Need help respond to this discussion post in 150 or more words

Working in restaurants for 15 years now has given me the opportunity to be exposed to many different cultures and backgrounds. I have worked with many different mangers over the years, and there were more than I can count that were not very talented at managing diversity. It is true that a learning and empathy approach must be adapted (Davis and Luthans, 2015). Being able to adjust to certain scenarios, using the technique of encouraging team members to give candid feedback as to how they are feeling a manager is handling a culturally diverse situation will help fix an otherwise uncomfortable mistake when it arises (Davis and Luthans, 2015) When the team member feels that the manager did something improper, it is important they let that manager know right away so that they can quickly change their behavior and not repeat it (Davis and Luthans, 2015). Failure is usually the greatest lesson, and learning from mistakes usually is a lesson one does not forget easily. However this is a very reactive approach, and with that a more proactive approach would better promote an environment that defines a multicultural organization (Davis and Luthans, 2015). That would entail not only hiring employees from all different ethnic backgrounds, genders and races, and also disabilties, but having these diverse cultural groups be involved in the decisions that shape the mission, structure, technology, psychosocial dynamics, and products and services of the organization (Davis and Luthans, 2015). Ensuring that testing for the job is job-specific rather than general aptitude or knowledge based tests (Davis and Luthans, 2015). Offering proper training and mentoring programs to guide and assist these team members in their devlopment. (Davis and Luthans, 2015). Followed by offering different incentives including work/family programs, job sharing, flextime, and compressed workweeks to help those that are trying to balance work and family life(Davis and Luthans, 2015). The benefits of this approach are also hard to ignore. On many occasions, ...physically challenged workers... are ...more intelligent, motivated, better qualified and have higher educational levels than their nonphysically challenged counterparts (Davis and Luthans, 2015). According to Tim Horton: Special Needs Talent Managment(2011) people with disabilities are loyal productive employees, who have a contagious attitude, that stick around and also drive others to stick around as well. Cultural diversity is great for business (Yeates, 2017), in the respect that a diverse team can help pitch ideas that better line up with the beliefs of different cultures (Davis and Luthans, 2015). Teams and companies that make diversity a priority offer a variety of ideas, perspectives and learning opportunities (Schindler 2019). Most importantly of all, I would role model the behavior that is expected as the leader of this team. When your management team understands that this is the expectation, and you walk the walk as well, they know that this company and organization really is striving to be a multicultural organization. Once that is put in place, validating and maintaining that culture on a consistent basis, celebrating different walks of life, and showing your team that it's important to you will help preserve and solidify that culture throughout your organization.