Section Twooccurs only in cohesive groups. However, whether these
benefits will be obtained is dependent on how well diversity is
managed. Such factors as the amount of diversity,
communications, ease of discussing differences, cultural
awareness training, and aware ness of background information
on group members affect the quality of idea generation.^38
Through such contributions, the management of diversity
may enable companies to gain competitive advantages. In
addition to diversity-related creativity and problem-solving
advantages, companies also may be able to tap gender and
racially diverse markets better with a more diverse workforce.
They also may obtain better acceptance from these markets as
a result of a good public image based on diversity. As an
example, the Avon Corporation has had success with this
strategy. Companies having good records in managing diversity
may be able to attract better employees. Organizations that do
a good job of managing diversity also tend to be more flexible
because they have broadened their policies, are more open-
minded, have less standardized operating methods, and have
developed skills in dealing with resistance to change.^39
Although prejudice still exists, there is evidence that
progress has been made. For minorities and females, obtaining
jobs with companies is less of a problem than it was in the
past. Instead, any apprehension about minorities and females