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By C. Robinson-Easley

Past variety and Intercultural administration develops a metamorphosis version designed to problem triumphing paradigms within the literature and conversations approximately equivalent employment chance, variety, and intercultural administration.

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Example text

In 1992, social researchers Leinberger and Tucker suggested that the possibility and hope for community within organizations would lie in the everyday working assumption that one is far more profoundly and mysteriously connected to other people (Nichols, 1994). If we agree with this proposition, is it safe to assume that the concept of human connectivity may clearly transcend beyond tolerating equality and insuring equal employment opportunity compliance? If so, why do far too many organizations still battle these “issues”?

For me, being questioned regarding my failure to be inclusive was a valuable lesson—one that I hope to never have to relearn. My years at seminary taught me at a different level to remove labels and look into my seminarian colleagues’ hearts and souls as a community of oneness. Simply, we were a community of people committed to the ministry of social justice. And, it was our oneness with respect to our humanity that gave us the opportunity to make a difference in our world. Movement beyond barriers should be our global society’s primary goal—a movement that entails our embracing a higher level of consciousness toward humanity; a commitment to openly move beyond barriers that will eventually nullify the need for conversations on “managing” diversity, understanding intercultural differences, and, equally important, a movement that positions us beyond the need to work through issues of child labor, sweatshops, and all other forms of industrial practices that appear to negate the humanity of people across the globe.

I saw 36 / beyond diversity and intercultural management this duality in my working with this state agency and within other organizations I later worked with. What has continued to intrigue me as I walked through seminary and examined various literatures, is that power and domination are common themes across far too many organizational and cultural contexts (Robinson-Easley, 2012). It is also quite interesting to examine how these varying cultures grapple with their status in life. For example, from my own lens, African Americans have been told that they are less than their white counterparts.

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