&EPA
                United States
                Environmental Protection
                Agency
                 Office Of
                 The Administrator
                 (ANFM43)
22A-1001
November 1991
EPA Cultural Diversity
Vendor Catalog
                            HEADQUARTERS LIBRARY
                            I NVWONMENTAL PROTKTION AGENCY
                            /v;;GHi!vGFON, D.C. 20460

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CULTURAL DIVERSITY TASK FORCE




   TRAINING SUBCOMMITTEE




        November 1991

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                                  PREFACE
In May of 1990, EPA Deputy Administrator F. Henry Habicht II established the
EPA Cultural Diversity Task Force to develop a comprehensive assessment of
diversity issues and develop strategies and recommendations to meet current
and future workforce challenges.

The Task Force activities were divided into four subcommittees; Literature
Search/Best Practices, Data Analysis, Employee Survey, and Training.

This catalog of potential vendors for diversity training has been developed as
a tool to provide guidance and assistance to organizations wishing to develop
diversity training. This listing of vendors was developed from a variety of
sources, including input from various AAships and regions. It is not an
exhaustive listing of potential training sources.

The catalog was developed under the leadership of Training Subcommittee
.chairperson Michael H. Shapiro, Deputy Assistant Administrator, Office of Air
and Radiation, with the special assistance of Training Subcommittee
members Marilyn  Bralthwaite-Hall, Joann Brennan McKee, Rosa N. Morales,
Ann E. Goode, and Jerome F. King.
               Cultural Diversity Training Subcommittee Members

                        Michael H. Shapiro, Chairperson
                           Office of Air and Radiation
  Marilyn  Braithwaite-Hall            Region I
  Joann Brennan McKee                Region II
  Deborah Dorsey                     Office of  Human Resources Management
  Darlene Cockfield                   Office of Policy, Planning  and Evaluation
  Ann E. Goode                        Office of Air and  Radiation
  Jackie  Hawkins                     Secretarial  Advisory Committee
  Paul Jean                           Office of  Human Resources Management
  Jerome F. King                      Office of Air and  Radiation
  Rosa N. Morales                     Office of  Civil Rights
  Bettie R.  Reilly                     Office of  Human Resources Management
  Sherri Sheppard                     Blacks in  Government
  Robert Smith                        Office of  Pesticide  Programs

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                                INTRODUCTION

BACKGROUND

Valuing diversity and making it work for EPA is a matter of business
necessity.  It means utilizing the creative energy arising from the wealth
found in the diversity of our current workforce to enhance EPA's
effectiveness and productivity.  Capitalizing on the richness that diversity
brings to an organization can have a major positive impact.   Productivity ,
for instance, has become increasingly linked to how well people communicate
and interact with one another and work together in teams. Diversity within a
group leads to higher quality solutions, if the group is able to successfully
manage and build on their varied viewpoints.  Diversity breeds new ideas,
new styles, and new methods of solving problems.

Effectively utilizing diversity is also an increasingly important issue as we
plan for the future. Work Force 2000, a 1987 report developed by the Hudson
Institute for the U.S. Department of Labor, identified some significant trends
in the demographics of the U.S. workforce. According to that report, between
now and the year 2000,  minorities, white women, and immigrants will
nstitute five-sixths of the net additions  to the workforce. The average age
of those in the workforce will also rise and there will be more workers with
disabilities, due to their increased acceptance in the workplace and
legislation prohibiting discrimination against them.

Our vision of EPA is one of a work community in which members recognize
the relativity of their own cultural and other perspectives and biases, and
avoid harming or misjudging fellow workers as a result of those
perspectives.  Further, we want people to reach beyond their own experience
to understand and interact effectively with a wide  range of groups and
individuals and recognize and appreciate the differences, and learn how to
use this understanding to stimulate creative problem-solving and enhance
organizational effectiveness and productivity. In fact, appreciating and
learning how to utilize this richness more effectively to achieve our
environmental mission is our greatest challenge.
DIVERSITY AND TOTAL QUALITY MANAGEMENT

In an increasingly competitive environment, some business leaders have
recognized that they must build quality and organizational excellence
measures directly into their everyday operations.  One way of doing that is to
understand and effectively utilize the diversity internal to an organization,

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as well as that of the external clients which it serves.  Understanding the
direct impact and the subtle nuances of cultural differences of clients and
workers is one means of becoming a total quality organization. Sensitivity
to diversity needs to be an integral part of Total Quality Management (TQM)
training, in order to develop quality action teams with members who can
effectively communicate and interact to achieve goals and carry out the
organization's mission.  The tools of the TQM process can also be effectively
utilized to implement activities which develop as an offshoot of diversity
training.  For instance, an organization may choose to examine career
development efforts within its organization, to determine if they are
effectively reaching all segments of its workforce, and develop strategies to
eliminate any barriers which might be identified.
DIVERSITY AND AFFIRMATIVE ACTION

Affirmative action is the law. Diversity training can be an important tool to
enhance EPA's effectiveness in meeting its legal obligation to provide equal
employment opportunity for all employees or applicants for employment,
regardless of race, color, religion, sex, national origin, age, or handicap.

Affirmative action requires employers to establish a program which consists
of special or extra efforts to recruit, hire, develop, and promote members of
groups protected by discrimination laws.  Diversity training can provide the
awareness and guidance to make needed changes in organizational systems,
structures,  and management practices to remove barriers that could keep
some members of the organization from reaching their full potential.

Executive Order 11478, which defines equal employment opportunity for
Federal employees, states that:

      It is the  responsibility of each department and agency  head....to administer such a
      program  in a positive and effective manner; assure that recruitment activities reach
      all sources of job candidates;  utilize to the  fullest extent the  present skills of each
      employee; provide the maximum feasible  opportunity to  employees to enhance their
      skills  so  they may perform at their highest potential and advance in accordance with
      their abilities; provide training and advice to managers and supervisors; and assure
      participation at the local  level with other employers, schools, and public  or private
      groups in cooperative efforts to improve community  conditions which affect
      employability.

Diversity training can assist managers, EEO staff, and human resource
personnel in creating an effective affirmative action program.

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DIVERSITY TRAINING

Diversity training is part of a process to reach the desired goal of creating a
work environment in which differences among fellow workers are respected,
appreciated, and affirmed. The challenge of creating this work environment
is not one that can be addressed solely by special or one-time training, but
training can be a critical catalyst to create a process which affirms
diversity and identifies and removes barriers to its successful utilization.

Diversity training should have a strong emphasis on awareness and action.
Participants should leave the training with both new insights and tools that
will enable them to examine their workplace and, as needed, make changes
that will create a more productive environment for all employees. The
training should explain the significance of the issue within the context of
accomplishing the Agency's mission; highlight the importance of valuing
differences; provide examples of differences, such as an introduction to the
cultural history or characteristics of different groups, and explain how these
differences may affect work life (this should include discussion of
differences based on race, gender, ethnicity and disability, among others);
help participants understand their own values, biases, stereotypes, and
prejudices; and provide practical guidance on how to become better informed
about the  issue and utilize the new insights in the workplace.

