Skip to main content

Currently Skimming:

1 Introduction
Pages 7-14

The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.

From page 9...
... ONR, as a highly visible and powerful organization, is not drawing on the full range of scientific and technical talent available to administer its programs. As ONR leadership recognized in requesting this study, the agency has not yet created a diverse work force.
From page 10...
... THE NEED FOR DIVERSITY The rapidly changing human resources environment in the United States today portends significant changes in the talent pool from which ONR will develop its future work force. In particular, women and ethnic minorities are a growing component of the professional scientific community.
From page 11...
... , for example, found that innovative companies consciously form heterogeneous teams which generate a broad spectrum of ideas and a range of approaches to problems, thus increasing the probability of novel solutions: Note that it is not just any team that aids innovation but a tradition of drawing members from a diversity of sources, a variety of areas. Innovating companies seem to deliberately create a "market-place of ideas," recognizing that a multiplicity of points of view need to be brought to bear on a problem.
From page 12...
... Mirroring the diversity of one's clients or customers, the committee believes, reaps benefits for governmental and commercial organizations alike. Ambassador Andrew Young, co-chairman of the 1996 Atlanta Olympic Committee, offers an example of the political currency of diversity in the international arena.
From page 13...
... Given that diversity is a critical ingredient in work force quality, an agency with a homogeneous work force, or one perceived as discriminatory, will find recruiting to be increasingly difficult. Even those white males with the highest qualifications may be reluctant to come to an artificially homogeneous organization which limits their opportunities to work on diverse teams and to acquire the skills that other employers require, including the experience necessary to become effective managers of a diverse population.
From page 14...
... Finding the best talent implies searching in the complete pool of qualified individuals of whatever gender or ethnicity and not limiting that search to the traditional white male population. The committee expects that both the quality and the diversity of the OUR work force wall be increased through greater efforts in this direction.

This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More information on Chapter Skim is available.