This is particularly relevant for companies now with the call for both incremental and revolutionary change to enliven the vision and mission” Segal (2001).
Let us take the workplace as an example. Many companies hire people from different ethnic backgrounds. And apparently for very good reasons. The recent years saw the number of corporate managers subscribing to the idea that “when well managed,” ethnic diversity in the workplace can “provide organizations with certain competitive advantages.” (McLeod, Lobel & Cox 1996). These managers believe that ideas, which the ethnically diverse groups come up with, are often found to have “higher quality—more effective and feasible—than the ideas produced by the homogeneous groups,” or the group of people with the same ethnicity. According to McLeod, Lobel & Cox (1996), an enlightened manager realizes that stronger unity exists within diversity. As Lisagor (2006) states;
On the other hand, leaders who appreciate the value of different life experiences, surround themselves with many types of individuals, and encourage dissenting views are usually rewarded with greater success and personal satisfaction.
Advocates for diversity argue that having people with diverse backgrounds will offer diverse ideas to the company.