Aim: This study aims to explore the impact of organizational culture on creating an inclusive work environment, focusing on ethnic diversity in STEM fields. Background/Problematization: The rapid technological advancements and global challenges in STEM fields necessitate ethnically diverse employees, leading to heterogeneous organizations achieving innovation and success. However, organizational cultural shifts and actions to create an inclusive work environment are not being focused on, leading to ethnically diverse employees feeling excluded and disconnected. Therefore, this study explores how organizational culture can impact the creation of inclusive work environments by focusing on embracing ethnic diversity.  Methodology: The study employs a qualitative research methodology, including ten interviews with employees from various ethnic backgrounds in a STEM organization. It combined deductive and inductive reasoning to provide structured and analytical direction while interpreting real-life experiences. In the deductive phase, the authors initially constructed a conceptual framework employing previous literature and theories. Later, the authors employed inductive reasoning for data collection through semi-structured interviews and data analysis using template analysis. Findings and Conclusion: The study emphasizes the importance of creating inclusive work environments by focusing on key themes such as "Room for Authenticity," "Value in Authenticity," "Sense of Belongingness," "Organizational Culture," and "Selective Adoption." It calls for proactive measures like promoting psychological safety and comfort, a supportive atmosphere, awareness training, and communication strategies, fostering a sense of belonging, and preserving positive subcultures.  Contribution of the study: The study contributes to existing literature by providing insights into the complex interplay between organizational culture and diversity initiatives in STEM fields. It underscores the significance of creating inclusive environments that support the authenticity and well-being of employees from diverse backgrounds. Additionally, the research offers practical implications for organizational leaders and policymakers seeking to promote diversity and inclusion within their organizations. Suggestions for future research: This study recommends that future researchers conduct in-depth qualitative analyses using larger samples and multiple STEM organizations, further exploring the impact of organizational culture on creating an inclusive work environment that embraces ethnic diversity using the designed conceptual framework or extended version. Additionally, investigating leadership strategies and creating an inclusive work environment in hybrid working modes are worth further exploration.