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problems. Some of the consequences can include unhealthy tensions between employees or with management; loss of business performance and productivity because of increased conflict; inability to attract and retain talented people of all kinds; complaints and legal actions; and inability to retain valuable employees, resulting in lost investments in recruitment and training (Stockdale and Crosby, 2004). Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The “we’ve always done it this way” mentality silences new ideas and inhibits progress (Albrecht, 2001).

Although cultural diversity presents a challenge, organisations should view it as an opportunity rather than a limitation. When managed properly, cultural diversity can provide competitive advantages for an organisation. An organisation that manages diversity properly can develop cost advantages over other organisations and are in much better position to attract the best personnel. Proper guidance and management of diversity can improve the level of creativity in an organisation (Henderson, 2001).

Intercultural communication:

Diversity in the workplace is strategic force influencing communication (Samovar et al. 2008). Communication in its most basic form is defined as the use of symbols to convey meanings. Culture is the integrated system of beliefs, values, behaviours and communication patterns that are shared by those socialized within the same social group. When persons socialized in different cultures and co-cultures look from the same point in same direction, they often see different things, and these different perceptions shape their communication (Samovar et al. 2008). Being different from others in an organisation can adversely affect communication and coordination. People from different cultures bring different set of assumptions about appropriate ways to coordinate and communicate in an organisation. Understanding how to communicate effectively with people from other cultures has become integral to the work environment of many organisations (Samovar et al. 2009). Managers who manage diversity need to be sensitive to cultural differences that can contribute to the effectiveness in cross cultural co