ABSTRACT
Most leaders regularly face dilemmas of diversity at work. The issues may involve a combination of features such as gender, ethnicity or nepotism (favouring a family member or friend). Discussion of such issues can be highly charged, with accusations of bias and prejudice. Here, more than in most chapters, each reader is likely to need a personal map. We pay particular attention to gender. This does not reduce the significance of other diversity issues such as ethnicity, social class, religious beliefs, age, physical or mental characteristics. Rather, we indicate how gender provides a map which happens to be worth comparing with maps of other territories of diversity.
