Managing Diversity Library
The Managing Diversity Library provides perspectives, insight and guidelines designed to assist in managing diversity issues. It provides a collection of articles, studies and other resources focusing on workplace diversity.
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Spotlighted Articles
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Hold The Applause: Gaining Middle Management Buy-in to The Success of Your Diversity Initiative
by Barry Callender
By now you’ve probably read many publications’ lists of this year’s “Best Places
The Diversity Recruitment Advertising Toolkit Directory, 2nd Edition is a 288-page directory that contains over 650 career-focused, national newsletters, magazines, journals, web sites, job banks and job boards targeting college-educated African American, Arab American, Asian American, Hispanic and Native American professionals. This informative resource also contains 40 pages of strategies and over 1,000 additional diversity recruitment advertising resources including listings of associations, recruitment marketing companies, and government agencies.
Click to find out more about this essential tool for employers seeking a diverse workforce.
To Work” or “Best/Top Companies.” These companies win accolades and free publicity, a nice advantage in today’s competitive market for top talent. But you might be surprised to learn that many of these same companies receive low employee-opinion survey scores and frequent complaints, and that many are even subjected to legal action. “Wait a minute!” once-envious CEOs and Human Resource VPs demand, “How can that be?”
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Leading Diversity: A Comparative Analysis
by Kenneth Rice
Creating successful, diverse and dynamic learning organizations involves developing processes to ensure that the differences of employees, customers, and community are taken into account. Diversity management is an active process that requires an investment in time and resources. It is a paradigm shift from intentional exclusion to an intentional full utilization of resources. Valuing and managing diversity requires policies, relationships, procedures, and practices that will ensure fairness and equity. It means more than increasing awareness, but also changing the system to support differences for the benefit of all. This comparative analysis compares the diversity strategy of the Monitor Company and IBM.
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Developing an Organizational Change Plan in Diversity
by Maggie Finefrock
The most difficult stage in change processes is not initiating change as many people believe. The most challenging part, and the reason that more organizational change efforts do not work, comes during the persistence stage when the going gets tough and you look around to find out where the tough have gone. In order to create strategic and long-term change with diversity initiatives, we must develop a long-range plan and be mightily committed to following it to the desired outcomes.
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A Passion for Diversity
by Simma Liebermann
Some people work at their jobs because they have to make a living, and they get to express themselves after work. Some people have careers that they love, and have a hard time not taking home their work with them when they go home. And then there are successful people in the diversity field. They have a passion for diversity and they live their work. Whether or not they take their work home with them, their work is always driven by the values they live every day, and their lives are driven by the values they promote at work. When organizations began to embrace diversity in the 1980s, many of them thought that diversity training was the answer.
More Articles
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Developing and Implementing Employee Network Groups
by Peter Bye
Employee network and affinity groups each have unique characteristics—no two are alike. There are, however, common planning and management techniques. Do you need to develop a business case or implementation plan for network or ...
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Diversity in the Workplace: Benefits, Challenges and Solutions
by Josh Greenberg
Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational ...
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The Ostrich, the Sand, and You: What’s the diversity connection?
by Amy S. Tolbert, Ph.D.
While the image of an ostrich burying its head in the sand is based on myth rather than fact, it is the perfect icon to depict the many avoidance tactics we use to deal with the tough stuff. The tough issues won’t go away just ...
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Chartered Institute of Personnel Employment Law Qualifications Open Evening.
April 24 ~ London, UK -
Washington Association of Multicultural Educators Presents Becoming Culturally Competent.
April 25 ~ Seattle, WA -
The Hubbard & Hubbard Internal Diversity Trainer Certificate Program.
May 23-24 ~ Las Vegas, NV
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