Managing diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization (Root, 2015). Businesses that fail to successfully manage diversity will suffer economic and social consequences. A workplace culture that allows low morale, employee turnover, harassment, discrimination, absenteeism, and disruption to work teams results in a loss of productivity. When individuals are marginalized or isolated by their co-workers and/or managers because of cultural differences, the outcome is a loss of productivity, business opportunities and the potential for charges of harassment and discrimination (McArthur, 2010). To surpass these risks and effectively manage diversity, George and Jones (2014) believe that managers (and other organizational members) must possess or develop certain attitudes and values and the skills needed to change other peoples attitudes and values. These two authors go on to describe the steps that managers can take to change attitudes and values and promote the effective management of diversity. Step one is to secure top management commitment. Top management commitment to diversity is crucial for the success of any diversity related initiatives. Top managers need to develop the correct ethical values and performance or business-oriented attitudes that allow them to make appropriate use of their human resources. Step two is to strive to increase the accuracy of perceptions. Managers should consciously attempt to be open to other points of view and perspectives, seek them out, and encourage their subordinates to do the same. Organizational members who are open to other perspectives put their own beliefs and knowledge to an important reality test and will be more inclined to modify or change them when necessary. Step three is to increase diversity awareness. The ability to appreciate diversity requires that people become aware of other perspectives and the various attitudes and experiences of others. Partaking in a diversity awareness program or simply taking the time to interact with someone who is different in some way can increase awareness. George and Jones (2014) go on to list several other steps that managers can take to promote the effective management of diversity. They include: increasing diversity skills, encouraging flexibility, paying close attention to how employees are evaluated, considering the numbers, empowering employees to challenge discriminatory behaviors, actions, and remarks, rewarding employees for effectively managing diversity, providing training utilizing a multipronged, ongoing approach, and encouraging mentoring of diverse employees. McAuthor (2010) adds that managing diversity is a strategy that goes far beyond valuing individual differences or developing human resources policies. It takes into account the globalization of the world economy, as well as changes to the domestic demographic characteristics of the population (diversity). Business leaders that recognize these changes as a business and social opportunity to increase productivity and growth will invest the time and money needed to develop, implement, monitor, and review a diversity strategy that will have a positive effect on business, employees, suppliers, customers, products, and services. Businesses taking a strategic approach for managing diversity for success will be in a position to gain a competitive advantage.ReferencesGeorge, J. M., & Jones, G. R. (2014). Contemporary Management. New York, NY: McGraw-Hill/Irwin.Root, G. N. (2015). How to manage diversity in a workplace. Retrieved from http://smallbusiness.chron.com/manage-diversity-workplace-3038.html.McAuthur, E. K. (2010). Managing diversity for success. Retrieved from http://www.workforcediversitynetwork.com/res_articles_managingdiversity_mcarthur.aspx.