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ILR Impact Brief – Diversity and Inclusion: Is There Really a Difference?

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Abstract

By almost any measure, workforce heterogeneity is increasing. With more women, ethnic and racial. minorities, and people with different lifestyles and learning styles holding down jobs, employers are searching for strategies that effectively and efficiently put these varied skills and perspectives to maximal use. Traditional approaches to diversity management include targeted recruitment, career development, mentoring, and education and training. Some organizations, however, take a broader view and seek to eliminate barriers to full utilization of varied worker competencies. This latter approach stresses inclusion, rather than diversity, and typically involves initiatives that focus on employee participation, enhanced communication, and stronger community relations. Despite the apparent distinction between diversity and inclusion strategies, employers may use the words interchangeably.

Journal / Series

Impact Brief

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Description

The ILR Impact Brief series highlights the research and project based work conducted by ILR faculty that is relevant to workplace issues and public policy. The Briefs are prepared by Maralyn Edid, Senior Extension Associate, ILR School.

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Date Issued

2006-11-01

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Keywords

ILR; Cornell University; : impact brief; workforce; women; ethnic minorities; racial minorities; jobs; employer; skills; education; mentoring; training; development; employee

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Government Document

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Rights

Required Publisher Statement: Copyright by Cornell University.

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newsletter

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