Most diversity management programs in Canada maintain that enhancing workforce diversity is of tremendous significance for business organizations in today’s competitive global urban markets. Since well-meaning diversity management initiatives have been largely ineffective thus far in dealing with workplace discrimination and racism in the Canadian workplace, this paper underscores the need to decenter the focus of diversity management from a business imperative to an antidiscrimination and social justice imperative. Within this latter perspective, the paper examines the strengths and limitations of the antiracism approach that has been implemented in various developed countries in recent years. The antiracism approach is an action-oriented strategy for institutional and systemic change that has at its core the interrogation of privilege, power disparities, and other forms of inequity within the organization. Drawing from the lessons of various initiatives that have utilized this approach, the present paper emphasizes the need for a nuanced antiracism approach in the multicultural Canadian society if diversity management is to attain its goal of greater inclusion of all individuals in informal networks and formal organizational programs. 1. Introduction Human resource management has always been challenged with managing diversity although the exact nature of these challenges has varied over time. While the concern in earlier stages of industrialization was on managing class divisions, with increasing cultural diversity in contemporary times, the focus has shifted to managing diverse identity groups in the urban workplace [1–4]. “Diversity management” has emerged as a more popular alternative compared to employment equity and affirmative action. As a voluntary corporate approach that is perceived to enable organizations to capitalize on the benefits of workforce diversity, diversity management is less controversial. Indeed, diversity management has become a popular term, often under the rubric of corporate social responsibility (CSR) in many multinational corporations, and largely refers to hiring visible minorities and increasing cross-cultural awareness and communication. It is viewed as playing an important role in reducing turnover and absenteeism, attracting competent workers, enhancing creativity and innovation, bringing about attitudinal changes, and creating greater inclusion of all employees into organizational structures [5]. In today’s global urban business environment, building a more diverse workforce that brings in different perspectives,
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