Successful implementation of diversity management and promotion is done with the utmost intention and strategy. It is evident an integrated approach combining various components has proven effective for organizations hoping to successfully launch and support diversity (Canas & Sondak, 2012). After reading this units chapter, it became apparent how strategic diversity management is at the organization I work for. There has not been much overt awareness geared toward the practices embraced for managing diversity or the structural, cultural and behavioral levels they operate under at least not where I am employed (Canas & Sondak, 2012).The practices covered by our text are all very important; the ones I would highlight include authentic leadership commitment, clear organizational communication, inclusive recruitment practices, incorporating diversity into main work of organization and expansive external relationships (Canas & Sondak, 2012). Leadership and communication surrounding diversity management approaches are crucial, both internally and externally (Liberman, 2013). CEOs and other leaders have the power and are responsible for generating and upholding energy, clarity and engagement surrounding the stance an organization takes on diversity (Canas & Sondak, 2012). Effective communication and marketing is wildly influential for an organizations efforts in strategizing diversity management. Consistency, repetition, and clarity is important in defining, displaying and executing workplace behaviors (Liberman, 2013).Inclusive recruitment and incorporation of diversity into the main work of an organization are both pivotal in putting words into action. Our text stresses the incorporation of racial minorities and women in recruitment and organizational work (Canas & Sondak, 2012). It is also vital to incorporate the other groups that make up diversity including people with disabilities, the LGBTQ community, people of various spiritual backgrounds and more. It is necessary to support diverse populations in the workplace with the resources, skills and trainings they need to contribute, grow, and be given equal opportunities within organizations (Canas & Sondak, 2012). Organizations successfully managing diversity can maximize their efforts through expansive external relationships, or supporting diversity through outlets outside of the organization (Canas & Sondak, 2012). This reiterates the authenticity of diversity inclusion and support from leadership and also sends the message to the greater community. These practices along with others have proven to be successful in managing diversity from an integrated approach.