An  organization that deals effectively with diversity is one that has
developed systems and practices to meet the needs of a diverse workforce.
This would begin with ensuring  that the workforce is diverse and that
barriers do not exist for people because of cultural or other differences, such
as age, disability or gender.  The following critical areas might be examined
as action items that flow from diversity training:

              1.   Recruitment systems to locate talented people of
                  diverse backgrounds;

              2.   Career development systems that monitor the
                  successful career development (e.g., who's getting
                  chosen for non-routine assignments, special
                  projects, rotational opportunities, training, and
                  conference  participation) to ensure that cultural
                  bias is not a factor;

              3.   Advocacy, mentoring, and networking systems to
                  support groups that may be at  risk in the
                  organizational culture; and

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            4.   Rewards for managers who hire, retain, and
                 develop the potential of people of diverse
                 backgrounds.

Diversity training should be viewed as part of a process to create a work
environment which affirms and appropriately utilizes the diversity of our
workforce. It is not an end in itself.  Action plans to address concerns
raised in the training and periodic reviews to monitor improvement are
critical components of any meaningful change process relative to diversity.

We have included a diversity training checklist which is designed to guide
the development of training that can lead to positive organizational change.
The list reflects the experience which we have gained as the result of
personally previewing over 23 vendors, as part of a three-day market
analysis  done by our subcommittee, talking with over 30 other potential
vendors, taking several diversity training courses, and reviewing literature
on the subject and information gathered by the Best Practices
Subcommittee of the Agency's Cultural Diversity Task Force. We offer this
information to you as a tool to construct an appropriate training strategy
for your,organization.
                         Michael H. Shapiro, Chairperson
                             Training Subcommittee
                          Cultural Diversity Task Force

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                        DIVERSITY TRAINING CHECKLIST
1. Determine why you want to have diversity training.

    Training should not simply create or heighten awareness. Instead, it
    should signal the beginning of positive cultural change within your
    organization. Training will create the expectation that organizational
    policies and practices will be more supportive of those who do not feel
    totally enfranchised within the existing organizational structure and
    culture.  Problems will ensue if you raise expectations without providing
    the means to realize them. A commitment to training should, therefore,
    be a commitment to positive organizational change.
2.  Secure support from your top management.

    Any process that may result in organizational change must have the
    support of top management. As a practical matter also, few managers
    will take the initiative on diversity without an indication that top
    management cares about and is willing to reward such "activities,
    particularly in light of the competing priorities which we all face.
3.   Carefully select a trainer.

     The Training Subcommittee previewed 23 diversity vendors over a three-
     day period.   We learned that there are many excellent trainers
     available who use a variety of techniques and materials. Your
     organizational culture, the intended audience for the training, and the
     nature of the issues related to diversity which your organization wants
     to address will determine the training approach(es) which are most
     effective for you. Also, different people feel more comfortable with
     different training techniques. This point was driven home during our
     three-day market analysis. Some subcommittee members favored
     trainers who used an analytical or historical teaching approach, while
     others preferred trainers who used a highly interactive or experiential
     approach.

     The following are questions which we asked each of the 23 vendors to
     address, in order for us to gain a better understanding of their
     philosophy,  methodology, and  capability. You may find them useful
     in your own  selection process.
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            o     Describe your company's experience in diversity training,
                  including the kinds of groups and organizations for whom
                  training was provided.

            o     Define diversity and explain why this is an issue deserving
                  of special attention.

            o     Describe how you deal with affirmative action and its
                  relationship to diversity in your training.

            o     How do you deal with racism and sexism in your training?

            o     Describe your training techniques and materials.

            o     What do you seek to achieve through your training?

            o     What are benchmarks for determining that an organization
                  has improved relative to diversity issues?

            o     What kind .of,foUow.up is required to sustain results?

    The subcommittee also found that many trainers work with one another
    on a variety projects and conferences. One tack you may want to
    consider is using several vendors to get the blend of expertise which
    will best meet your organization's needs.


4.  Develop a training strategy.

    The following are important components or concerns which should be
    addressed in your training strategy.

    Establish goals.

    Development of a training strategy is perhaps the most important thing
    which you need to do prior to initiating training. Your strategy should
    clearly state your goals, i.e., what do you hope to accomplish by
    initiating training.  The goals should be responsive to actual
    organizational issues and concerns and the training should be designed to
    address these concerns.  They should also be realistic.  Set goals that
    your organization is likely to be able to achieve with this initial effort.
    To ensure this, a needs assessment is a critical part of your strategy.

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Decide who will be trained.

You need to decide who will be trained.  It is important that managers be
a key component of those trained. Managers must understand the
issues and concerns if you want their support for appropriate followup
activities.  In most instances, it will not be feasible to train everyone.
You may, therefore, want to consider initiating a pilot effort in one part
of your organization, or pull together a cross section of people from
various components of your organization to address common problems
and concerns. Any work groups that are created as the result of the
training should include a mix of employees and managers. This will
ensure that various viewpoints are considered early on so there will be
a greater likelihood that real solutions can result if both management
and employees have been part of the problem resolution process.

Determine the training methodology.

Once you determine who will be trained, discuss training approaches
with the trainer you have selected. The training approach may
vary depending on the audience. As noted earlier, some groups prefer a
more analytical, historical approach while others find a highly
interactive approach more  satisfying. A good trainer will share these
sensitivities and will be flexible in designing the best training
experience for your group.

Plan workgroup activity as a part of the training process.

A good training experience will provide your organization with tools
to begin to address diversity issues on your own. Those tools should be
utilized by workgroups, following the training, to look at your organiza-
tion's policies and practices as they relate to specific diversity issues.

Effectively communicate the training opportunity.

The training opportunity should be communicated to managers and
employees in such a way that they understand the potential personal
and organizational benefits. Though the emphasis of your training will
probably be on issues related to race, ethnicity, gender, and perhaps
disability, there are other diversity issues which may also be important
to your organization.  If there are other important concerns, address
them in the actual training and make it clear in communicating the
training opportunity that it is indeed for everyone.
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Integrate this training with other Agency initiatives, e.g. TQM.

Diversity training should not be considered an add-on to normal
organizational activity.  Nor should it be considered an end in itself.
Failure to appropriately understand and effectively utilize diversity
offers enormous potential for creating critical barriers to successful
communication, negotiation, and teamwork.  The Agency's efforts to
realize its mission require creative and effective partnerships from the
global to the local levels, with an increased emphasis on integrated
solutions to environmental problems. The issues associated with
diversity impact directly on our ability to effectively develop
partnerships and should, therefore, be integrated into every facet of our
program activity. The skill required to successfully utilize workforce
diversity is also consistent with the Agency's emphasis on the new
management skills of motivating, empowering, facilitating, and
teambuilding.

