"Diversity" has become the turn-of-the-century buzzword. Republican and Democratic leaders ritually chant "diversity is our strength" and corporate CEOs talk about the need to create a "workforce that looks like America." Most corporate mission statements now contain a clause on "valuing differences" and millions of employees have completed-or soon will undergo-some sort of "diversity training." Where did all this come from -and why? Who created diversity programs? How do they differ? How effective are these policies? Can they do more harm than good in organizations and in the wider society?During the past decade, sociologist Frederick R. Lynch studied the rise of a social policy movement that has successfully moved multiculturalism from universities and foundations into the courts, mass media, and the American workplace. The new diversity policies are future-oriented and market-driven, eclipsing "old" affirmative action debates about overcoming past discrimination against blacks.Based on more than six years of field research and hundreds of interviews, Lynch tracks the development and impact of different forms of diversity policies at dozens of consultant gatherings, in the business and professional literature and through in-depth case studies such as the Los Angeles Sheriff's Department and the University of Michigan, Ann Arbor. He profiles the major consultants who have powered the diversity machine, analyzes the benefits and drawbacks of various approaches to workplace diversity and provides numerous "you-are-there" samples of workshops, seminars, and conferences.The book is written for the general reader interested in public-policy issues, social scientists, and others interested in the origins and consequences of workplace diversity policies.

"Diversity" has become the turn-of-the-century buzzword. Republican and Democratic leaders ritually chant "diversity is our strength" and corporate CEOs talk about the need to create a "workforce that looks like America." Most corporate mission statements now contain a clause on "valuing differences" and millions of employees have completed-or soon will undergo-some sort of "diversity training." Where did all this come from -and why? Who created diversity programs? How do they differ? How effective are these policies? Can they do more harm than good in organizations and in the wider society?During the past decade, sociologist Frederick R. Lynch studied the rise of a social policy movement that has successfully moved multiculturalism from universities and foundations into the courts, mass media, and the American workplace. The new diversity policies are future-oriented and market-driven, eclipsing "old" affirmative action debates about overcoming past discrimination against blacks.Based on more than six years of field research and hundreds of interviews, Lynch tracks the development and impact of different forms of diversity policies at dozens of consultant gatherings, in the business and professional literature and through in-depth case studies such as the Los Angeles Sheriff's Department and the University of Michigan, Ann Arbor. He profiles the major consultants who have powered the diversity machine, analyzes the benefits and drawbacks of various approaches to workplace diversity and provides numerous "you-are-there" samples of workshops, seminars, and conferences.The book is written for the general reader interested in public-policy issues, social scientists, and others interested in the origins and consequences of workplace diversity policies.

Aims to provide insights into the striking degree of cellular diversity found in the interneuronal microcircuits in the brain's neocortex and hippocampus. This book elaborates on different ideas about interneuronal diversity that rest upon theoretical and experimental results and is useful for neuroscientists.

Peter Wood traces the birth and evolution of diversity, illuminating how it came to sprawl across politics, law, education, business, entertainment, personal aspiration, religion and the arts as an encompassing claim about human identity.

Lynch's passionately argued book asks: How did controversial social policy that lacked public support nonetheless become institutionalized? The social policy Lynch examines is affirmative action. . . . Lynch condemns the sloppy, fearful thinking that has converted affirmative action into quotas and that has kept social researchers shying away from this explosive topic. Choice Anyone interested in race relations and sex roles in the United States must read this book. Social Forces More and more questions have surfaced in the past decade concerning the wisdom and fairness of affirmative action programs. In this book, Lynch takes a hard look at affirmative action policy development and the social and ethical implications of a system that promotes gender and race as criteria for vocational advancement and educational opportunity. He focuses on the experiences of white males who have been victims of reverse discrimination under such programs and explores the lackluster response from government, the media, and employing institutions. Lynch examines the political taboo that for two decades effectively stifled discussion of the issues that affirmative action raises in both public discourse and scholarly analysis. He reviews the original ideals and purposes of affirmative action and contrasts them with the program as it has actually operated in everyday work settings. In case studies based on interviews and other data, Lynch assesses the reactions of white males to affirmative action barriers, as well as their impact on co-workers, friends, and relatives. He describes the role of the mass media, the social sciences, and ideological elites in creating a conspiracy of silence concerning the hidden and unintended consequences of affirmative action policies. The only study that deals specifically with the impact of affirmative action on white males, this book will appeal to academic and general readers with an interest in public policy, law, political science, sociology, and social psychology.

Billions of dollars have been spent on the wrong solution to the complex, sensitive and emotionally charged issue of discrimination and harassment in the workplace. Companies originally invested in diversity training in order to meet Affirmative Action and Equal Employment Opportunity requirements, to reduce litigation costs, and to buy social peace. The result was often more social conflict—divisiveness, hostility, backlash, and an increase in litigation. This book offers a new, simple and effective solution to organizations that include the need to: establish, publish and enforce a zero-tolerance policy against discrimination and harassment; develop standards which define unacceptable professional workplace behaviors; and provide the relationship skills training necessary for all employees to meet the company's behavioral standards. Diversity training failed because of its focus on awareness, understanding and appreciating differences rather than teaching basic skills to help employees relate more effectively with each other regardless of their differences. Companies have the right to require professional behavior from their employees. They do not have the right to ask their employees to change ther personal values and belief systems. This book provides a blueprint for a skills-based solution to the elimination of discrimination and harassment. It emphasizes the development of professional relationship skills to help employees work more effectively with their bosses, their peers, their team members, their customers, and all those individuals different from themselves. For all business executives, leaders, managers, supervisors, human resource specialists, trainers, consultants, entrepreneurs, and employees.

This book presents recent research work and results in the area of communication and information technologies. The book includes the main results of the 11th International Conference on Computing and Information Technology (IC2IT) held during July 2nd-3rd, 2015 in Bangkok, Thailand. The book is divided into the two main parts Data Mining and Machine Learning as well as Data Network and Communications. New algorithms and methods of data mining asr discussed as well as innovative applications and state-of-the-art technologies on data mining, machine learning and data networking.

Diversity in the United States: A Cultural History of the Past Century is a cultural history of diversity in the United States over the past 100 years. Diversity—defined here as Americans of different racial, ethnic, and religious backgrounds—is currently very much in the national conversation. The book explores diversity in a historical context, bringing a much-needed perspective on what is a passionate theme in contemporary American society. Told chronologically and divided into five 20-year eras, the book sheds new light on the important role that diversity has played in our national identity. The subject is parsed through the voices of intellectuals and journalists who have weighed in on its many different dimensions. The primary argument of the work is that the concept of diversity has functioned as a key site of both congruence and division in the United States for the past 100 years, providing a sense of who we are as a people while at the same time exposing inequities based on race, ethnicity, and religion. Both an academic audience and the many readers of nonfiction will find the book to be a valuable and insightful resource.

Showcases the scope of international perspectives that exist on workplace diversity and defines this field. This book is a useful resource for students and academics of human resource management, organisational behaviour, organisational psychology and organisation studies.

This book is a resource to help support, encourage, and inspire people of mixed race (and everyone) to embrace all of who they are, and not allow anyone to define them. Its purpose is to cultivate confidence, comfort, and inner peace in the reader across race, creed, color, or gender.