ABSTRACT
Most writing on the subject suggests there is one best way to manage workforce diversity in organizations. We argue that there is no single best way, but that the organization’s approach depends on the degree of pressure for diversity, the type of diversity in question, and managerial attitudes. Strategic responses for managing diversity are presented in a framework of proactive, accommodative, defensive, and reactive modes. These responses are discussed in terms of episodic, freestanding, and systemic implementation practices.
