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...... Diversity in an organization can provide a number of benefits when they are well managed, though, and everyone has something they can contribute to accomplishing an organizations goals if given half a chance. In this regard De Meuse and his associates emphasize, Truly diverse organizations can leverage this conflict by using it as a way to arrive at a clarification of values and foster honest communication (39). This type of enlightened approach does not just fall out of the sky in most organizations, though, but requires careful attention to what problems are involved and what steps are best suited to resolving them. For instance, Mathews (1998) notes that, Some organizational leaders are concerned that implementing diversity initiatives is too expensive, upsets productivity, and causes disruption in the workplace. Prejudice and hostile work environments also pose internal stumbling blocks to effectively managing diversity. These trends and internal stumbling blocks challenge effective cultural diversity management (175)
One approach that can help overcome these stumbling blocks that is recommended by De Meuse et al. includes providing diversity training and educational programs that can help overcome existing prejudices throughout the organization. According to these authors, Antidiversity sentiments and employee group biases can be

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