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organization. Organizations adopting this strategy underline
the importance of local culture and norms to reach a higher
level of homogeneity, communication, and customer satisfac-
tion, and to avoid conflict and delay in decision-making pro-
cesses.
2) Blind strategy. This strategy focuses on the person–
job fit to select and retain the best-qualified employees, irres-
pective of their cultural background. As long as the candida-
te meets the technical job qualifications, they are considered
employable.
3) Fairness strategy. Like the blind strategy, the fair-
ness strategy focuses on providing equal opportunities and
is anti-discriminatory, but also provides support to employees
with different cultural backgrounds for their employment and
development. For example, the organization might set a quota
for employing migrant workers. Organizations with this strate-
gy believe that the demographics of society should be reflec-
ted in the organization.
4) Learning strategy. This strategy emphasizes the new
and distinctive perspectives, skills, and knowledge that wor-
kers from a different culture transfer. This new perspective is
considered an essential source of innovation and learning at
the team and organizational levels.
5) Access strategy. This strategy is primarily characteri-
zed by the inclusion of culturally diverse employees in order to
reach and serve a diverse clientele. In this strategy, migrants
are often employed as cultural brokers. Due to their familiarity
with both the host and home cultures, migrants can help the
organization operate in new markets or provide a higher level
of customer service to culturally diverse customers.
6) Good worker strategy refers to a strategy that the
employer is inclined to utilize migrant workers which are of-
ten marginalized and have a valnurable position in the labor
market. This strategy aim to get the most out of migrant wor-
kers.Since migrant have lower negotiation power, they are
more flexible and therefore, attractive for certain employers

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