This document discusses cross-cultural communication and discrimination in the workplace. It defines culture and explains how cultural differences can lead to conflicts between employees from different cultures due to differing values and communication styles. It also discusses types of discrimination like gender and language discrimination. Finally, it provides guidelines for managers to deal with cross-cultural conflicts and prevent discrimination, such as being sensitive to different cultures, educating themselves, and not letting personal beliefs affect their duties.

1. CROSS
CULTURAL
COMMUNICATI
ON
Professional Ethics & Presentation
Skills Presented By :
Arjun Dua
BBA (Hons./Research)
A256150922004

2. CULTURE DEFINED
Culture is a group which
shapes a person's values and
identity. Cultural identities
can stem from the following
differences: race, ethnicity,
gender, class, religion,
country of origin, and
geographic region.

3. CULTURAL CONFLICTS IN
WORKPLACE
Cultural conflicts arise because of the
differences in values and norms of
behavior of people from different
cultures. A person acts according to
the values and norms of his or her
culture; another person holding a
different worldview might interpret his
or her behavior from an opposite
standpoint. This situation creates
misunderstanding and can lead to
conflict.

4. CROSS-CULTURAL
COMMUNICATION
We communicate the way we do
because we are raised in a
particular culture and learn its
language, rules, and norms.
Different cultures (and subcultures)
may have different rules and norms.
Understanding the other's culture
facilitates cross-cultural
communication.

5. Learning about other cultures.
People can prevent cross-cultural
conflicts by learning about cultures
that they come in contact with. This
knowledge can be obtained through
training programs, general reading,
talking to people from different
cultures, and learning from past
experiences.

6. Altering organizational practices and
procedures.
Often the organizational structure
reflects the norms of just one
culture and gives rise to cultural
conflict in the workplace . In such
cases, structural change in the
organization becomes necessary to
make the system more sensitive to
cultural norms of other people

7. DISCRIMINATION
Cultural conflicts lead to
Discrimination toward or
against a person or group is
the prejudicial treatment of
them based on certain
characteristics.

8. Dealing with Discrimination in the
Workplace
In the last few years, charges of
gender discrimination (man vs
woman) in the workplace have
increased. Racial bias, while no
longer the most common complaint
among employees, remains a
problem, as does age
discrimination.

9. Dealing With Discrimination At
Workplace
Dealing effectively with
discrimination is a twofold process:
Become knowledgeable with regard
to antidiscrimination laws,
 Pay close attention to what’s
happening in your company

10. Types Of Discrimination
1.Gender discrimination
Socially, sexual differences have
been used to justify different roles
for men and women, in some cases
giving rise to claims of primary and
secondary roles.

11. GENDER STEREOTYPING
The United Nations had
concluded that women often
experience a "glass ceiling"
and that there are no
societies in which women
enjoy the same opportunities
as men. The term "glass
ceiling" is used to describe a
perceived barrier to
advancement in employment
based on discrimination,
especially sex discrimination.

12. 2. Language discrimination
Diversity of language is protected and
respected by most nations who value
cultural diversity. However, people are
sometimes subjected to different
treatment because their preferred
language is associated with a
particular group, class or category.
Discrimination exists if there is
prejudicial treatment against a person
or a group of people who speak a
particular language or dialect.

13. Here are some general guidelines for
managers to overcome conflicts in workplace
due discriminatory attitudes of employees
Pay attention to what you don’t
always see. You can’t always see it,
prove it, or stop it, but if you ignore
even the hint of discriminatory
behavior, you and your company
could suffer in the long run. Low
morale, employee conflicts, and even
lawsuits are just a few of the serious
problems that could arise.

14. Keep your personal beliefs personal
Your personal opinion regarding race,
religion, sexual orientation, and
other potentially contentious issues
should not affect your duty to
monitor workplace discrimination.

15. Be careful of what you say and to
whom you say it
It’s easy for an off-the-cuff
remark — said by either you or
an employee — to start a torrent
of bad feelings and even a
charge of discrimination. Think
before you say something that
might be misunderstood, and
teach your employees to
conduct themselves similarly.

16. Educate yourself
Stay informed about workplace
discrimination. Talk with your peers
in similar and different industries,
read your daily newspaper for
information about what’s happening
locally, and conduct research on
discrimination and harassment law.

17. Be Sensitive
It may seem like tough work but
being sensitive to these things
would make interacting with them a
lot better.

18. Always remember that there are
always Varied solutions to problems
one set of steps or
one solution
that can resolve
every issue –
does not exist.
Each issue and
set of
circumstances
are different and
might require yet
another
approach.