ABSTRACT
This chapter suggests that approaches to diversity very much depend on the perspective of the person or the organisation or even the nation doing the managing. It questions whether or not interventions actually help those they are intended to help and explores what, if anything, can be done to further the diversity 'cause'. The chapter explores the areas mentioned above; gender, racial and ethnic diversity, before exploring the advantages and disadvantages of four approaches to managing diversity. It concludes that the nuances surrounding diversity are too complex to reduce to a set of competencies or a 'tick-box' compliancy. The chapter explores the integration perspective that tends to believe there are many lenses from which to see a situation. Even from the point of view of one's own life and work experiences, there are often many ways to look at things, and even more so when we introduce the perspective of the other or others.
