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Prejudices of society and culture are influenced by numerous facets such as historical background, social relations, constantly evolving media, education, and individual history. Social and cultural perspectives and biases involve factors that come about as a result of one’s social and cultural setting in society (Ely & Thomas, 2020). These seriously distort the way different people see, analyse, and engage in interactions with the surrounding reality.
Thus, the factors I consider as important are Historical for all social and cultural interactions is critical to understanding the history and stories that people narrate, Personal encounters with cultures and people determine one’s social and cultural beliefs largely sourced from one's upbringing.
Treatments were of two types: direct and indirect discrimination: direct discrimination is a blatant and very distinguishable act of unfair treatment of an individual on the grounds of at least one of the attributes that are protected (Ely & Thomas, 2020). It is a process that occurs in certain instances in which a person or a group of people are being rejected in the use of services, or access to certain rights among other things, based on these characteristics.
For example, when a well-qualified person for a job is not interviewed because of their age or a person is not served in a restaurant because of their colour, it is direct discrimination. On the other hand, indirect discrimination occurs where the bending of rules has a disproportionate adverse impact on people of a particular classification irrespective of its effect on the business.
This kind of prejudice is realised unconsciously and can be instilled in procedures or policies that are ineffective in receiving everyone’s variation. For example, developing a policy within the workplace that every employee must shave off their facial hair while appearing to outside observers to be gender-neutral, would still have gender bias because men of some religions are expected to have beards (Coleman et al., 2022).
Emotional intelligence includes self-awareness that recognises the individual’s emotions, assets, and liabilities and how these factors impact interpersonal relations (Coleman et al., 2022). The knowledge just comes in short and without personal experience and the undertone of personal feelings, I sometimes struggle to understand certain emotions in people fully.
Social responsibility entails people’s ability to comprehend social relations and act upon them appropriately according to the culture and norms of the society. Here I lack interaction experience; because I have no physical interface to access the social interactions.
Another element is cultural sensitivity where one tries to respect the cultural context, beliefs, and traditions of the people within a certain culture. It is my understanding based on the data, and therefore I might not have provided a true picture of diverse cultures as experienced by people. Thus, while I can give reference information about various cultures, their perception might be influenced by the training data and cultural stereotyping.
One major way of making the process of self-awareness more effective is through mirror imaging, and this usually entails self-reflecting. This translates to a process that means that one has to allocate a certain time slot to assess one’s thoughts, feelings, and actions.
One of the approaches that can be helpful in this regard is journaling, which creates an opportunity to take notes regarding the events and thoughts on the reactions experienced. Enhancing the self’s social sensitivity calls for effort and determination to pay attention to the people around them (Stauffer et al., 2022). Of these practices, active listening can be considered relevant in this regard; it entails paying full attention to the speakers and their views and impressing them with replies.
Culture encompasses integral mechanisms that determine community perception and social relations of people. It refers to a culture that is shared by a particular grouping depending on several factors such as values, beliefs, and practices earned by the grouping (Stauffer et al., 2022). From this standpoint, it is possible to assess that in my culture, there is a clear focus on the community and people’s togetherness.
Culture, a significant component of a people’s way of life, is another determinant of language, about self-communication and social communication. In my community, there is a specific dialect of the said primary language that is spoken based on our history and traditions.
Education polices and structures are structural frameworks in the community’s functioning; yet, they may mirror and perpetuate cultures (Van et al., 2020). Policies of the education, employment and health care facilities in my community are formulated to ensure equal provision for all the members of the community.
The relationship between culture, language and policies affects the different stakeholders in the community in various ways. For instance, persons of colour, those from a different cultural background or with a different language may have difficulties in taking part in activities which require service delivery or participation (Van et al., 2020).
Enhanced Creativity and Innovation: Diversity in teams consists of different clients based on culture, gender, preferences, knowledge, and views. Thus, this mixture may mean that more innovative solutions are developed to respond to the problem at hand (Bonaccio et al., 2020).
Improved Decision-Making: Heterogeneous Managing teams are better placed to arrive at decisions since they consider a lot of factors as opposed to homogenous teams.
Increased Employee Engagement and Satisfaction: When employees then work in organizations where diversity and inclusion are embraced the employees feel valued and respected (Bonaccio et al., 2020).
