What do we have to do to create and foster a workplace climate where everyone feels welcomed, valued, and respected? This is a central question in the diversity discussions I have held in ARL libraries. The response centers on becoming more aware that each individual's behavior towards others contributes to the climate or atmosphere. The most common reason offered for why more attention is not paid to these issues is that "we're too busy." To implement a successful diversity program, however, these three practices--welcoming, valuing, and respecting--must receive regular and deliberate attention.

We usually think of welcoming as something that happens when an individual first joins an organization. People need to feel welcomed regularly throughout their employment. Almost everyone wants to be recognized by others and to know that their presence is important to the organization.

Co-workers feel connected when their presence is acknowledged on a regular basis. It is easy to speak only with certain people, those we consider our friends or those with whom we work most closely. Speaking to those we pass in the hall or as we pass by their desk can help others feel welcome.

Activities where staff meet and talk outside of their own units is another way to encourage interaction and sharing. Usually such activities are held only once or twice per year; employees often interact only within their immediate department or division most other times.

In these busy times, how often do leaders in the organization walk through the library speaking to staff? We need to avoid coming to others only to resolve problems, or to request or pass on information. Employees need to know that people in leadership positions are aware of the work of each unit, recognize that people are working hard, and care about the employees' well-being.

In the context of diversity, respecting is finding ways to demonstrate our regard for the quality of work and the contributions of others.

How do co-workers demonstrate that a colleague's contributions are valued? It requires an awareness and knowledge of the roles and responsibilities of others. We must seek examples of work being implemented or services being used. We must take time let individuals or units know that we have noticed and are appreciative of their work.

In the broadest sense, the management of diversity is a business's reaction to rapid cultural and sociological changes. Internally, diversity management means providing a climate where all employees feel that they are valued by and contributing to an organization. Externally, it means that organizations are flexible and astute about changes occurring in world markets. The hard truth, however, is that inequalities exist for employees within organizations due to stereotyping and preconceived ideas about a person based on race, gender, religious or cultural origins, age, physical or mental limitations, and more. Racism, sexism, homophobia, etc. can not be managed away. It is precisely these beliefs and perceptions that necessitate managing diversit

Some common words found in the essay are:
Climate Diversity, affirmative action, workplace climate, foster workplace, feel welcome, regular basis, workplace diversity, managing workplace, race gender, managing diversity, valuing respecting--must,
Approximate Word count = 1264
Approximate Pages = 5 (250 words per page double spaced)