The New Leaders: Leadership Diversity in America / Edition 1

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By the year 2000, white males will represent less than one third of the American workforce. In this universally praised work, Ann Morrison, co-author of Breaking The Glass Ceiling, becomes the first to offer companies practical strategies for moving tomorrow's new leaders — white women and people of color — into the executive ranks. Using personal interviews with nearly 200 managers in organizations noted for their model diversity programs, Morrison presents a very definite, step-by-step action plan that will prove invaluable to leaders looking to guide their businesses into the next century.

From the author who brought the term "glass ceiling" into our vernacular comes a grounded and practical approach to vaulting women and people of color into the leadership ranks of corporate America. As the debate over quotas, affirmative action initiatives and equal opportunity intensifies, Morrison's wisdom is essential today more than ever.

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Editorial Reviews

From the Publisher
?Morrison's insights into pinpointing barriers to diversity anddeveloping solutions are invaluable for entrepreneurs with enoughvision to see their businesses in'and guide them into the nextcentury.?

"Picks up where her first book, Breaking the Glass Ceiling, leftoff."

"A practical guide to creating more powerful institutions byincorporating the talents and abilities of all sectors of ourdiverse culture." (Ann W. Richards, governor of Texas)

"If you have just been charged by your institution withresponsibility for designing a program to increasediversity—ethnic and gender—at all levels of management, this isa how-to book for you."

Library Journal
This book builds on Breaking the Glass Ceiling (Addison-Wesley, 1987), which Morrison coauthored, and addresses issues of concern to white women and people of color. It is based on a study involving 16 organizations (both profit and nonprofit) identified as role models in diversity in management. The book is organized in three parts. The first discusses organizational benefits of developing diversity. The next part presents a strategy designed to make upper-level management positions available to nontraditional managers. The last part suggests specific steps to design and implement a diversity plan. Effective coverage of an important topic for the future; recommended for practitioners and students of management.-- Grace Klinefelter, Ft. Lauderdale Coll., Fla.
Intended primarily for organizational leaders, but useful also to employees who differ in gender and ethnicity from management and want insight on how to get ahead. Describes the benefits and challenges of actively seeking women and minorities for management track positions, and tells how to do it. Annotation c. Book News, Inc., Portland, OR (
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Product Details

  • ISBN-13: 9780787901844
  • Publisher: Wiley
  • Publication date: 1/16/1996
  • Series: J-B US non-Franchise Leadership Series , #187
  • Edition description: REPRINT
  • Edition number: 1
  • Pages: 352
  • Product dimensions: 9.00 (w) x 6.00 (h) x 0.79 (d)

Meet the Author

ANN M. MORRISON is the director of research in leadership diversity at the Center for Creative Leadership, La Jolla, California. She is also coauthor of the best-selling book Breaking the Glass Ceiling: Can Women Reach the Top of America's Largest Corporations? (1987) and The Lessons of Experience: How Successful Executives Develop in the Job (1988).

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Table of Contents

Introduction: Diversity: The Turbulent Evolution of a SensitiveIssue.

Part One: Leadership Diversity as Strategy.

1. Achieving Benefits from Leadership Diversity.

2. Challenging the Barriers to Opportunity.

3. Setting Goals for Sustained Leadership Development.

Part Two: Leadership Diversity as Procedure.

4. Establishing Accountability for Diversity.

5. Creating Meaningful Development Opportunities.

6. Using Recruitment to Build Diversity.

Part Three: Leadership Diversity as Action.

7. Step One: Discover (and Rediscover) Diversity Problems in YourOrganization.

8. Step Two: Strengthen Top-Management Commitment.

9. Step Three: Choose Solutions That Fit a Balanced Strategy.

10. Step Four: Demand Results and Revisit the Goals.

11. Step Five: Use Building Blocks to Maintain Momentum.

Conclusion: Meeting the Challenges of Leadership Diversity.

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