Broader Market Reach and Understanding: The prime benefits which can be reaped from the organisation collecting Customers from a Wider Population Base are as follows:
It is, therefore, possible to concede that the differences among the employees can after all be of quite value in creating the knowledge concerning the different markets and consumers. Hence in this manner, the employees, due to the obtained experience here as well as the training performed before, can learn some of the requisites and expectations of different clients, which at the same time opens a possibility of the penetration of the company to other markets and/or increasing the existing product or service line (Dover et al., 2020).
Enhanced Company Reputation and Attractiveness: Gain/Benefit to the Firm: In other words, the chance with which the corporations, recognise the DA&I policy and its values, may create a maneuver for constructing a more effective image of the firms as socially oriented companies, seems comparatively high (Dover et al., 2020).
Implementing Inclusive Hiring Practices: Concerning the procedures in staffing, these are theorized and should be designed necessarily in such a manner, as well as with such a purpose, as the selection among the qualified candidates (Muir et al., 2020). This includes such as not writing sex-biased job ad descriptions which exclude terms that are likely to point at a given sex, colour or age; using techniques which even where one is in a specific position seeking employment opportunity, one cannot infer from the text that this is biased towards a specific sex, colour or age; and grouping the employment opportunity in a way that there are special ones meant for women, coloured people, people of a certain age.
Supporting Diversity Training and Education: Hence, a need for the institution to introduce classes and diversity and inclusion training for the enrolment of all the personnel (Muir et al., 2020). Such steps may include speciality proofing sessions, seminars, briefing sessions or other practice exercises that enhance people’s knowledge on prejudice diversity and tolerant handling of people.
Encouraging Diverse Perspectives and Avoiding Stereotypes: This is done to, For Different voices and to eliminate stereotype thinking. Creating and nurturing the climate that will help a company’s personnel to look beyond their immediate tenures within the firm. Remind all the employees participating in the team to be more active, which means attempting to listen to others and appreciate their opinions as much as possible (Chung & Van, 2020).
Example: A work meeting intended for all the members of a work team should not bar some members from joining the meeting on grounds of age/race/gender, etc.
Trust: Trust, as with all necessary topics, must dwell on consistency: in actions, decisions, and a reliable completion of promised tasks. This gives a feeling of reliability and trustworthiness of the statement about the identity of the people involved. Logical information should be freely available and accurate. Information disclosure eliminates the chances of passing the wrong message to the audience hence enhancing confidence in the organizational intentions and capacity (Chung & Van, 2020).
Mutual respect: Embrace the differences in people’s origin, experiences, and approaches to tasks at work. To this end, employees need to respect some of the differences to encourage the workers to work as a team. Ensure that you listen to other people, because that will depict how much respect you have for them. Make sure to respect it as part of the thought process, decision-making, or otherwise during the interactions with the respective personnel.
Mindfulness: Get in the habit of giving the other person your complete attention. Do not let disruptive thoughts pull your focus from the conversation; this shows the other person that they matter and their opinion is important (Javanmardnejad et al., 2021). Always go into any social interaction with compassion and consideration of the other person. Think about how other people may feel, which is useful when it comes to solving their problems and deepening relationships.
Effective communication: Do not complicate issues or misunderstand others as this is exhausting and irritating. Make sure your messages to the audience are clear and simple for them to comprehend. Make suggestions that are accurate physical or behavioural, and share them in a non-judgmental manner. The same should also be extended to the receiver so that they embrace feedback as a way of improving themselves (Javanmardnejad et al., 2021).
Encourage employees to spend more time with each other: Organise methods where teams need to come together and perform some tasks or activities that are out of their corporate style of working. Such activities are good for grooming friendships and overseeing interpersonal relationships among the employees.
Talk about their experience and areas of expertise: Adopt a practice of conducting periodic seminars or workshops in which the employees can present different issues within their areas of specialization to others (Coleman et al., 2022). This fosters the interchange of information and knowledge between team members and also acts as a way of ensuring that all the team members are aware of the strengths of other members in the group.
Practice maintaining relationships after a disagreement: Promote training or access to information on measures that should be taken in the case of conflicts. Help employees to know how and when to confront each other professionally.
Adherence to Duty of Care Policies: Enforce and encourage all employees to adhere to the safety standards, for example, the use of appropriate PPE adhering to safety measures, and regular safety exercises among others (Coleman et al., 2022). This in a way helps in avoiding cases of ‘’accidents’ and resulting ‘’injuries’’.
