Organizations moving toward creating a more diverse and inclusive climate and not just looking at culture through a Western approach may be building a more positive work environment. Diversity and inclusion management programs should facilitate a more culturally aware work environment where employees of all genders, ethnicities, cultures, religions, ages, abilities, education and sexual orientation feel free to express opinions and learn from one another (Stoermer et al., 2016). It is about respecting differences and empowering people to appreciate those differences to create a more cohesive work environment. These differences should give rise to a better outcome for the organization as individuals learn to see past their cultural biases and better understand one another (Garg & Sangwan, 2021; Glover et al., 2015, pp. 20-21;). The organization must employ leaders who support the company's vision of creating overall effectiveness and job satisfaction by helping to realize an inclusive working environment for all employees (Conte & Landy, 2018). Employees who feel supported by their managers in a culturally diverse and inclusive work environment are more likely to excel, engage, and feel valued by the company and their peers. In contrast, employees who perceive that leaders and peers treat them condescendingly may withhold work and opinions, feel less valued and are less likely to flourish at work (Schachter, 2021). Individuals will