DEVELOPING MULTICULTURAL ORGANIZATIONS: A CHANGE MODEL by Evangelina Holvino, Ed.D.

Multicultural organization development (MCOD) is a process of change that supports an organization moving from a monocultural – or exclusive – organization to a multicultural – or inclusive, diverse and equitable – organization. The approach requires an initial assessment of where the organization is and a commitment to a vision of where it wants to be in the future. From an analysis of the gap between where the organization is and where it wants to be, specific interventions are then designed to accomplish the identified change goals. The MCOD model, based on earlier work by Jackson and Holvino, provides a useful way for an organization to:
1. frame an initial assessment of where it is on the path to multiculturalism,
2. decide on a vision of multiculturalism it wants, and
3. select appropriate goals and interventions to support its desired vision.

THE MULTICULTURAL ORGANIZATION DEVELOPMENT MODEL
MONOCULTURAL
Exclusionary
Committed to the dominance, values and norms of one group. Actively excludes in its mission and practices those who are not members of the dominant group.

Passive Club
Actively or passively excludes those who are not members of the dominant group. Includes other members only if they “fit” the dominant norm. Values and promotes the dominant perspective of one group, culture or style.

TRANSITIONAL

MULTICULTURAL

Compliance

Positive Action

Redefining

Passively committed to including others without making major changes. Includes only a few members of other groups.

Committed to making a special effort to include others, especially those in designated protected “classes.”
Tolerates the differences that those others bring. Actively works to expand its definition of
inclusion,