Most institutions try to promote the creation of a diverse, creative … This is why fostering global awareness and international collaboration in our classrooms are so beneficial to our students. Often it is the unseen cultural barriers that can derail an organization’s best-laid plans – especially if they are not identified and addressed early in the process. And those who look only to the past or the present are certain to miss the future” – John F Kennedy We cannot avoid it and the more we resist change the tougher our life becomes. Change … Cultural appropriation remains a concern for a variety of reasons. Therefore, mergers and acquisitions (M&A) due diligence is critical. Diversity makes for more creative solutions and helps the bottom line. If you do not understand the culture you may be acquiring, you not only will not have an idea of how they fit together, but you may also be acquiring an FCPA nightmare. The one constant thing in our lives is change. In addition, belonging to a culture provides people with a sense of identity, purpose and belonging. So.. that’s why this is such a big deal! The classic culture change model builds on three stages: “unfreezing” the beliefs in an organization through critical events; “change” through role-modeling and setting new behaviors and beliefs; and “refreezing” the organization to lock in a new culture (see Lewin-Schein Models 2). Culture change needs to happen through a movement, not a mandate. The destruction of these cultural heritage sites is devastating to the world, our cultural identities and it threatens the vast knowledge that lives on through preserving these historical places. Every employee you hire and every organization you acquire will change your organization’s culture. It pains me to even fathom that reality. Managing diversity in organizations is one of the defining issues of our time. Here are the top five things you can do as a middle management leader to help drive a culture of inclusivity. For one, this sort of “borrowing” is exploitative because it robs minority groups of the credit they deserve and often the capital owed to them as well. The converse also holds true: Unhealthy cultures do not respond well to change. When creating change, one thing that works really well for us at Ceros is to not only think of the current goal, but to also tie our experiments back to our company's overarching why. ... A leader can do this by framing change within the organization’s purpose — the “why we exist” question. In a world where the one constant is change, culture becomes even more important because organizations with high-performing cultures thrive on change. Why Cultural Appropriation Is a Problem . Good people go to heaven, and most people are categorized as “good.” ... but I have chosen you out of the world. 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