ABSTRACT
How do people and organizations learn to manage D&I effectively? Diversity competence (DComp) is a learning process leading to “effectively respond(ing) to the challenges and opportunities posed by the presence of social-cultural diversity in a defined social system” (Cox & Beale, 1997, p. 2). At work, DComp means learning how to alter one’s behavior as an employee, supervisor, or manager in an environment that is diverse, or expected to become diverse in the future. Cox and Beale described its development in phases of awareness, understanding, and action. Preceding chapters have provided background information and concepts as the cognitive foundation for DComp focused on awareness and understanding. They may also have built an affective (motivational) base for DComp, an important requirement in the action phase of competence development. This chapter focuses on processes for increasing the D&I competence of employees.
