The relationship between organizational culture and diversity can be seen in the manner in which the different backgrounds of employees affect their ability to adapt to an established corporate culture. The advent of globalization has made it easy for cross-country immigration, and many people go to the countries with the best jobs. If they are hired by any organization, the question becomes whether they will be able to blend in with the corporate culture of the organization. This is a serious consideration because a person who is brilliant academically may not have the necessary social skills to be a team player. Someone with a different background who is not willing to adapt to the culture of an organization might turn out to be a liability rather than an asset if the person becomes a disruptive influence.
Organizational culture and diversity includes not only people from different backgrounds but also people with different sexual orientations, handicapped people, and the hiring of the opposite sex in a position mostly done by the other gender. For instance, an elite military unit might have only men. The culture in that branch of the military might be one that includes grueling training routines, intensive physiological training, and even the telling of outlandish jokes as a means of relieving stress. If a woman were to be added to this unit, she would have to adapt to the culture in place or leave. Trying to accommodate her would only prove to be a disruptive influence on the military organization.
In the same sense, people from different backgrounds must also adapt to the corporate culture in place in their organization, regardless of their background. Some organizations might be willing to make a few little concessions, but the person must largely make the effort to blend in and not be a disruptive influence. For instance, someone whose mother tongue is Spanish would not expect to speak Spanish in an organization with an English-only policy. As such, the person would have to learn English so as to fit into the corporate culture. This is an example of the relationship between organizational culture and diversity.
Another example that can be used to show how organizational culture and diversity are related is through the use of outsourcing as a means of recruitment by organizations. In this case, the employers go to the employees' countries. The application of the organizational culture might also be an issue. It is up to the individual companies to decide how to handle any potential clash between national culture and the culture in place in the organization.