Effective Communication: Ensure that all employees are aware of safety measures, emergency measures, as well as duty of care measures. To achieve this, you should come up with different informative tools like training sessions, and regularly announced and published posters and messages.
Collection and Provision of Information: Conduct surveys on possible risks and hazards when it is required by the provisions of the policies on risk assessment. You can apply the information during the creation of protective measures and modify any regulatory rules necessitated by abreast circumstances (Wood et al., 2022).
Care of Deceased Persons: Ensure that existing laws and regulations for handling dead bodies are followed and develop policies for handling corpses with dignity, especially for female corpses. This involves ensuring that all the employees can observe rightful procedures and that general hygiene is followed.
Handling Personal Belongings: Adequately secured storage locations where personal effects would be stowed should be made available and to discourage pilferage, items should be secured in appropriate storage containers. It also aids in the creation of concise and specific work environments with minimum havoc created by mess (Wood et al., 2022).
Thus, cultural safety is a concept that is based on and exceeds cultural compatibility regarding more profound questions about power relations, structural racism, and historical backgrounds. It aims at enhancing the well-being of every subjugated person by acknowledging colonization and power relations’ effects in different contexts.
Spellings/pronunciation: Always check on the spelling and pronunciations of the names and terms used in the paper depending on the cultural expectations of the various clients. This is an aspect that signals respect for their identity as well as cultural background (Semerikov et al., 2020). It can be regarded as tactlessness if the birthday person’s name is pronounced incorrectly or spelt wrong.
Acquiring necessary aids: Employ the use of interpreters, sign language, or even loud voice when interacting with people with hearing and/or visual problems. This may contain; Text-to-speech programs, Hearing Aids, Screen reading and so Many.
Using generic language: One should not insist on calling a person a certain type of gender through the name or appearance without permission to do so (Semerikov et al., 2020).
Learning cultural standards: This means, for example, that you should subsequently read up on how people of different cultures communicate and what is acceptable for them. This means realizing that there are some things like indirect communication, nonverbal communication or organizational culture that may differ from one culture from another.
Resistance, due to lack of trust: If the individuals do not believe the communicator or the process, they can hold back information, be passive, or even disbelieve the message which affects the health of communication (Kalogiannidis, 2020).
Interruptions: Intermittent breaks can hamper message transfer, limit the chance for one to explain their ideas and thereby aggravate misunderstandings.
The environment: Thus, the physical context of communication may influence the process of communication. Conditions which include high noise levels, inadequate lighting or uncomfortable seating positions can distract the learners (Kalogiannidis, 2020).
Preconceptions: It is very clear that perceived messages can vary depending on one’s prejudice and can influence his or her response or even participation in the communication. This can cause people to be distant and it ends up acting like a barrier towards sharing of ideas.
Attitude differences: With different attitudes, beliefs or value systems there can be conflict or misunderstanding because how the message is received and interpreted depends on the parties. This can result in a breakdown of communication and a strained relationship between the workers involved (Vyas & Butakhieo, 2021).
Verbal strategies
Recognising what to say.
Eliminating the negative words.
Speaking with the people.
Practice appreciation.
Earning respect from the people.
Consider the other feelings before saying something.
Taking time to listen.
Non-Verbal strategies
Always need to smile and welcome the people.
Not to touch anyone without permission.
Not to interfere in personal space.
Learn and use keywords in the person’s language: Try to remember or look up simple keywords or phrases in the person’s native language and try to practice them. This I have learnt is politeness and it can assist in the process of making friends as it is a form of interaction. The slightest attempt to address the other individual using their language means more to them and improves general interaction (Makayev et al., 2021).
Use visual aids, gestures and physical prompts: Use other forms of communication simultaneously with verbal; for example, show a diagram, a picture or written documents. Visuals can assist in explaining problems and ideas and also give a base that is greater than language.
Use only qualified language interpreters: Revolve the selection and use of language interpreters who are competent professionals in the use of interpreting equipment. Interpreters who work professionally are equipped to deal with idioms, phrases, and any other special terminology to pass the messages as given (Makayev et al., 2021).
Monitors: Ensure that videos are crisp and laser sharpened on the screen you are using or projector or monitor in cases when you are using PowerPoint presentations, slides, diagrams, and charts. This aids in better understanding for those who are learning English as a second language or third language through illustration (Horan et al., 2021).
Internet and mobile phones: Search the Internet to find a translation or multilingual material that would be helpful when presenting the material. Additional info can be translated in real time with the assistance of online translators or other related apps.