There are many opportunities to effectively integrate diversity training
with other initiatives.  As noted earlier, the tools of the TQM process
can be  used to implement activities that develop as an offshoot of
diversity training. For instance, an organization may choose to examine
its recruitment process to determine if it is effectively reaching all
segments of the  population, and develop strategies to eliminate any
barriers which might be identified.

Also, consider using existing vehicles, e.g., local human resource
councils, special emphasis groups, other employee committees,
management councils,  etc., to include in the training and to sponsor
workgroups that result from the training.

Do a foliowup assessment.

The foliowup assessment is the last critical part of your training
strategy. Your needs assessment will highlight issues of concern.  Your
foliowup assessment will indicate whether or not there has been any
change as the result of the training and workgroup activity and,
therefore, whether work remains to be done to create a more positive
work environment. It will, therefore, help you identify successes and
provide a framework for further needed activity.
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                        WHAT IS CULTURAL DIVERSITY?
The term cultural diversity is used to describe the differing values and
social forms, including unspoken rules of social interaction, held by ethnic,
racial and other groups. In a broader sense, the term refers to a range of
differences held by people belonging to various groups, including differences
related not only to race and ethnicity, but also gender, disability, problem
solving approaches, professional disciplines, management styles, etc.

The Subcommittee supports the broader definition of the term and
recommends utilizing the term diversity rather than cultural diversity to
reflect this broader definition. The issues of race, ethnicity, gender, and
handicap, which served as the stimulus for the development of the  Agency's
Cultural Diversity Task Force, should remain key focal points for any
training, because these have been identified as areas of real concern within
the EPA culture. However, the purpose of training in this area should be to
develop an appreciation and an ability to effectively utilize the richness
found in {he diversity which exists within our entire work force.  To do that
effectively, the training should be as inclusive as possible.

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LIST OF VENDORS

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Ben Alexander and Associates, Inc.
1615 Colonial Avenue
Norfolk, VA 23517

804/  626-0187, or
2021  328-8620

Contact Person:     Benjamin or Debra Alexander

Ben Alexander and Associates was founded in 1981 and provides human
resources management training, instructional materials, and consulting
services. In addition to developing tailored training, the company also
provides "off the shelf courses. These include EEO training for managers
and supervisors and career planning workshops. The firm has developed an
extensive set of instructional materials, including video tapes. Their
diversity training sessions emphasize the value of experiential learning.
Over 150 clientsiram.the public and  private sector have utilized their
services, including several EPA regions.
American Indian Science and Engineering Society
1630 30th Street
Boulder, CO 80301

303/-  492-8658

Contact Person:    Debra LaFountaine, Director of Development

The American Indian Science and Engineering Society (AISES) offers
workshops on American Indian culture which are highly experiential and
focus on learning about oneself and then looking at life from other
perspectives. The workshops are highly participatory, have a strong
environmental emphasis and utilize lecture, videos, and music.  The
workshops also address issues relating to Blacks, Hispanics, and women.
AISES has presented these workshops to organizations such as Michigan
State University, AT&T, Digital Corporation, and DuPont.

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American Indian Studies
School of Ethnic Studies
1600 Holloway Avenue
Psychology Building 103
San Francisco State University
San Francisco, CA 94132

41 SI  338-1054

Contact Person:     Elizabeth Parent, Ph.D.

Dr. Parent is an Associate Professor and Chair of the Department of
American Indian Studies at San Francisco State University where she
teaches courses in American Indian History and American Indian Women. She
provides consultative services to schools, government agencies, and
businesses relative to American Indian issues. She is also the host of a
cable television show which deals with American Indian concerns.
The American Institute for Managing Diversity, Inc. (AIMD)
Morehouse College
Box 38
830 West View Drive, S.W.
Atlanta, G A 30314

404/   524-7316

Contact Person:     Lexie Walker

AIMD has worked in human resource and organizational development since
1984 serving corporations and organizations. AIMD is a nonprofit enterprise
affiliated with Morehouse College in Atlanta. The organization offers a
variety of programs, a key one of which is Diversity Consultants, Inc., which
is under the guidance of AIMD founder, Dr. R. Roosevelt Thomas. This
component of the organization works with organizations' affirmative action
programs to strengthen employee motivation, teambuilding, productivity and
customer service.  Major clients have included American Airlines,
Coca-Cola, Ford Motor, U.S. Army Corp of Engineers, Weyerhaeuser, and EPA's
Office of Human Resources Management, Headquarters.

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American Management Association (AMA)
7001 Southridge Drive
McLean, VA 22101

703/  442-8459 or
2121  903-7947

Contact Person:     Jack McCririe

The American Management Association is a large, nationally known training
organization which provides seminars on a broad range of communications,
management, and human resource development issues. Scheduled seminars
are conducted at locations around the country and audiences are drawn from
clients throughout the public and private sectors. In 1990, AMA introduced a
new course entitled Managing Cultural Diversity. The three-day seminar is
conducted by outside experts affiliated with AMA and is aimed at managers,
supervisors, trainers, personnel, and human resource specialists.
Amistad Associates
6610 Barbara Drive
Sebastopol, CA 95472

707/   823-6846

Contact Person:     Juan T. Lopez

Amistad Associates was founded in 1983 and specializes in training related
to managing diversity, cross-cultural communications, organizational
change, leadership, and career development for women and Latino/Hispanic
people. The firm currently offers a workshop for executives on leadership
and valuing cultural diversity and understanding race relations in strategic
planning. The firm's clients have included Levi  Strauss and Company,
Southland Corporation, AT&T, National Park Service, Department of Energy,
and the San Francisco Fire Department.

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Applied Training International, Inc.
6913 McLean Park Manor Court
McLean, VA 22101

703/  734-8396

Contact Person:     Carmen A. Rivera, President

Applied Training International, Inc. has provided specialized training in
human resources since 1986. The firm prefers small work groups of no more
than 20 participants per workshop. Methods employed in the workshops
include tecturettes, games, simulations, and an experiential approach to
training. Training workshops emphasize creating improved working
relationships in the areas of communication, teambuilding, and leadership.
The firm's workshop on valuing diversity stresses cross-cultural
awareness, valuing differences, and intercultural communication.  Their
clients have included the Bureau of Census, FDIC, U.S. West, and COMSAT.
Banks Associates
3021 Dower House Drive
Herndon.VA 22071

703/   620-1297

Contact Person:     George Banks

Banks Associates is a management and professional development company.
Organizational effectiveness, individual development, and interpersonal
skills relative to dealing with diversity are the focal points of training to
bring about organizational change. The company can develop
train-the-trainer training upon request and consultation.

