Globalisation allows for global connectedness between all parts of the world, stemming from technology and economies (Smith & Cheung 2015). This results in mass movements of individuals, creating multicultural societies (Berry, Poortinga, Breugelmans, Chasiotis & Sam, 2011). 71,676 people were granted permeant residency in the UK in year ending March 2018 (rise of 23%) (Home Office, 2018); this, coupled with the highly controversial topic of Brexit, has given rise to xenophobia, and many negative societal ideologies have been accelerated.
Snider, Reyson & Katzarska-Miller (2013) found that framing globalisation negatively can negatively decrease global-citizenship sympathy, expanding negative societal ideologies, such as; “immigrants steal our jobs” and “ethnic groups should keep their culture to themselves”. These connote segregation, negativity and avoidance (Gibson, Crossland & Hamilton, 2018), which can lead to ethnic minorities struggling with depression (Bhui, et al., 2005). Although equality laws ensure employers hire ethnically diverse individuals, tolerance around cultural differences can often be lacking. As Arrow (1998) explains in statistical discrimination theory; employers can hire individuals based on their average racial/cultural productivity characteristics. For example, a Muslim who takes part in Ramadan could be seen as less productive during this period due to lethargy, mood and sleep deprivation (Arrow 1998; Laer & Janssens 2011) and is therefore not hired.
Multiculturism should be promoted as it has been found to lead to increased creativity and problem solving within the workplace (Korzilius, Bücker, & Beerlage 2017), which is invaluable for employers.Cattaneo, Fiorio and Peri (2015) found no evidence of increased unemployment through the rise of globalisation; therefore, employers and employees should be educated on different cultures to avoid stigmas being believed.
References:
Arrow, K.J. (1998), “What has Economics to say about Racial Discrimination?”, The Journal of Economic Perspectives, 12, 2, 91–100.
Berry, J. W., Poortinga, Y. H., Breugelmans, S. M., Chasiotis, A., & Sam, D. (2011). Cross-cultural psychology: Theory and applications (3rd Ed.). Cambridge: Cambridge University Press.
Bhui, K., Stansfeld, S., McKenzie, K., Karlsen, S., Nazroo, J., & Weich, S. (2005). Racial/ethnic dis- crimination and common mental disorders among workers: Findings from the EMPIRIC study of ethnic minority groups in the United Kingdom. American Journal of Public Health, 95, 496–501. doi:10.2105/AJPH.2003.033274
Cattaneo, C., Fiorio, C., & Peri, G. (2015). What Happens to the Careers of European Workers When Immigrants “Take Their Jobs”?. Journal Of Human Resources, 50(3), 655-693. doi: 10.3368/jhr.50.3.655
Gibson, S., Crossland, M., & Hamilton, J. (2018). Social citizenship and immigration: Employment, welfare, and effortfulness in online discourse concerning migration to the United Kingdom. Qualitative Psychology, 5(1), 99–116. https://doi.org/10.1037/qup0000078
Korzilius, H., Bücker, J. J. L. E., & Beerlage, S. (2017). Multiculturalism and innovative work behavior: The mediating role of cultural intelligence. International Journal of Intercultural Relations, 56, 13–24. https://doi.org/10.1016/j.ijintrel.2016.11.001
Laer, K. V., & Janssens, M. (2011). Ethnic minority professionals’ experiences with subtle discrimination in the workplace. Human Relations, 64(9), 1203–1227. https://doi.org/10.1177/0018726711409263
Smith, D. S., & Cheung, M. (2015). Research note—Globalization and social work: Influencing practice through continuing education. Journal of Social Work Education, 51(3), 583–594.
Snider, J. S., Reysen, S., & Katzarska-Miller, I. (2013). How we frame the message of globalization matters.Journal of Applied Social Psychology, 43(8), 1599–1607.
Summary of latest statistics. (2018). Retrieved from https://www.gov.uk/government/publications/immigration-statistics-year-ending-march-2018/summary-of-latest-statistics retrieved on 19.02.19
Reflections on Culture in Psychology 