Organizations can benefit from using bias audits to examine their human resource systems to identify barriers related to culture, gender, age, and other differences. (Author)

Before companies attempt to increase the diversity in their management ranks, it is necessary for them to learn to manage diversity. Managers should have a plan; focus on individual learning, human-relations, motivational, and communication styles; examine organizational culture; and offer diversity training. (JOW)

Diversity implies differences in people based on their identifications with various groups and is also a process of acknowledging differences through action. Those organizations that have welcomed diversity are more productive and have a competitive advantage. Diversity training can be awareness based (cognitive) or skill based (behavioral). (JOW)

This report of an American Society for Training and Development symposium discusses how important it is for companies to deal with diversity issues. It offers guidelines for making sure business communications reflect the diversity of the work force and customer base, and it compares affirmative action, valuing diversity, and managing diversity.…

"Anna and the Kaleidoscope" (Ingram) notes that work force diversity can apply to differences in aptitudes, outlooks, backgrounds, and learning styles as well as race, gender, and physical ability. "Managing Diversity in the Classroom" (Steffey) presents tips for uncovering the abilities of diverse participants and incorporating them into the…