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Banks Brown, Inc.
50 California Street, Suite 3335
San Francisco, CA 94111

415/   788-5444

Contact Person:    Marlene Shigekawa, Managing Partner

Banks Brown, Inc. has specialized in providing services relative to
management effectiveness and strategic planning for human resource
development since 1982.  The firm was founded by Ronald B. Brown, Ph.D. and
offers three major training modules,  in addition to its general consultative
services. These modules are Competitive Advantage Through Cultural
Diversity, Leveraging Unique Cultural Skills, and Business Planning.  The
firm has six primary associates located on the West Coast. Its clients have
included Digital Equipment Corporation, General Electric, and the McDonald
Corporation.
Maisha Bennett & Associates
225 North Michigan Avenue, Suite 1800
Chicago, IL 60601-76701

3121   946-8000

Contact Person:     Maisha Bennett, Ph.D., President

Maisha Bennett & Associates provides a range of psychological services to
individuals, groups, and agencies, including training and continuing
education.  Training programs include Stress Management, EEO Training,
Drugs and AIDS Education, and Multicultural Diversity. The Multicultural
Diversity training includes modules on confronting stereotypes, social
milieu (forms of greeting, organizing time, etc.), behavioral meanings
(verbal, non-verbal, etc.), styles of work, and male-female interactions.
Training can also be tailored to meet specific client needs.

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Bridges in Organizations, Inc.
9118 Redwood Avenue
Bethesda, MD20817

301 /   469-6008

Contact Person:    S. Kanu Kogod, Ph.D., Director, or
                    Teresa Coins, Associate

Bridges in Organizations, Inc. provides assistance to organizations relative
to the analysis, training, and development of organizational approaches to
•effectively address diversity issues.  The consulting firm provides a range
of services, including one-day workshops on Valuing Cultural Diversity,
Team Development in Multicultural Environments, Cultural Encounters in the
Workplace, and The Cultural Component of Customer Service.  The firm also
has a three-day program entitled Managing Diversity for trainers and human
resource professionals. Bridges also works with clients to meet their
individual needs.
Center for Creative Leadership
4250 Executive Square
Suite 600
La Jolla, CA 92037

619/   453-4774 or
919/   288-7210

Contact Person:     Robert Gregory

The Center for Creative Leadership does organizational assessments to
determine an organization's progress in diversifying their leadership ranks
in terms of ethnic origin, sex, age, etc.  The Center's clients have included
Eastman Kodak, General Electric, IBM, and Westinghouse.

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 Chesapeake Consulting Center
 511 Duvall Lane
 Annapolis, MD 21403

 301 /  269-1360

 Contact Person:     Elizabeth Schroeder

 Chesapeake Consulting Center is a twelve year old organization which offers
 training workshops in management development, presentation methods, and
..clerical and secretarial skills. The Center currently offers over thirty
 workshops, including one entitled, Multicultural Organizations - How to
 Understand and Manage Differences. The workshop explores issues such as
 what makes people different, prejudice, managing cultural discomfort, and
 learning to value differences. The firm has provided training to a variety of
 public and private sector clients such as the Internal Revenue Service,
 Offfice of Personnel Management, Marriott Hotels, and Time-Life Books, Inc.
 Coleman Management Consultants, Inc.
 11 Piedmont Center
 Suite 200
 Atlanta, GA 30305

 404/  266-2991

 Contact Person:     Peggy Gregg, Assistant to the President

 The firm was founded in 1979 and provides needs assessments and analyses,
 train-the-trainer programs, a course on managing diversity, and
 individualized consulting services on management issues. Its course on
 diversity is described as highly participative and includes exercises,
 discussion, films, and slides. Clients have included the Mellon Bank, the
 City of Atlanta, USDA, AT &T, and McDonnell Douglas.
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Corporate Performance Management, Inc.
31 Greenway South
Babylon, NY 11702

516/  321-4415

Contact Person:     Ellen Cooperperson, President

This firm is a full-service management consultancy which specializes in
human resource development. The firm has a training program entitled
Managing Workforce Diversity designed to assist managers and employees in
working more effectively with people from various cultural backgrounds.
The firm also develops individualized training for clients and
train-the-trainer programs. The firm's client list includes organizations
such as the U.S. Postal Service, Allstate Insurance, Underwriters
Laboratories, and the New York Telephone  Company.
C&W Associates, Inc.
14749 Warwick Boulevard
Suite 3
Newport News, VA 23602

8047  877-2388

Contact Person:     Carolyn C.W. Hines, President

C&W Associates, Inc. has operated since 1979 as a management consultant
firm specializing in human resources development, personnel staffing, and
productivity systems improvement.  The firm offers training in managing
cultural diversity. Clients have included the Defense Mapping Agency,
Hoechst Celanese Corporation, Professional Secretaries International, Mary
Washington College, the Office of Personnel Management, and the EPA
Greater Leadership Opportunity Program.

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DeLoayza Associates
Bosenkill Road
P.O. C-2
Altamont, NY 12009

518/  861-6935

Contact Person:     Winifred DeLoayza, Training Director

DeLoayza Associates offers a range of comprehensive and individualized
services. Areas of specialization include leadership and management
development, organizational redesign, multicultural organizational
development, and managing diversity in the workplace.  Founded in 1981,
DeLoayza works collaboratively with its clients to provide new skills and
affect organizational change. The firm  employs games, simulations and
experientially based techniques in its training. The firm's clients have
included government, corporate, voluntary, and educational institutions such
as Avon, the State University of New York systems, and Eastman Kodak.
Jane Edmonds & Associates, Inc.
Four Copley Place
Boston, MA 02116

6171   437-9840

Contact Person:     Emily Goldman, Associate

Founded in 1981, this firm specializes in organizational development and
training. The firm has training programs on issues such as managing
diversity, sexual harassment, and the Americans With Disabilities Act. Its
clients have included the American Red Cross, General Mills, Inc., Otis
Elevator, and United Technologies Corporation.
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Employment Training and Consulting
918 W. Bertona Street
Seattle, W A 98119

206/  283-1694

Contact Person:     Mary L. Sebek, Owner

Employment Training and Consulting is a one-person firm, established in
1989, which provides cultural diversity training and EEO training in the
areas of sexual harassment, handicap accommodation, and affirmative
action. Mary Sebek is an attorney who, before entering the consulting field,
held several positions within the federal government, including with the U.S.
Equal Employment Opportunity Commission, the U.S. Merit Systems
Protection Board, and the U.S. Court of Appeals for the Ninth Circuit.  The
firm has provided training in cultural diversity to the U.S. Department of the
Navy, the Pittsburgh office of the U.S. Army Corps of Engineers, the
Departments of Energy, Interior, Health and Human Services, and EPA.  Ms.
Sebek employs a variety of training techniques, including lecture,
discussion, audio-visual aids, and individual and group exercises
Ensemble Training and Consulting
P.O. Box 906
Los Altos, C A 94023

4151  941-5407

Contact Person:     Anita K. Enander, President

Ensemble Training and Consultingwas established in 1983  and offers
training in management development, communication skills, and workforce
diversity/EEO.  Consulting services are offered in general management,
teambuilding, and cross-cultural communication.  The firm's president has
held several positions with the IRS and the U.S. Geological Survey. The firm
has developed a video-based course in cross-cultural communication that is
supplemented with individual and group exercises and discussions. The firm
offers off-the-shelf or custom developed programs in needs assessment,
training design and implementation, and post-implementation evaluation.
The firm's clients have included the U.S. Department of Agriculture and EPA,
among others.

