There are different concepts that can be applied to better navigate the problems involved with racial diversity in different cultures. Second, to counter both human and systemic causes of inequality and bigotry, policymakers should set down policies.
The origins of bias and bigotry are often rooted in particular historical and social backgrounds and are driven by cultural practices and systems. It is often pointless to aim at transforming people without treating those powerful variables or also without solving the basic problems that guide intergroup relationships.
Practices and mechanisms such as supervision, hiring processes at work, appraisal practices in the work stations, as well as stereotypes, attitudes, and stories that have become the common lore of society are both historical and structural forces that should be recognized in the adoption and creation of policies to strengthen inter-ethnic relations. It is necessary to bear in mind, however, that the nature of activities and programs in the power gap is primarily at the center of the interethnic conflicts, perceived or actual.
Second, organizations can work to manipulate people’s attitudes, including the capacity and incentive to affect others without taking their ethnic status into consideration. Efforts to raise understanding and information need not be limited to them. Many members of society are not as qualified to communicate with others as they feel that they are ethnically different. For this cause, persons with future objectives end up doing incorrect things on occasion. As such, altering habits can require other individuals’ assistance.