Diversity in Organizations argues that ensuring a diverse
workforce composition has tangible benefits for business
organizations. Rather than relying on touchy-feely arguments,
Herring and Henderson present compelling evidence that directly
links diversity to the bottom line. However, the book goes beyond
merely arguing that we should embrace diversity because it is
profitable; it shows that the true power of diversity lies in its
potential as a catalyst and incubator for innovation.
Critical diversity is a forceful theory that argues for the
relationship between workforce composition and the business case
for diversity. Contrasting critical diversity with other notions of
diversity (such as colorblind, segregated and snowflake diversity),
the book offers real life solutions to the political problems that
arise from implementing diversity initiatives, and examines why
some of these initiatives remain unpopular. Readers will learn:
- How and why diversity is related to business performance
- What the impact of diversity training programs is on
productivity, business performance and promotions
- What the biggest mistakes in diversity management are, and how
to avoid them
- What can be done to make diversity initiatives more effective
and politically palatable
- How to measure levels of success in diversity initiatives in
rigorous but non-technical ways so that managers and teams
accountable for diversity practices can achieve their desired
results
The theory is presented in an accessible manner without shying
away from the contentious aspects of diversity that confront our
society. The book also provides concrete advice and guidance to
those who seek to implement diversity programs and initiatives in
their organizations, and to make their companies more competitive.
Not only is it a compelling read, but students taking classes in
diversity, human resource management, sociology of work, and
organizational psychology will find this a comprehensive, helpful
resource.
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