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management should be effective through the formulation of the policy. For example, the interviewers should only judge the interviewee by his or her qualifications regardless of his or her gender, race, look, age or skin color. The employees should be diverse for practicing the essence of the corporation.
Diversity management practice: Within the corporation, the diversity training can be provided in the workplace. The cultural sensitivity of the employees can be trained so that they can make thoughtful suggestions with a diverse customer base after they recognize different customs, beliefs, value systems or cultures. A well-structured career development plan should be formulated for the employees so that the employees can feel being valued to find a reason to stay. It is proved that an employee leaves the corporation due to two reasons. One is he or she feels not being valued, and the other reason is he or she is not well paid for what he or she devotes. Therefore, an exit interview can be implemented to know the reasons why the employee leaves the corporation so that changes can be made to the diversity management in the workplace.
8.2 Workforce Diversity Management Requirements for Managers
The diversity managers have the mission of promoting workforce diversity management in the workplace. New policies and business strategies are enforced by them to the diverse employees. Therefore, managing a diverse workforce in the workplace has requirements for the managers or the supervisors.
In-depth understanding of diversity management: The managers should thoroughly understand diversity and diversity management, and the knowledge can guide the managers to fully execute the policies of diversity.
Communication ability: The managers should be able to ensure that all the employees enjoy the rights from workforce diversity management, and at the same time, the managers should be convincing in the workplace.
Executive capability: The managers should have the ability of controlling diversity according to the mission statement of the corporation through the selection of a proper course of action. During the implementation of diversity management, tensions are unavoidable. The managers should be able to overcome tensions and effectively manage the diverse workforce.
8.3 Solutions to Workforce Diversity Management Problems
During the implementation of workforce diversity management, problems often happen. IBM also experiences the same situation.
Resistance: In a diverse workplace, workers have different backgrounds, and they are possible to resist diversity even in the working environment of IBM. The resistance of the employee can slow down the productivity and working efficiency. The interaction between the employees attaches great importance, and the communication between the employees can draw a conclusion for the resisting employee to leave or stay.
Poor communication: IBM hires the employees from every country, and therefore, the employees have totally different way of thinking, ethnicities, personalities or religions. The managers find it a challenge to implement new plans and strategies. The problem can be solved by holding entertaining activities and diversity seminars for the diverse employees so as to encourage the employees to learn about each other, and the communication can be improved.

Cost increase: Managing a diverse workforce requires th