). Diversity management and discrimination: immigrants and ethnic minorities in the EU. Farnham, Surrey: Ashgate Publishing, Ltd. Read More