I have combined data from several areas of study to capture some of the salient aspects of managing cultural diversity. It is fair for me to warn the reader that this book is not value free or completely objective--if any book can be. A lifetime of living as an African American has too deeply etched in my mind the need for equal opportunity, affirmative action, and cultural diversity in the workplace. Like countless other people of color, I can verify from personal experiences that diversity training at its best helps bring about organization transformation; but when done poorly, people-- disproportionately, ethnic minorities and women--are economically, emotionally, and socially hurt. Hopefully, I have written a book that will help administrators facilitate better human relations among all employees.
My intended audience consists of managers who currently are trying to effectively and humanely manage culturally diverse employees; college students who may some day have to manage diversity; and consultants who themselves need additional knowledge in their diversity armamentarium. Equally important, I offer a challenge to the employees who bear the brunt of diversity program failures--ethnic minorities, women, older workers, people with disabilities, and immigrants. I encourage them to tell their stories, offer their suggestions, and stay the course until diversity is celebrated and perpetuated.
The cultural diversity problems I discuss in this book exist in some form in all organizations--private and public. In an attempt to seek solutions, rather than assess blame, I have drawn my strategies and recommendations from a variety of sources, including case studies, relevant literature, and my own personal experiences. For CEOs, managers, supervisors, and other people concerned about effectively managing diversity, I have tried