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Dr. R. Roosevelt Thomas, Jr.

Diversity: Managing DifferencesDiversity: Managing RepresentationLegacy of Diversity
June 30, 2023

Are Twenty-Five Years Long Enough?

PREFACE Personally, I am pro-Affirmative Action; however, I also know that Affirmative Action has a limited life expectancy. I believe that an orderly transition is preferable to one characterized by divisiveness and turmoil. Toward that end, I have sought in this statement to stimulate thought and dialogue that can facilitate development of effective transition strategies for our country and its…
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Legacy of Diversity
September 13, 2018

Lessons From Archie Bunker

Along with many other Americans, upon the recent death of actor Carroll O'Connor, I reflected on his most memorable role —Archie Bunker in the All in the Family television comedy series. In this piece, I share some of my thoughts with respect to Archie and race. Emotional Evolution My sentiments about Archie evolved over time. When I first learned of…
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Diversity: Managing Workplace CultureLegacy of Diversity
February 27, 2018

Everyone Should Be A Diversity Practitioner

Moving among corporations and their Chief Diversity Officers (CDOs), I seldom see strategies designed to empower individuals at all levels as “diversity practitioners.”  When I do discover such a strategy, I do not find the necessary follow-up to assure that these strategies are applied and practiced sufficiently to build capability with diversity management. Instead, I often see individuals only vaguely…
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Legacy of Diversity
December 14, 2017

“Best Practices”: A Viable Strategy Approach?

Over the years, I have observed that diversity practitioners — whether launching a diversity thrust or building on existing efforts — frequently seek out "best practices" data. They at a minimum consider adopting practices from their findings, or look to qualify to be on a "best practices" list. Is this approach to developing a diversity management strategy effective?   6…
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Legacy of Diversity
November 30, 2017

The Shamming of Diversity

Over time, corporate efforts at diversity have become far less about building up the dynamics of individuality and naturally fostering the full contributions of all, regardless of how different or similar they might be, and far more about promoting a cover for affirmative action.   About two years ago, a friend who reportedly knows my work introduced me to an…
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