Labor force participation rates, pay inequities, occupational segregation, positions in the hierarchy, interactions between diverse groups, and organizational culture all demonstrate that diversity in the workplace has not been fully achieved. Existing approaches to supporting workplace diversity have not worked, and, in many cases, have resulted in new sets of problems or dilemmas. For example, the equal employment opportunity approach, although effective in increasing participation, has engendered a strong racial and gender backlash. Corporate efforts to increase sensitivity through inhouse programs have often aroused animosity rather than defusing it. Family-friendly policies offered by many organizations are often not widely used because women who use them are perceived as less serious employees. Therefore, it is necessary to develop a new perspective on how to incorporate diverse groups successfully. A new, more workable approach should be drawn from multiple disciplines--economics, psychology, sociology, anthropology, business, and law. A multilevel analysis must be developed that includes attention to individual, work group, organization, and societal factors. It is necessary to understand a variety of complex and relatively unanticipated problems: contradictions between intent and impact, resistance and backlash, and limited impact on organizational cultures. The goal is to reduce institutional and attitudinal barriers to diverse groups working together and to empower individuals and groups within a more favorable environment. (Contains 151 references.) (KC)