In the past decade, organizations have shown unprecedented interest in understanding how to manage diverse workforces, including the issue of attracting, integrating, and nurturing talent from minority or socially disadvantaged groups (demographic diversity), as well as people who feel, think, and act differently (cognitive diversity). Although even among Fortune 500 firms, who are much more committed to diversity than smaller, private firms, few report comprehensive data on their diversity composition, and estimates indicate that only 20% of them have a formal Chief Diversity Officer, there is clearly an upwards trend for a growing number of firms to put in place formal roles and processes to boost and manage diversity.
