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shared purpose; the organization achieves its goals and objectives through collaboration amongemployees. Ultimately, organizations avoid potential legal liabilities that occur when violationsand discriminatory incidents occur.
ChallengesDespite the advantages associated with diversity management, the actual process ofcreating inclusive organizations and managing diversity programs is difficult. “Incorporation ofdiversity in an organization’s identity requires significant commitment and effort…[and] itreflects a greater commitment than surface level or image based diversity initiatives” (Cole &Salimath, 2013, p. 155). Organizations constantly struggle against myopic perspectives and theunwillingness of others to consider different viewpoints. In contrast, attempts to provideopportunities to traditionally overlooked, disenfranchised populations may present cases forreverse discrimination, which is often highlighted in order to nullify the goal of affirmativeaction (Burns & Schapper, 2008). However, leaders can deter negative practices that violatediversity goals by enforcing internal policies and laws at all times. Finally, companies must