In recent years, there has been a growing emphasis on the importance of hiring for cultural fit. However, this approach has also received criticism for potentially perpetuating bias and limiting diversity. How can organizations ensure that cultural fit assessments do not inadvertently lead to exclusion or favoritism? How can organizations shift from a one$-$size$-$fits$-$all approach to one that values diversity in cultural backgrounds while maintaining a cohesive organizational culture? Use objective academic analysis of the OBHR concepts being learned in the course.