Understanding the purpose of diversity and its perceived benefits is the first step in properly ascertaining its necessity. Further, the scope and depth of diversity initiatives are highly contingent on the aforementioned purpose as well as the readiness of the organization itself.

It sounds like you are having several conversations in this piece but using vastly different terms interchangeably. Affirmative action, sensitivity training, and building a multicultural workforce are all different executions with different end goals. All are equally important and necessary but each is a separate conversation that must happen in sequence.

I am curious what this book offers to someone in a non-leadership role in the way of empowerment (if at all) and guidance on effecting change at the grassroots level.

I’ve had a few similar opportunities to help people learn new skills, too, but they haven’t been as structured and long-term as your classes. Few things are so rewarding, though, and nothing illustrates the difference you can make in the lives of other people than having a chance to work with people in a different country coming from a different socioeconomic background.

May all of us in the U.S. look for ways to increase our commitment in this area.

But now that you’ve finished Obama’s book, I have a recommendation for another presidential autobiography: An American Life by Ronald Reagan (http://www.amazon.com/American-Life-Ronald-Reagan/dp/0743400259/ref=sr_1_1?ie=UTF8&s=books&qid=1268182349&sr=1-1). I’m sure you’ll enjoy it!