To provide you with an opportunity to seek assistance from interpreters or other persons according to communication needs.
Jen is an elderly lady whose family has decided to put her into care with some reluctance, the elders in this community are generally cared for by the family, but unfortunately, Jen's family cannot manage with the high level of care she now requires.
Jen speaks only a limited amount of English but can mostly understand what is being said to her. Her family has always communicated with others for her and has previously taken her to all the doctor's appointments, specialist appointments and even banking and other daily needs.
Language Interpreter vs. a Cultural Interpreter’s Role:
A language interpreter is a person who helps two or more people who cannot understand each other’s language, to communicate (Vyas & Butakhieo, 2021). It is expected that the only job they have is to convey the information from the speaker’s spoken or sign language in a real, neutral, and accurate manner. This keeps both parties in a position to comprehend and express their messages adequately.
Interpreters in cultural situations entail a person who explains certain cultural practices and beliefs that affect communication. They also compare one culture to another and give information that is useful in perceiving gestures, norms and behaviours.
Interpreter Required for Jen:
Language Interpreter is needed in this case. Since the complaining person Jen barely understands English, the first intervention should be aimed at improving the communication between her and the caregivers (Horan et al., 2021). This will enable Jen’s needs to be recognised and met in the best way possible since there will be another person on the other end with the same concerns. Although it would also be advisable to have a cultural interpreter to help with the following cultural differences, the main objective should be to get an interpreter in languages.
Interpreter Service: Language Line Solutions
Details:
Service Offered: Interpretation services are available on-demand and round the clock using video remote interpreting or over the phone in varied languages such as Mandarin. telephone, video and onsite interpreting services are provided to the clients (Sinčić et al., 2020).
Contact Information:
Website: www.languageline.com
Phone: 1-800-752-6096
Email: info@languageline.com
Services Available:
Telephone Interpretation: Telephone language services as soon as possible.
Video Remote Interpretation (VRI): Signed Language Video Teleunication for one-on-one conversations.
Onsite Interpretation: For more complicated or delicate situations, face-to-face interpretation (Sinčić et al., 2020).
To provide you with an opportunity to identify issues that may cause communication misunderstandings or other difficulties and, where difficulties or misunderstandings occur, consider the impact of social and cultural diversity.
Jargon and slang: Jargon therefore is the peculiar form of speech understood by a certain group of people usually in a specific line of business. Slang comprises colloquial or casual language or terms, which might not be easily understood (Kumar & Epley, 2021).
Unclear organisation rules and protocols: A lack of clear policies and procedures within an organization means that workers are bound to have different perceptions concerning the processes and policies within an organization.
Written information: Any written information could be caused by misunderstanding if translated inadequately or contains too much information: forms, instructions, or notices, for example (Kumar & Epley, 2021).
Scenario One
There has been a misunderstanding between a worker and a CALD (Culturally and Linguistically Diverse) client. The worker made a joke about the client's dressing style and accent. This made the client very upset. The worker doesn't understand how she has offended - it was meant to be funny.
In this case, the failure of the worker to appreciate the joke and the offence of the CALD client brings out the issues of humour and personal self-bodily identity, in a multicultural context. Unknowingly the worker wanted to crack a joke on the dressing style and accent of the client. A problem that may arise in this policy may be rooted in one or several aspects like Cultural Sensitivity, Power Dynamics, and Communication Styles (Lamond, 2020).
Scenario Two
A female worker tried to greet an Orthodox Jewish male client by warmly shaking his hand. He refused to shake her hand, and the worker was offended.
This scenario is related to a cultural/religious – -separator misunderstanding. Indeed, the gesture of the female worker who wanted to shake the hand of the male Orthodox Jewish client was perceived as discrimination as the man refused her attempt.
The feeling of offence that the female worker may have towards the client’s refusal may be attributed to low acquaintance with the cultural/social norms of the client. This misunderstanding underlines the criticality of cultural sensitivity in the interactions (Burke et al., 2022).
To provide you with an opportunity to try to sensitively resolve differences, taking account of diversity considerations.
Addressing the communication problem mainly in diverse settings considering the impact of experience and expectations is very vital for reasons like understanding the context, building trust and rapport, avoiding misinterpretation and many more (Tsaryk et al., 2021).
● Education
● Employment
● Supportive family and community
● Understanding the language
● Access to legal aid and law enforcement if necessary
To provide you with an opportunity to address any difficulties with appropriate people and seek assistance when required.
