Yet another approach to diversity in the workplace, this one begins with a fable - often a great starting point for difficult subjects. The inclusion of a discussion of the Chicago Bulls, and Phil Jackson is unique.

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Product Description

What could an elephant and a giraffe teach people about working together? Some very important lessons, it seems, about the complex--and critically important--issues of dealing with diversity in the workforce.

Building a House for Diversity begins with a short fable about how a friendship between the two animals is threatened when the house built for a tall, skinny giraffe cannot accommodate his invited guest, a broad, bulky elephant. Using this story as a vivid metaphor for the difficult issues inherent in diversity, the book goes on to demonstrate how managing diversity can be seen as a set of skills that anyone can learn--and use.

In a way that makes diversity management "up close and personal," Building a House for Diversity offers compelling, real-life stories of individual experiences at work. It includes:

* the perspective of both "insiders" (usually white males) and "outsiders" (usually minorities or women) * insightful commentary illuminating what these experiences tell us about the challenges and opportunities of diversity * a particularly interesting segment on Phil Jackson, legendary Chicago Bulls coach, and how he dealt with diversity issues in his relationships to Michael Jordan, Dennis Rodman, Scottie Pippin, and others * hands-on guidance to help readers become "diversity mature" and take personal responsibility for their attitudes and actions.

Throughout, the book reflects the seminal thinking of R. Roosevelt Thomas, Jr., a pioneer in articulating the concepts of managing diversity. In this book, he has produced his most creative and practical approach to this continuing challenge.

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Product Details

• Amazon Sales Rank: #263048 in Books
• Published on: 1999-06-01
• Number of items: 1
• Binding: Hardcover
• 276 pages

Business Report & Journal (Savannah,GA)
"Building a House for Diversity is a must-read."

Review

“Building a House for Diversity is a must-read.”

-Business Report & Journal (Savannah, GA)

Review

"Praise for Roosevelt Thomas's Beyond Race and Gender:

""One of the best business books of 1991."" --Library Journal

""Rich with examples, it is a superb book that merits our keen attention."" --American Society for Training and Development"

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Customer Reviews

Good intro to diversity in organizations
I have used this as a supplement to a textbook in a class on industrial organization psychology. Just about every student finds it helpful and sees it as a fresh perspective on diversity. It sets a tone for thoughtful discussions on diversity through the semester.

Finally a book that pulls it all together
Cheers to Dr. Thomas for providing a book that is one of the first -- in my opinion -- to present a clear picture of the need to address workforce, workplace and marketplace diversity. I came away understanding that to address one or two of these components without addressing the third is like commissioning a two to three mile dig, when all the geological reports tell you that oil is six miles down. Half and quarter steps will not lead to success. In the most simple straight-forward way, starting with a powerful parable, Dr. Thomas drives home the point that for true strategic benefits organizations need to make a balance commitment to the all three components.

Another great take-away from this book is Dr. Thomas's model for identifying and differentiating between business requirements and preferences.

All in all this is an extremely powerful book that should be in every manager's library. Thank you Dr. Thomas.

Joe Santana
Co-author of Manage I.T.

A Disappointing Reflection of Limits on Diversity-Thinking
I anxiously looked forward to reading this book. Given the titles of Thomas's previous books, Redefining Diversity and Beyond Race and Gender, and the title of this one I expected more than passing reference to the disability community. I was disappointed.

We are told (p.84) that "I'm becoming more aware of sexual preference and physical ability diversity as well." Although I'm not one to get hung up on word choice, others are, and those locutions aren't popular in gay, lesbian, or disability-preference communities. In the latter are millions of people with ADHD and psychiatric disabilities, and for these millions to be excluded from a "house for diversity" would make it a "house divided against itself."

A tipoff for readers is the Personal Diversity Maturity Index. The reader is asked "What is the most important reason to respond to diversity?" The preferred answer has nothing to do with justice and social change, or even with building a house that will include your neighbors, your parents, your kids, and possibly you. It's "The diversity-mature manager recognizes that diversity is good for business."