Diversity is something which tries to unite differences.

Organizational diversity is not just

encouraging something/someone out of regular but also gathering different skills, personalities,
ideas etc., to prosper and flourish. So diversity should always be encouraged
A new/irregular/innovative thing is always prone for obstacles. Regular always resists irregular.
The same case is for diversity in organizations. As said in the book there are certain set of
common barriers against managing diversity.

Inaccurate stereotypes and prejudice : It will discourage diversity by saying that

having diversity weakens the organization and finally leads to incompetency

Ethnocetrism : One culture may not accept the other culture thinking that it not
appropriate to suit with one another

Poor career planning : Diversity is scared of possibility of not getting opportunity to

flourish

A negative diversity climate : Employees skepticism about organization's fairness

An unsupportive and hostile working environment for diverse employees : Different

types of harassment may bother diverse employees and prevent them from working
peacefully and efficiently

Lack of political savvy on the part of diverse employees : Diverse employees may not
tackle the things to get promoted

Difficulty in balancing career and family issues : Exclusive inability of women to

manage both job and household responsibilities simultaneously as they are,
comparatively, more bound by family caring

Fears of reverse discrimination : Employees skepticism that diversity is being

exploited for some gain

Diversity is not seen as an organizational priority : Complaints of employees that

diversity is being unnecessary importance rather than concentrating on what actually
needed

The need to revamp the organization's performance appraisal and reward system :
Emphasizes the importance of new criteria for motivating employees to manage diversity
successfully

Resistance to change: Major changes are needed in organization to encounter the

resistance against diversity

When it comes to the Michelle Barfield case, it was really unethical. She was harassed and
humiliated in a way that employees will be scared of working in a diverse working atmosphere.
Her case is a classical example of few of above mentioned barriers and challenges to managing
diversity.
Barriers like hostile working environment, negative diversity climate and ethnocentrism played
major role in Michelle's scenario. Her male co-workers commented her about sexual acts, her
interracial marriage, her body and looks etc., Shameful activities such as handcuffing and
injuring her physically made her working environment so 'hostile, embarrassing and horrible'.
Male co-workers commented her interest in taking that job that no girl choose this type of job
which represents someway the barrier 'ethnocentrism'. Finally, in spite of complaining about her
annoying experience with her co-workers, senior officers did not respond properly which prove
their unfairness treatment in the organization. This makes the employees lose hope and trust on
organization's efficacy on diversity management which represent 'negative diversity climate'