An Asian man comes into the clinic where you work. He has his son with him and speaks little English. You understand that he is angry about a letter he has received but is unable to work out anything else. As other clients are beginning to stare, you take him into a private room where you can resolve the dispute. The son thanks you in English for holding the door for him.
Use a Professional Interpreter: Inability to communicate should therefore be supplemented by hiring a professional interpreter or approaching relevant agencies that deal with translations.
This is possible because the man does not have adequate English and an interpreter can be used to explain the case and establish his complaints satisfactorily. If an on-site interpreter cannot be secured to interpret during the interview, then a telephone or video interpretation can be arranged (Tsaryk et al., 2021).
Clarify the Issue: Since the interpreter starts with the discussion of the letter, when he is done, you should encourage the man to describe the content of the letter and his view on it.
Mediator: In the scenario, a mediator can take several actions, one of which is to act as a go-between who can listen to the Asian man and at the same time understand the clinic’s position. The idea is that one must ensure that the mediator is aware of these cultural differences so that the nature of the resolution that is agreed upon will be culturally appropriate (Krishnan, 2020).
Culturally Appropriate Guidelines: As for the Asian man, culturally proper rules could proclaim such things as the specific aspects regarding how one should address him or how to conduct himself to threaten him. For instance, there can be specific expectations regarding imperative communication style or several direct processes regarding complaints.
Indigenous Culture and Heritage of Aboriginal and/or Torres Strait Islander people is part of our history as a nation. Research the following questions that are based on the importance of understanding their diversity and needs. Answer in short paragraphs
These cultural interventions are about the Aboriginal and Torres Strait Islander people from Australia. The Indigenous individuals that naturally belong to the Australian mainland and the Tasmania area are termed as Aboriginal and the other is the Torres Strait Islanders who are from the Torres Strait Islands which is off the north of Queensland and the Southeast of Papua New Guinea (Burke et al., 2022).
This implies that Australia has a lot of different and specific native people. Currently, the Aboriginal people are grouped into about 250 – 300 nations/speaking 250 – 300 languages and have diverse cultures/traditions and spoken languages.
The Aboriginal people mainly believe in The Dreamtime, Connection to the land, ceremonies of rituals etc (Santiago et al., 2021).
Aboriginal and Torres Strait Islander peoples face many important disadvantages like access to services, economic disparities, health issues and education and employment (Santiago et al., 2021).
Briefly answer the following questions:
The Universal Declaration of Human Rights is one of the first documents of the United Nations Organization and the basic charter of the international community signed by the United Nations General Assembly in the year 1948 (Spano, 2021). It presents just the elementary individual rights and the freedom which anyone in the world should have regardless of colour, caste, religion, sex, political opinion etc.
Such elementary principles that might be recognized are the principles of the right to life, liberty and security of the individual as well as the progressive development of those principles in the implementation and promotion of human rights education systems, and legal proceedings alongside the system of interstate relations.
This is a series called Human Needs, which is a list that indicates fundamental or Existential Needs and is applied to accommodate psychological needs belonging to people. Grouped based on the theory of human needs it is classified into five groups that form Maslow’s Hierarchy of Needs (Taşdemir & Akın, 2022).
● Physiological Needs
● Safety Needs
● Love and Belongingness Needs
● Esteem Needs
● Self-Actualization Needs
Frameworks, Approaches, and Instruments include: In the context of the present paper, the meaning of the acronym FAI, which stands for Frameworks, Approaches, and Instruments is explained as follows:
Laws and Regulations:
Equal Employment Opportunity (EEO) Laws: These laws banned discrimination based on race colour, religion, sex; or national origin.
Policies:
Anti-Discrimination Policies: it could be counterproductive to eradicate discrimination at the workplace on aspects such as race, sex, generation, and disability among others (Lamond, 2020).
Procedures:
Grievance Procedures: These draw lines of conduct for example on how a person may file a complaint or where there is a complaint on discrimination, harassment or any other breach that may happen.
Forms:
Complaint Forms: They are used to provide grievances or any violation that has to do with the rights of the employees or discrimination at the workplace (Spano, 2021).
Cultural Competence is an illustration and depiction of an individual’s efficiency in the general appraisal of an enhanced and proper way of handling people from other cultures. It thus guarantees that cultural competence is applied by all the providers as a measure towards promoting cultures of acceptance of all individuals (Agner, 2020).
