ABSTRACT
This chapter considers the strategic management of diversity in the workplace as a means to determine organisational goals, roles, objectives and responsibilities, as well as the integration of a diverse labour force into the organisation. It also considers the concept of inclusion-exclusion, the importance of communication and the implementation of diversity management in the organisations as well as the process involved for an effective policy. Diversity management is sometimes seen as a voluntary measure for organisations, and, without the support of legislation, tends to be ineffective. Racial diversity is valued favourably by shareholders, who recognise the organisation's workforce and its potential benefits to improve returns in the marketplace. Programs to address diversity in the workplace should be designed in a way that makes them sensitive enough to address various factors, such as culture, ethnicity, gender and age. The purpose of diversity management is to direct organisations towards attaining diversity in the workplace.
