The chapters in this book suggest that achieving and managing diversity in public organizations (and all organizations) requires a comprehensive strategy. It is our view that this strategy must emphasize a shift from looking at hiring numbers (affirmative action) and assimilation to focusing on valuing difference (multiculturalism) and managing diversity in public organizations. This strategy would allow public organizations to transform themselves into employers of choice for the most talented individuals from all racial, ethnic, and gender backgrounds (Mor Barak 2000). Traditional affirmative action programs, while necessary, do not guarantee workplace diversity. Nor do affirmative action programs promote cultural change and effective integration (Rice 2001; Shin and Mesch 1996; Thomas 1991–1992).