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Article 1:
Muir, C. (1996). Workplace readiness for communicating diversity. Journal of Business Communication, 33, 475-484.
Workplace Readiness for Communicating Diversity
Summary: This article highlights that in order for organizations to embrace diversity, the organization’s culture must support employee readiness for change. Change that enhances organizational diversity is likely to disrupt existing social relationships within the organization and thus should be targeted first at key individuals within the organization who can enact and support these efforts.

Article 2:
McGee Wanguri, D. (1996). Diversity, perceptions of equity, and communicative openness in the workplace. Journal of Business Communication, 33, 443-457.
Diversity, Perceptions of Equity, and Communicative Openness in the Workplace 
Summary: This article documents communication and interpersonal problems reported by organizational members that are dissimilar from the majority of members and presents communicative openness as one way to foster a more equitable workplace. Specifically, the article suggests a two-pronged approach to fostering a more equitable workplace: mentoring programs and increased supervisory disclosure of task related information.

Article 3:
Patrick, H.A., & Raj Kumar, V. (2012). Managing workplace diversity issues and challenges. SAGE Open, 2, 1-16.
Managing Workplace Diversity Issues and Challenges
Summary: This article explains that successfully managing diversity will lead to more committed, satisfied, and better performing employees. Further, it may have financial benefits to the organization. The efforts at supporting diversity in organizational culture should be tailored to individual employees and departments.

Article 4: 
Hill, R. (2008). Incorporating queers: Blowback, backlash, and other forms of resistance to workplace diversity initiatives that support sexual minorities. Advances in Developing Human Resources, 11, 37-53.
Incorporating Queers: Blowback, Backlash, and Other Forms of Resistance to Workplace Diversity Initiatives That Support Sexual Minorities 
Summary: This article offers insight into the resistance that organizations encounter when they acknowledge the worth of sexual minorities. The resistance comes primarily from employees themselves. The authors suggest that backlash can be minimized based on three principles: difference is a fundamental human right; justice, equity, and fairness are about inclusion of all; and diversity must be re-defined to include both minorities and non-minorities.