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Gallegos, Brown, Silvey & Associates
1151 ViaDoble
Concord, CA 94521

4157  672-8055

Contact Person:     Robert Gallegos, Partner

Formed in 1988, Gallegos,  Brown, Silvey & Associates is a management
consulting firm which specializes in human resources development. The
firm offers several training seminars under its Diversity Leadership
Program.  Its one day seminar is designed to introduce all employees to
diversity concepts and define the requirements of an effective diverse work
environment, within the context of what that organization hopes to
accomplish with its diversity initiative. The firm also has a three day
workshop for managers or others who will lead the diversity initiative
within their organization and three separate one-day Strategy & Design
Workshops  for managers to develops skills to facilitate work group
improvements.
The GilDeane Group
13751 Lake City Way N.E.
Suite 105
Seattle, WA 98125-3615

206/  362-0336

Contact Person:     Barbara Deane, Editor

The GilDeane Group maintains a data base of consultants who utilize an
intercultural approach to their services, relative to both U.S. and global
diversity issues.  These include services such as cross-cultural
organizational development, training, and organizational cultural audits.
The organization also publishes the Training & Culture Newsletter.
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Hanamura Consulting
9500 S.W. Barbur
Suite 115
Portland, OR 97219

503/  246-2261

Contact Person:     Steve Hanamura

Steve Hanamura has twenty years of experience in training and consulting in
cross cultural training and diversity.  He is nationally known for his work
Valuing People Who Are Different, and was the recipient of the
Mufti-Cultural Network Trainer of the Year Award (1987) from the American
Society for Training and Development.  His clients have included
corporations, mid and small size businesses, organizations, and government
agencies.
The Henderson Company
1375 Kemper Meadow Drive
Suite 7
Forest Park, OH 45240

513/  825-8088

Contact Person:     Clenard C. Henderson, President

Since 1969, The Henderson Company has provided specialized training in the
areas of education, training, and diversity.  Customized training is developed
for clients such as Proctor and Gamble, the Cincinnati Health Department,
the University of Cincinnati, Xerox of Canada, and the General Motors
Corporation.
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Human Systems Design
16 Harcourt Street
Boston, MA 02116

6171   262-3278

Contact Person:     Shirley Harrell

Shirley Harrell is an independent consultant who has been conducting
diversity training for approximately six years.  Her basic training offering
is entitled The Good Manager: Toward a Theory of Professional Competence
and is based on the premise that effective management of diversity is a
basic requirement for managerial effectiveness. This course is typically
offered as a one-half day or full day course and can be tailored to meet
individual client needs.
ibis Consulting Group, Inc.
 '269 Massachusetts Avenue
Cambridge, MA 02140

617/   492-6499

Contact Person:     Katharine Esty, President

Ibis is an independent women owned consulting group that works with
organizations to develop creative, flexible, and pro-active strategies for
change. Consulting and training programs are offered but not limited to the
following: Managing Diversity, Strategic Human Resource Planning,
Corporate Culture Change, and Leadership Development.  Ibis is committed to
an approach that is collaborative, and results oriented. They have
experience with train-the-trainer programs. Ibis offers a one day diversity
program that can be altered to suit client needs.  Past clients have included
manufacturing companies, non-profit organizations, educational
institutions, and state and federal government agencies, including EPA.
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IMPACT Communications
1812 E. Madison Street, #30
Seattle, W A 98122

206/  323-9329

Contact Person:     Joe C. Jones, President/General Manager

IMPACT Communications is an independent ma/keting and management
consulting firm, founded in  1974, which specializes in solving
communications related problems and the management of human resources.
The firm is linked to local, regional and national experts, in the area of
human resource development, who have background and training in
multicultural awareness education and training.  The firm's clients have
included private sector companies, local, state, and federal government
agencies.
Industry Education Connection Enterprises, Inc.
4319 Covington Highway
Suite 309A
Decatur, GA 30035

404/  289-9692

Contact Person:     William G. Shackelford, Jr., President

The Industry Education Connection (IEC) was founded in 1987 by William G.
Shackelford, Jr.  IEC is a comprehensive multicultural human resources
training and program development consulting firm. The firm's services are
designed to address key workforce 2000 issues relative to the
identification, recruitment, and retention of culturally diverse individuals.
The firm's clients have included companies such as Union Pacific Railroad,
Aetna Life & Casualty, Proctor and Gamble, Columbia University, and
government agencies, including EPA.
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Institute for Diverse Leadership
P.O. Box 39775-0775
Denver, CO 80239

303/  371-7673

Contact Person:     Juanita Cox-Burton, President

The Institute for Diverse Leadership offers a range of human resource
training opportunities, including customized training for managers in the
area of diversity and informational programs for employees, utilizing
internal communication sources.  The firm also offers a leadership
development program, as a follow-up to diversity training, that is
specifically designed to help prepare women and people of color for
management and leadership positions.  The firm's client list has included
Omaha  Public Power District, Public Service Company of Colorado, Auburn
University, and Martin Marietta Astronautics Division.
The Institute for Human Development, Inc.
12101 Lihou Court
Fort Washington, MD 20744

301 /  292-0599

Contact Person:     Bernard E. Robinson, President

The Institute for Human Development, Inc. is a professional development and
management consulting firm. Their human systems development expertise
is divided into two areas: 1) organizational effectiveness services, i.e.
process consultation, rational planning and problem solving; and 2) training
skills, i.e., presentation skills, managing diversity. The firm has 20 years of
experience working with clients that have included the business community,
health care institutions, and government agencies.
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The International Counseling Center
3000 Connecticut Avenue, N.W.
Suite 138
Washington, DC 20008

2027  483-0700

Contact Person:     Rebecca Edelson

The International Counseling Center has inaugurated a series of workshops
on multi-culturalism to address the ethnic, racial, and cultural changes
taking place across the country. Their workshops relate to cross-cultural
counseling, multicultural education, and diversity in the workplace.
Workshops are scheduled for October, 1991 and February and March, 1992.
The firm also provides individual consulting services on diversity issues.
Katz & Associates, Inc.
1806 Springfield Avenue
New Providence, NJ 07974

