Certain companies regard the management of cultural diversity as a way of developing new competencies that give them certain advantages. They are, for example, able to recruit and hold on to good employees, to diversify their markets and to promote creativity and innovation. For most of the time, however, it is just a question of managing differences between genders and ethnic minorities.

What, in your opinion, are the reasons for companies adapting their recruiting, training and communication policies to the cultural diversity of their personnel?