ogy can eliminate differences among us that do not matter; it can neutralize favoritism and bias. Targeted use of technology can be our tactical advantage in managing work force diversity (Wheeler, 1997, p. 494). Technology has none of the bias or favoritism that we often see among people. If you can use the Internet, e-mail, and other tools of technology, then you can use them to influence change and set the stage for more effective diversity management. A powerful example of the tactical use of office technology is the electronic meeting. If used properly, they eliminate favoritism, bias, and boss control. It can encourage free and open exchange of ideas, providing everyone a shot at contributing.Active recruitment and mentoring of underrepresented groups is an important aspect of assuring diversity in the workplace. Recruiting underrepresented people means developing new networks, which can take lots of time and some money and planning ahead. It means creating and inviting atmosphere, both for recruitment and retention (Lester, 1995, p. 16). Mentoring in itself is an indispensable tool for enhancing the professional development of both individuals, in part through the sharing of information about each other and their experiences (Gasorek, 1998, p. 70-71).Hand in hand with active recruitment and mentoring is building support networking groups within organizations. The network groups focus on the needs of particular minority groups. Each group would create a vision statement (and possibly a business plan) that supports the companys objectives and develop activities that promote networking, mentoring, coaching and community out reach. Such network groups will be assisted by members of the senior management team who serve as the communication link between the groups and the rest of the company (Gasorek, 1998, p. 70-71).The goals of diversity should be to make certain that all candidates, and employees receive equitable treat...