9087  464-7048/8974

Contact Person:     Marcia Katz, President

Katz & Associates, Inc. is a management consulting firm which specializes.
in organizational development and corporate transition. The firm provides
services in the areas of conflict management, management development,
communications consulting, and workforce diversity, among other areas.
Their workshop entitled Managing Workforce Diversity is divided into units
enabling it to be presented in various forms, from a two hour
"mini-workshop" to a two day workshop, depending on what unit or units the
client would like to utilize. The firm utilizes groups discussions, case
studies, the "sociodrama" techniques, and presentations in the workshop.
Workshops can also be tailored to the client's needs. Clients have included
AT&T, Bellcore, Drew University, Exxon, Johnson & Johnson, and Trans World
Airlines, among others.
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Florence R. Kluckhohn Center
c/o Lummi Indian Business Council
2616Kwina Road
Bellingham, WA 98226-9298
206/  647-6258

Contact Person:     Kurt Russo, Executive Director
The Florence R. Kluckhohn Center is a 501 C(3) non-profit educational
institution founded in 1985, to promote understanding between diverse
cultures and subcultural groupings. The Center includes a research and
training institute and designs and implements cross-cultural research
utilizing the Value Orientation Method developed through the Harvard Values
Project. The Center utilizes structured and open-ended research in
workshops and educational seminars. Recently, it completed research and
training in cooperation with the Lummi tribe, the Yakima Indian Nation, the
Northwest Indian Fish Commission, and other tribal and intertribal
organizations and natural resouce agencies in the western U.S. The Center's
Board of Directors and staff include individuals with a range of ethnic and
cultural backgrounds from the U.S., Canada, Mexico, and Brazil.
Koch man Communication Consultants, LTD
2100 North Racine
Chicago, IL 60614

3127   477-3204

Contact Person:    Thomas Kochman, President

This firm consists of a group of psychologists, corporate trainers,
communicators, and educators brought together under the leadership of Dr.
Thomas Kochman. Dr. Kochman is a professor of communications at the
University of Illinois at Chicago and is the author of Black White Styles In
Conflict. The firm offers the Effective Management of Cultural Diversity
Seminar Series (African American/ Anglo, Hispanic/Anglo, Asian/Anglo)
which presents the underlying issues that are often at the root of
cross/cultural communication breakdowns.  Additional services include
social/cultural audits, diagnostic research, train-the-trainer, and keynote
presentations at conferences.
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Legare Associates
555 El Dorado Avenue
Oakland, CA 94611

510/  654-2832

Contact Person:     Martha Legare

Legare Associates is a management consulting firm which specializes in
strategic planning for organizations with culturally and ethnically diverse
clients and employees. The firm's workshops includes Valuing Diversity
(three days), /Across Pace and Gender (two days on teambuilding and conflict
resolution), Male/Female Dynamics in the Workforce (one day), Intercultural
Rapport Building and a Career Leadership Series which deals with the
upward mobility of minorities and women. The firm's clients have included
the American Management Association, AT&T, Digital Equipment, and Honda.
Management Team Consultants, Inc.
101 OB Street
Suite 403
San Rafael, CA 94901

415/  459-4800

Contact Person:     Jim Kennedy President, or
                    Anna Everest, Vice President

Management Team Consultants, Inc. offers a half-day workshop entitled
Interviewing a Diverse Workforce, for managers and supervisors to help
them get beyond what the firm terms as their "own cultural filters" relative
to the issue of culture and gender. The firm has trained clients both in the
U.S. and abroad in "behavioral interviewing techniques" since 1982.
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McClure Lundberg Associates, inc.
1515 U Street, N.W.
Washington, DC 20009

202/  483-4107

Contact Person:     Joe McClure

Founded in 1972, McClure Lundberg Associates, Inc. offers seminars for
managing a diverse workforce for supervisors and managers, courses for
employees working in a diverse workplace, as well as specialized workshops
on sexual harassment awareness, women in management, and EEO and
affirmative action.  The firm also provides a desktop recruiting center
through its Minority Graduate Data Base, which can identify candidates by
general academic criteria, or criteria specified by the organization making
the request. The firm's principals have more than 50 years of experience
providing training to both government agencies, including EPA, and the
private sector.
Multi-Cultural Institute of Leadership
P.O. Box 20069
Austin, TX 78720-0696

5127   331-6816

Contact Person:     Enidio Magel

The Multi-Cultural Institute of Leadership is a small firm that focuses on
cultural diversity as an aspect of the global marketplace. The firm lists
five programs: Managing a Culturally Diverse Work-Place; Developing global
Leadership; Understanding Leadership Preferences of Hispanic Workers;
Inter-Ethnic and International Relations Training; and Culturebriefs - Japan.
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Multi-Cultural Training Resource Center
1540 Market Street
Suite #320
San Francisco, CA 94102

4157  861-2142

Contact Person:     Byron Kunisawa

The firm was established in 1984 and specializes in the establishment of
multi-culturalism as a process in the design, implementation, and
evaluation of program management The center provides services in five
major categories: 1) training and technical assistance, 2) organizational
change, 3) evaluation and assessment, 4) public speaking , and 5)
professional career development.  The firm has a one day cultural diversity
course and also offers Multi-culturalism 2000, which they describe as a
model for change which enables the organization to strategically determine
the needs, priorities, and deficiencies of the total organization in
accomplishing program goals and objectives. The firm's client list includes
private sector companies, e.g, AT&T, Fortune Magazine,  and^ovemmenta;
organizations, such as the Internal Revenue Service and  NASA.
New Perspectives, Inc.
45 Kingman Road
P.O. Box 782
Amherst, MA01004

413/  549-4141

Contact Person:     Rita Hardiman

This firm offers a variety of programs which can be tailored to the client's
needs. Their training programs include the following: Managing Sexual
Dynamics in the Workplace; Cross-Cultural Counseling; and Changing
Male/Female Roles: A Workshop for Men. The firm's clients have included the
CIGNA Corporation, Massachusetts Institute of Technology, Kaiser
Permanente, C & P Telephone, Simmons College, and United Airlines.
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Nichols and Associates
1523 Underwood Street, N.W.
Washington, DC 20012

2027  723-2117

Contact Person:    Dr. Ruth King

Dr. Edwin J. Nichols is a clinical/industrial psychologist who has taught in
the Department of Psychiatry at Meharry Medical College, worked as a
clinical psychologist at the Kansas Neurological Institute, an affiliate of
the Menninger Foundation, and held several positions with the National
Institute of Mental Health. He has conducted cross-cultural management
workshops, which address issues relating to cultural difference, for the
public and private sectors, including EPA, throughout the United States and
abroad. Dr. Nichols also relates these issues to developing and managing a
total quality environment.
O.D. Systems, Inc.
1200 Prince Street
Alexandria, VA 22314

