Managing Diversity
The need for a diverse workforce started with a rigid ‘quota’ system, shifted to being ‘the right thing to do’ and is only now moving on to becoming a platform for a wider customer/market reach, greater innovation and explosive growth potential. The hope is to transition to the stage of true integration soon (following the business case rationales for diversity of - Fear & Avoidance, Fairness & Justice, Marketplace Opportunities and Workplace of Choice). It is important to mention that these stages are not necessarily linear and successive in nature. There are many organizations even today, which view diversity as primarily a legal obligation while there were pioneers in the late 70’s and 80’s (Xerox and PepsiCo, for instance) who aimed to integrate the need for diversity almost akin to a business strategy. The attempt to increase diversity through quotas drew a lot of flak from different quarters, since it was perceived to de-emphasize competence......

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Title: Managing Diversity
Approximate Word Count: 3182
Approximate Pages: 13 (250 words per double-spaced page)

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