Article Review – Managing Diversity
Organizational Behavior

Diversity is simply people, places and things that are different. When referring to the workplace, however, diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. Dimensions of diversity include but are not limited to: age, ethnicity, gender, race, sexual orientation, educational background, marital status, and religious beliefs. (Edwards, 2004)

Out of the Corporate Closet
At one time diversity in the workplace referred to someone with a different skin color or a woman perhaps in corporate America. This is no longer the case. Workplace diversity is ever changing. This article discussed the challenges and opportunities that African American homosexuals face in the workplace. Being of another race and sexual orientation, these employees have found that if revealed, their differences make it difficult for them to get ahead in a corporate setting. The Human Rights Campaign Foundation (HRC) publishes an annual list of best places to work for gay, lesbian, bisexual, and transgender (GLBT) employees. The corporations on this list are openly supportive of the gay community and promote fairness and equality for these employees. They include Sears, Aetna, Merrill Lynch, and American Express. The article suggests that according to the HRC employees that fall into this category in companies that are not as tolerant must still exercise their openness with caution because it is still legal is 43 states to fire an employee because of their sexual orientation. If an employee finds themselves in a corporate environment that is not diverse or accepting of the GLBT lifestyle, the employee may consider a few of the tips given in the article. Your best weapon, it states, is your abilities. Win your company over by contributing to their bottom line and being productive. Try to initiate change by organizing with others outside of the organization that have brought about change successfully elsewhere. Become familiar with the company’s policy on inclusion and examine how other minority groups are treated within the company.
The article goes on to outline a specific student named Mel Theodore. The NYU graduate made the decision to work for Ernst & Young, a top accounting firm, after doing a great deal of research to find a company that was culturally diverse and where her sexual orientation would not hinder her advancement. She is now a member of the company’s gay and lesbian group and is a part of a subgroup that addresses issues specific to bisexuals in the firm. Overall GLBT employees are gaining ground in the workplace with many securing prominent positions in the companies they work for.
According to the text, many companies desire to embrace diversity, but find it difficult to manage. In my opinion, workplace diversity must strive to promote acceptance and appreciation of people for their work and contributions despite their differences. Companies must realize that in eliminating or demeaning whole people groups they are essentially limiting their potential for growth and profitability. For example, the girl outlined in the article was a top student capable of choosing which accounting firm she would contribute her talent to. But because the accounting field is predominately occupied by white males and she was a black female bi-sexual, she was cautious about which offer she would accept. If the companies were equally accepting she might have made another choice. Companies who have embraced diversity are attracting the highest levels of talent and reaching the most people groups in their industries because people are assured