703/   683-8600

Contact Person:    Annette K. Sturdevant, President, or
                    Joyce O. Taylor, Senior Associate

O.D. System, Inc. was founded in 1980 and is a full-service human resources
consulting firm. The firm's areas of specialization include managing
cultural diversity, Total Quality Management, and business ethics. Their
emphasis is on the development of simple management models to provide a
structure for individual and organizational analysis and development. The
firm's clients include state and local governments, colleges and
universities, like Johns Hopkins University, and federal agencies such as the
National Aeronautics and Space Administration, and the Library of Congress.
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ODT, Inc.
P.O. Box 134
Amherst, MA01004

413/   549-1293

Contact Person:     Bob Abramms, Senior Associate

ODT, Inc. is an employee-owned corporation specializing in diversity
awareness training. The firm creates a diagnostic profile of clients to
ensure that the training meets the needs of the organization.  The methods
employed by ODT are didactic and experientially based. The firm also offers
train-the-trainer programs and has developed a set of diversity awareness
resources that includes audio tapes, books, a diversity assessment tool,
booklets, etc.
O'Mara and Associates
5979 Greenridge Road
Castro Valley, CA 94552

510/  582-7744

Contact Person:    Julie O'Mara, President

O'Mara and Associates is a full-service human resources consulting firm
formed in 1972. Services provided by the firm cover a range of
organizational development and human resource issues. The firm offers a
training program entitled Managing the Diverse Workforce.  Other services
provided by O'Mara and Associates relative to diversity include diversity
audits, executive briefings, train-the-trainer programs, and other training
programs.  Ms. O'Mara is the former National President of the American
Society for Training and Development and has co-authored a book entitled
Managing Workforce 2000:  Gaining the Diversity Advantage.
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Pacific Resources Education Programs, Inc.
530 Howard Street
Fourth Floor
San Francisco, CA 94105

415/  397-1937

Contact Person:     Carol McHuron, Vice President

Pacific Resources Education Programs, Inc. is a management consulting firm
which provides services and programs focused on issues related to
effectiveness and productivity in today's changing work environment.  The
firm helps clients to more effectively utilize human resources through the
development of skills to better manage change and diversity, both for
employees and external clients. The firm's clients have included Pacific
Bell, Chevron, Stanford University, and Lockheed Missile and Space Company.
Pope & Associates, Inc.
1313 E. Kemper Road
Suite 350
Cincinnati, OH 45246

513/   671-1277

Contact Person:    Maria A. White, Director of Marketing

Pope & Associates, Inc. is a 17 year old consultant firm that provides
training in diversity, affirmative action, and employee development. Its
course offerings include Leading a Diverse Work Force, Managing Personnel
Diversity, Increasing Self-Development: Minorities, Increasing Self
Development: Women, Enhancing Work Relationships, and Improving Team
Performance. The firm's course entitled Managing Personnel Diversity is
designed to provide managers with an understanding of the responsibilities
of managing a diverse workforce and introduce them to multicultural
management principles which are consistent with sound management skills
and practices. The training materials include a workbook and reference
guide. The firm's clients  have included organizations such as Eli Lilly,
Chicago Tribune, Exxon, Walt Disney World Productions, GSA, and Monsanto
Research Corporation.

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Resolution Dynamics, Inc.
1777 T Street, N.W.
Suite 1
Washington, DC 20009

2027  483-7550

Contact Person:     M. Nicholas Mann, President
                    Karen Gaskins Jones, Executive Vice President

Resolution Dynamics, Inc. is a full service human resource management
consulting and training company founded in 1988. The firm provides a range
of human resource management services, including surveys, support for
teambuilding, conflict resolution, process consultation, planning
consultation, and Total Quality Management. The firm also offers a two day
management course entitled Managing Diversity in the Workplace. The firm
consists of a team of six trained professionals with unique areas of
expertise.  Their client list predominately reflects work with governmental
and .non-profit agencies
Santos Associates
46709 Rancho Higuera Road
Fremont, CA 94539

510/   623-7655

Contact Person:     Victoria J. Santos, Trainer & Consultant

Santos Associates provides consultation services for the development of
programs for multicultural staff and companies doing business with foreign
populations. The firm's training programs are designed to assist managers
in supervising staff from diverse backgrounds, defuse conflicts among staff
based on cultural and ethnic differences, and assist foreign-born staff in
understanding their work environment. The firm also has a
train-the-trainer program designed for human resource development
personnel.  The firm will also design training to meet individual client
needs. Clients have included city, county, state, and federal agencies,
hospitals, educational institutions, and international organizations.
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Schroeder Associates Psychological Services
60 Elm Street
Rockville, CT 06066

203/  875-0292

Contact Person:     Farah A. Ibraham

Dr. Ibraham is a Schroeder Associate who co-developed (1984) the Scale to
Assess World Views (SAWV).  Her training incorporates a
"psychoeducational, process approach to understand individual and
organization culture, and the impact of these two variables on the work
environment." The SAWV model is currently being used by Columbia
University in their Senior Executive Training Program to enhance cultural
diversity.
Simrwons Associates
P.O. Box 712
31 N* Sugan Road
Nevt*rk>p3, PA 18938

215/   862-3020

Contact Person:    Terry Simmons, President, or
                    Tony Simmons, Vice President

Simmons Associates is a management consulting firm with 14 years of
experience providing training and consultation services in the areas of
cultural diversity, equal employment opportunity, and affirmative action.
The firm offers two programs on diversity; Leadership 2000: Managing
Diversity for Increased Productivity, which is a program for managers that
combines affirmative action concepts with management skills training; and
the Executive Diversity Workshop, which is designed to assist executives in
developing the strategies, systems, and behavior patterns needed to
successfully utilize the diversity within their organizations. The firm's
approach to training begins with a needs analysis and review of the
organization's policies, practices, and culture. The firm's clients include
organizations such as The Boston Globe, Dow Chemical, Cornell University,
Morgan Guaranty Trust Company, Scott Paper Company, the U.S. GAO, and EPA.

