Prepared by Dr. Charlie L. Law Penn State Schuylkill

Scientists predict that diversity in the workplace will increase substantially in the next century, including an increase in women, minorities, and intergenerational workers (Langdon, McMenamin, & Krolik, 2002). The increase in diversity in the United States has prompted a need to better understand how diversity and subsequent diversity management efforts affect organizational outcomes. Organizations have employed a variety of techniques to manage diversity, including target recruitment initiatives, education and training, and career development and mentoring programs (Morrison, 1992). In the current study, we argue that although mentoring and diversity training can have beneficial effects for individuals and for organizations, a more system-wide approach to improve the diversity climate will have a bigger impact for both individuals and organizations. Current Research The first goal of the current study was to investigate the effects of two traditionally employed diversity management strategies (mentoring and diversity training) on individual-level variables of personal accountability (e.g., respect for others and valuing diversity) and their perceptions of the benefits of diversity as well as organizational-level variables of cohesion an