This thesis aimed to study how the internationalization of a company influences the Swedish and Norwegian individuals’ perception of multiculturalism. The thesis focused on Swedish and Norwegian individuals working in a multicultural work environment and how they think from their point of view that multiculturalism is beneficial or detrimental to international business. For the methodology of this thesis, a qualitative study with semi-structured interviews as a deductive approach was chosen to conduct the empirical data and analyze the findings to answer the research question. In total, six interview samples of Swedish and Norwegian employees ranging from blue-collar and white-collar workers up to human resources and managers were conducted. Some of the companies that the interview samples are part of a multicultural workforce and already fully internationalized, standing in the internationalization process or did not internationalize at all. The theoretical framework for this thesis was formed out of the internationalization theories, the differences between cultures, and how to manage multiculturalism within the companies. The internationalization theories allow analyzing the internationalization approach of the companies from the sample interviews. The general culture theories are necessary to compare the different cultures and values that are present within a multicultural work environment and to enable an evaluation of how multiculturalism can be managed for business success and internationalization activities. The findings of this thesis present that multiculturalism is highly valued from the Swedish and Norwegian individuals’ perspectives and allowed some of the companies to address foreign business partners more specifically in the internationalization process. A cultural mix within the own workforce opens up for creativity and requires mutual understanding. The main challenges that a multicultural workforce provide are possible misunderstandings that occur when multiculturalism is not sufficiently considered, and communication is not open and honest in the company. Finally, this thesis concludes with some theoretical and practical implications and suggestions for future research.