Changing people’s deep-seated attitudes can be difficult; the best way is often to change the behaviour rather than the attitude.  There will be no chance of success unless you show your commitment to accepting cultural diversity; others will then be able to mirror your understanding.
The following are a number of strategies an organisation can use to resolve differences whilst taking into account cultural considerations:

• Educate people as to what is appropriate and acceptable behaviour.
  
• Support the introduction of policies, procedures and practices to accept and encourage cultural diversity.
  
• Assess the organisational culture to see if it is contributing to conflict.
  
• Take any complaints seriously and keep records of incidents.
  
• Make investigations independent of the people involved in the conflict.
  
• Informal resolution procedures and mediation can be effective.
  
• Speak to all the people involved in cultural conflict, even if they are supervisors.
  
• Workplace codes of conduct/grievance procedures may be helpful.
  
• The process followed to resolve conflict must be seen to be fair.
  
• Be patient.  It is unlikely the problem will be fixed quickly, especially if it is entrenched in the organisational culture.