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Stanford University
Office of the Dean of Students
323 Old Union
Stanford, CA 94305-3010

415/  723-2733

Contact Person:     Greg Ricks

Greg Ricks is an independent consultant who specializes in issues related to
managing a multi-cultural workforce. His areas of specialization include
management development, career development, managing diversity, racism
and sexism awareness training. Clients have included private corporations,
public groups, and educational institutions.
Sutton Enterprises
5702 Colorado Avenue, N.W.
Washington, DC 20011

2027  723-6870

Contact Person:     Dianne Floyd Sutton, President

Sutton Enterprises is a management consulting firm that was founded in
1987 and provides a wide range of consulting and training services. The
firm's principal areas of concentration are communications, EEO and
affirmative action, career development, and human resources management.
The firm also offers a course entitled Understanding and Managing Diversity.
The firm can tailor programs to the client organization and incorporate a
variety of training techniques, including experiential exercises and
audio-visual aids. The firm employs a small staff and assembles training
teams as necessary. The firm's clients have included the U.S. Departments
of Agriculture, Navy, Labor, and Transportation; the Illinois Department of
Transportation; Arlington County, Virginia; the Washington Hospital Center;
the Martin Marietta Corporation, and IBM.
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Swain & Swain
405 Lexington Avenue
New York, NY 10174

212/   953-9100

Contact Person:     Madeleine T. Swain, President

One of the major focuses of Swain & Swain is the firm's program
Capitalizing on Diversity. The firm describes its programs as "reality based
for specific organizational cultures." The firm has been in the consulting
field since 1978, providing consultative services to hundreds of
corporations and institutions on a broad range of human resource
management issues.  Its founders co-authored the book Out The Organization.
in 1988.
Tulin DiversiTeam Associates
5 Curtis Park Drive
Wyncote, PA 19095

215/   884-7325

Contact Person:    David Tulin, President

Tulin DiversiTeam Associates specializes in multicultural management
training and diversity teambuilding for greater productivity, multicultural
managerial growth, and organizational change. The firm has developed and
implemented programs on workforce diversity and what they call Unlearning
Isms, which includes the utilization of humor and personal and professional
experiences. Clients have included Xerox Corporation, University of
Pennsylvania, Coca Cola, Albert Einstein Hospital, Philadelphia Inquirer,
Spanish American Civic Association, U.S. Department of Agriculture,
Philadelphia Police Department, etc.
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Transformative Management, Inc.
1767 High Street
Denver, CO 80218

303/   399-1165

Contact Person:     Linda S. Guillory, President

Transformative Management Inc. is a human relations, management, and
technical training firm with a permanent staff of training professionals.
The firm has a workshop entitled  Valuing Differences and has published a
manual entitled Myth and Method: Strategies for Managing a Multicultural
Workforce.  The firm tailors its programs based on an evaluation of the
organization's needs. It sees training as a step in the process of changing
corporate culture.  In general, the firm believes in focusing on training an
organization's top managers, and having them identify issues and develop
action plans to address those issues. Its clients have included the Public
Service Company of Colorado, U.S. West, Inc., the Denver Water Department,
Southern California Edison, Eastman Kodak, TRW, the National Aeronautic
and Space Administration, and EPA.
21st Century Management Services, Inc.
P.O. Box 962
West Chester, OH 45069

513/  860-1050

Contact Person:     Floyd Dickens, Jr., President

Floyd and Jacqueline Dickens co-founded 21st Century Management as a
professional management consulting firm in 1981.  The firm specializes in
management techniques which are designed to increase productivity through
cultural diversity. The firm has courses entitled Management of Diversity
and Added Value and Ownership. It also develops customized programs for
clients. The Dickens co-authored a publication entitled The Black Manager
which has been used by schools such as Yale, Howard, Wharton, and the
University of Michigan. Clients who have been served by 21st Century
Management include numerous  educational institutions, private
corporations, and local and state government institutions.

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Urban Crisis Center
75 Piedmont Avenue N.E.
Atlanta, GA 30303

404/  584-7818

Contact Person:    Charles King, President

The Urban Crisis Center has addressed the issue of improving race relations
for the past twenty years.  The Center's programs help to identify problems
and solutions to racial tension in corporate, government, and civic
institutions.  The Center offers a two day seminar, for a maximum of 40
people, entitled Improving Race Relations in Corporate America. The
seminar stresses the urban setting, its tension and people. Dr. King uses a
combination of lecture, role playing, and individual discussion to surface the
issues. Past clients have included Federal Express, Procter and Gamble,
AT&T, Bell Laboratories, U.S. Department of Commerce, and the CIA.
Dr. Gary Weaver
5801 Utah Avenue, N.W.
Washington, DC 20015-123

2027   363-8695

Contact Person:     Gary Weaver, Ph.D.

Dr. Weaver has been a Professor of International and Intercultural
Communication at the School of International Service, The American
University for over twenty years and has done diversity training for clients
including Federal agencies, the Universal Postal Union, colleges and
universities, business, and industry. He has developed and presented
seminars, workshops, and  lectures on topics such as Culture Shock,
Cross-Cultural Communication, Negotiation and Hostage Taking, the Black
Identity Movement, Cross-Cultural Childcare, and Multi-cultural
Organizational Behavior. He believes that diversity training should focus on
changing the organization and not the individual to fit the organization. His
teaching approach incorporates cognitive and experiential techniques. He
utilizes a variety of formats, including, lecture, audio-visual aids, and
audience participation. Courses are designed specifically for the client
organization based on a needs assessment.

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Williams & Associates
859 Calmar Avenue
Oakland, CA 94610

4151  547-1182

Contact Person:     Adrienne Fost Williams, Ph.D.

Dr. Williams is a human resource management and organizational
development consultant with over twenty years of experience in
management teambuilding, personal/career effectiveness, managing and
valuing workforce diversity, managing organizational change, and conflict
management. Clients have included the Tennessee Valley Authority, Wells
Fargo Bank, First National Bank of Boston, Addison-Wesley Publishing
Company, and public sector organizations.
Herbert Z. Wong & Associates
The Multi-Cultural Training Institute
383 Diablo Road
Suite 100
Danville, CA 94526

4157  838-3028

Contact Person:     Herbert Z. Wong

The Multi-Cultural Training  Institute is a division of Herbert Z. Wong &
Associates.  It consists of a core group of consultants with experience in
management, training, organizational growth, and multi-cultural customer/
workforce development. The Institute custom designs training and offers
seminars in select cities throughout the country through the Institute
Seminar Series. The following is a partial list of seminar offerings:
Effective Multi-Cultural Workforce Practices for Supervisors, Managers, and
Professionals, Human Relations and Group Process Skills for Employees in
Multi-Cultural Organizations, Stress and Conflict Management fora
Multi-Cultural Workforce, The Asian-Pacific American Customer/Workforce
Base (similar seminars for Blacks, Native Americans, and Hispanics). Dr.
Wong is a clinical/industrial psychologist.
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Dr. Joanne Yamauchi
7305 Rockford Drive
Falls Church, VA 22043

703/   573-0668

Contact Person:     Joanne Yamauchi, Ph.D.

Dr. Yamauchi operates a one person consultancy which specializes in
managing organizational diversity. She also conducts workshops on Asian
American concerns. She is a full professor in the School of Communication
of The American University in Washington, D.C. Her instructional approach
includes five stages; awareness, assessment, analysis, application, and
actualization. She utilizes role-playing, reading lists, participant
self-assessment, and videotaping of interactions in her workshops. Dr.
Yamauchi's clients have included numerous government agencies such as
NASA and NIH, and educational and private sector organizations.
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