1. Present by:
- TYA-
HNDBM11/02/A

2. ORGANISATIONAL
CULTURE
 The specific collection of
values and norms.
 It is shared by people and
groups in an organization.
 It control the way they
interact with each other and
with stakeholders outside the

3. HOW DOES A STRONG
CULTURE EFFECT AN
ORGANISATION’S
EFFORTS TO IMPROVE
DIVERSITY?

4. STRONG CULTURE
 Could be one of the majority of
the participants hold the same
basic beliefs and values as applies
to the organization.
 People in this group may follow
the perceived rules and ethical
procedures that are basic to the
organization, even if those values
are not publicly stated by the

5. STRONG CULTURE
 Can be extremely valuable for
building a team where all the
participants have the same goals.
 Working together to improve
efficiency
or, possibly, communication with
management could be some of the
 Have a greater impact on
goals.
employee behavior and are more
directly related to reduce

6. Effect of strong culture to the
organizations in improving
diversity
 It is inherently a barrier to
diversity because hiring new
employees who, because of race,
gender, disability, or other
differences, are not like the majority
 Management wantsmembers creates
of the organization’s new employees
to accept the organization’s core
a paradox.
cultural values but, at the same
time, they want to support the

7.  Strong cultures put considerable
pressure on employees to conform.
They limit the range of values and
styles that are acceptable.
 Organizations seek out and hire
diverse individuals because of their
alternative strengths, yet these
diverse behaviors and strengths are
likely to diminish in strong cultures.

8.  Organization can use it strong
culture to enhance diversity if it seeks
out and hires diverse individuals
because of their alternative strengths.
If they effectively encourage the
unique strengths that diverse people
bring to the organization, they will
eliminate any institutional
bias/insensitivity to people who are
different.