ABSTRACT
The increasing diversity of the workforce in terms of race, ethnicity, gender, and age, as well as disability status, religion, veteran status, and sexual orientation requires organizations to recognize their dependency on a more varied employee base. Diversity includes all significant differences in the experiences, perspectives, and backgrounds of different groups within an organization's workforce. The chapter emphasizes the stereotyping, psychological distancing, and misunderstanding by white men because they have traditionally possessed the most power in organizations. It examines two additional questions regarding the diversity management process: Should there be "special programs" for targeted groups within the organization? Should organizations practice "preferential treatment"? The chapter suggests that actions for all employees pursuing careers in culturally diverse organizations based on the career management approach. A multicultural organization "seeks and values all differences and develops systems and work practices that support the success and inclusion of members of every group.