Knowing the rights and responsibilities of workers, employers, and clients is essential for Some general notions about rights and duties of the workers, the employers and clients are essential for them for:
● Ensuring Compliance
● Promoting Fairness
● Fostering a Positive Environment
Examples of handling the breach are documenting the issue, reporting the incident, investigation and many more.
Within the context of the key stakeholders, LGBTIQ people in particular, The Rainbow Tick is a quality system that is aimed at assisting organisations to showcase and improve their safety and tolerance when it comes to the members of the community (Ștefăniță & Buf, 2021). The Rainbow Tick was established by Rainbow Health Victoria and is a methodical framework used for enhancing, and maintaining, the inclusion of the LGBTIQ population within organisations, permanently and consistently.
If measured in the context of the learning environment, diversity can be described as differences between learners that include culture, race, ethnicity, disability, and other related factors. Appreciates the differences people bring when forming a group or corporation and recognizes and pays attention to them.
Culture, race, ethnicity: Culture can be defined as those elements of civilization that are inherited, learned and socially transmitted ways of life, ideas, acts, and products of a particular people. Race can be defined as people in a society who are segregated depending on their colour, physical structure, and even hair type (Ely & Thomas, 2020). It is a cultural construct that has sociological, anthropological and historical connotations. Ethnicity thus has to do with the culture, practice, and origin of people or a specific group of people.
Disability: The term disability is used to describe certain conditions that can alter the personal dexterity or aptitude towards or during the engagement in some activities or tasks and may include conditions affecting the physical, mental or sensory aspects of a person.
Religious or spiritual beliefs: Religious or spiritual practices refer to an individual’s or group’s faith as well as their practices in matters related to the divine, sacred, or supernatural (Ely & Thomas, 2020).
Gender, including transgender: Gender relates to the sum of the parts people assume and play according to the social systems in which they live depending on their sex. It encompasses the Man, woman, and anyone who is not any of these genders.
Intersex: Intersexual is a term that is used to describe persons born with genital bisexual characteristics or with some other morphology that does not entirely conform to male and female models. Some intersexities are an enlarged clitoris, a partially formed scrotum, and chromosomes and hormone abnormalities (Beischel et al., 2021).
Generational: Generational diversity refers to the differences that exist as a result of the general classification of the public into different cohorts.
Sexual orientation/sexual identity -
Lesbian: A female who is sexually interested in other females.
Gay: A homosexual, namely, a man who sexually and/or emotionally desires individuals of the same gender (Beischel et al., 2021).
Bisexual: An individual having the ability to be in love with an individual of either or both genders.
Heterosexual: A homosexual is a person who is interested in people of the opposite sex.
The legal enactment known as the Anti-Discrimination Act is a guideline that seeks to facilitate equality and combat discrimination in different domains of civil existence (Gebhard et al., 2023). At the same time, the definition of individual provisions may differ depending on the legislation of a certain country or area, however, the general principles and goals of the Act are as follows: prohibition of discrimination, equal opportunities, and protection of rights.
Influences: It is therefore evident that the immigration policies of Australia have had a great impact on the formation of Australia’s multicultural face. The immigration after World War II policies involved people from Europe, Asia and many other parts of the world (Krishnan, 2020).
Changing Practices: Multiculturalism measures that were introduced in the 1970s made it legitimate to maintain cultural differences as well as to embrace them in the context of social integration.
Impact on Communities: Fertilized ethnic base societies and promoted the battle of ethnical diverseness in Australia. Today, many festivities, foods, languages, and traditions from different regions of the world are quite common in Australia (Chowdhury, 2022).
Impact of diversity practices and experiences on personal behaviour, interpersonal relationships, perception and social expectations of others.
Personal Behaviour: Flexibility and open-mindedness also increase because people become aware of how they are prejudiced as they interact with people in other cultures.
Interpersonal Relationships: Cultural diversity enhances one’s communication skills since it teaches how to respect cultural differences and the appropriate gestures to consider when dealing with people of diverse cultures (Chowdhury, 2022).
Perception of Others: Interacting with people of different cultures enables people to step out of their comfort zone to change how they stereotype and prejudice individuals.
Social Expectations: There is a new attitude relying on collective action, which is oriented toward an equally friendly reception of all individuals without distinctions. Gender has become an important aspect of diversity because policies and practices in the current society are likely to incorporate diversity (Agner, 2020).
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