Diversity Management

Citation

Lillevik, W. (2013), "Diversity Management", Equality, Diversity and Inclusion, Vol. 32 No. 2, pp. 230-232. https://doi.org/10.1108/02610151311324451

There are a number of books written on the management of diversity in organizations, so sifting through them can be onerous if you are looking for a high‐quality publication. There are many handbooks on diversity in organizations, organized around “how‐to” scenarios, but few are able to provide both the depth and breadth of the crucial workforce diversity issues facing the US today. Myrtle P. Bell has developed a very well‐written book, tackling the pressing concerns for employers, managers and employees in the current American workforce.

Diversity in Organizations (2012) is in its second edition, the first edition having been published in 2007. This is therefore an update to the original edition of the textbook. Dr Bell is a distinguished researcher in workplace diversity in the USA and beyond, and this textbook is a reflection of her expertise. The main objective of this textbook is to provide an evidence‐based view of diversity management in the USA, relying on years of research on the variety of categories discussed as part of managing diversity and inclusivity in organizations. As an academic‐aimed book, it is suitable for both undergraduate and graduate audiences. Changes to this edition from the previous one include updated research, new legislation, and specific new sections on black immigrants and blacks and Hispanics, among other updates and additions.

Diversity in Organizations is divided into three main sections: an introductory section, a large middle section outlining the groups and categories which comprise diversity in organizations, and a final section on international diversity management and future directions. The first section contains three primary chapters that set the foundation for understanding diversity management in the American context: an introductory chapter, a chapter on theories and various perspectives on diversity, and a chapter outlining relevant US legislation. The introduction section introduces basic terminology used throughout the book, provides some basic population statistics over the past decade, and discusses the importance and impact of diversity on the firm, including ethics, marketing, problem‐solving ability and cost. The second chapter turns to theory and debates on diversity in the workplace. The third chapter in this opening section provides a list and discussion of all the federal legislation that relates to diversity management, with additional discussion of ordinances at the state, local and city levels that affect minorities.

Section II contains in‐depth discussions of recognized and emerging subgroups that face discrimination in the USA. Dr Bell begins with a discussion of blacks and African Americans in Chapter 4, starting with the Civil Rights Movement and providing data on education levels, workforce participation rates and earnings. She further discusses workplace discrimination on a deeper level, discussing the glass ceiling, access and treatment discrimination, and differences among subgroups within the black population. Chapter 5 contains information on the Latino/Hispanic population in the USA, including discussion of more specific national groups such as Mexicans, Puerto Ricans and Cubans. This chapter has an added focus on language and racial profiling, among other unique issues. Asians and Asian Americans are the focus of Chapter 6, including reference to the “model minority” status that is often attributed to this group, and the various subcategories of the Asian population (Southeast Asians, Chinese and Indians) as this group is too often mistakenly contemplated as a homogeneous people. Chapter 8 talks about cultural groups that Americans often overlook in the diversity literature: American Indians, Alaska Natives and multiracial individuals.

Chapter 9 explores the vast literature on sex and gender discrimination, and its intersection with race and ethnicity, among other subgroups. This discussion includes unique issues in the gender discourse, including poverty, pay and sexual harassment. Work and family is discussed in Chapter 10, as an extension to the issues that women in particular face, but the discussion here also includes particular issues for men, parenting demands and the workplace for parents (and grandparents) of both sexes, and elder care. Chapter 11 explores workplace issues with respect to sexual orientation, discussing the (lack of) legislation and recent issues such as gays and lesbians in the US military. Religion, particularly discrimination and harassment through racial profiling against Arab Americans and Muslims, is the main topic for Chapter 12. Chapter 13 outlines workplace issues surrounding age and the older worker, Chapter 14 covers physical and mental abilities (and disabilities) as they relate to the work environment, and Chapter 15 delves into a newer and less understood area of discrimination, workplace discrimination based on weight and appearance. In many of the above chapters, the effects of gender and other areas intersecting with the above subcategories are noted and discussed.

The final section is comprised of a single chapter, which talks about diversity management in other parts of the world, in addition to looking at the future of workplace discrimination in the USA. While it would be beneficial to see more discussion of workplace diversity management around the world, that in itself would be another book; however this chapter provides a start to a meaningful discussion of other models of workforce diversity. The chapter (and thus the textbook) wraps up with recommendations for change at the societal, organizational and individual levels, honing in on how human resource practitioners, upper management and the media can effect positive change to not only reduce discrimination, but also to make diversity a strategic competitive advantage to US employers.

What makes this book unique is its ability to provide a deep enough look into the issues facing people of differing backgrounds, while still having appeal to a wider audience. The book is quite easy to read, and though it is aimed at an academic audience, a practitioner/professional would have no problems reading and understanding this material. It also provides a balanced view – the book does not overlook majority groups such as males and whites, as they are subgroups that are also protected by anti‐discrimination policies such as Title VII of the Civil Rights Act. While the concepts of majority, power and white privilege are discussed, a chapter is dedicated whites and European Americans to explain their history and some of the popular misconceptions by and around those groups.

In addition, while Equal Employment Opportunity and related legislation are discussed, it is not simply a handbook outlining the legislation and how to be compliant. Dr Bell outlines various pieces of legislation and how to adhere to them while moving beyond compliance by focusing on the wider objective of developing an inclusive workforce. This is exemplified in the subgroup chapters, where she reminds us in each chapter on the various categories what legislation covers discrimination against that particular group and if not, what the prevailing workplace trends are. Each of these chapters is rich with information that is laid out in a systemic, natural order, with most chapters ending with a set of recommendations for each group (for individuals in those categories as well as for organizations in reducing discrimination against those particular groups of people). What makes this textbook particularly effective for classroom instruction and discussion are the “misperception” vs “reality” statements throughout the chapters, where the popular myths surrounding an issue or subgroup are identified, with the more accurate depiction of the situation provided immediately afterwards, providing a handy contrast between common misconceptions and truths, supported by evidence. Each chapter is also dotted with short case studies, questions for debate, and detailed examples and explanations of various issues where appropriate.

With textbooks commonly running in the $200 USD range, this publication is an excellent value for the rich information it provides on diversity management in the American work environment. Other textbooks, such as Managing a Diverse Workforce and Managing Diversity (Sage) are also in the lower range of pricing, do not provide the same level of research and information as Dr Bell's book while at the same time, providing a readable book to students and the wider public. On top of that, Diversity Management is a very timely textbook, particularly for the American economic and political landscape – as Dr Bell herself writes in the preface, this book was originally written just before the USA saw its first black president. President Obama's recent re‐election, in addition to the increased presence and voice of a variety of minority populations during this election campaign, strengthen the need to understand the growing complexity of diversity management and power in all levels of organizations.