ment to ensure effective communication with a diverse labor force. We will discuss the barriers they are faced with and compare methods used by companies who have successfully and unsuccessfully implemented diversity programs. Communications With ManagersWhen introducing a new concept, such as Diversity in the organization, there is always resistance, inertia, and limited focus of change among the different groups and functions. These are normal and can only be addressed through communication in various forms. A few of these forms are education, meetings, and one-on-one coaching sessions. What psychologists have found is that employees go through similar emotional phases as those who are grieving whenever there is an organizational change. These phases are denial, bargaining, anger, and acceptance. Effective communication makes the first three phases shorter.A good communications model is the Johari Window (Joe Ludz , Harry ). When first introducing Diversity Programs, executives had to look at what they knew about their organizations and managers, they had to look at what they might not be admitting to themselves but might be relaying unconsciously by tone or gesture to the managers, what their outward appearance was and has been in the past, and most importantly they needed to look at the unknown area where they knew that there were things that they did not know about diversity and managing the implementation process. What Exec. Knows About Diversity in OrganizationJohari’s WindowWhat Exec. Doesn’t Know About Diversity in OrganizationFEEDBACKDISCLOSUREInfo that Mgr. knows about Diversity Arena Free and open interchange of information. This is the ideal window for establishing a significant rapport with a group. Blind SpotHow the executives/companies relate their thoughts about diversity through body language and tone without being aware of it.Info that Mgr. does not Know about DiversityFaadeThe manager’s true ...
