Gerstner realized that diversity is not just about handing out a pamphlet about affirmative action and equal opportunity. He understood that he needed to include the entire workforce from the bottom up and mix them together, so they could understand each other better. Gerstner made it clear that fostering, teaching and managing diversity is an ongoing process. However, without the appropriate tools, many managers can be condemned to be ineffective because they themselves can sometimes harbor certain apprehensions, as Thomas (2004) indicates: “The beliefs of managers are often incompatible with their behavior,…” (p. 104). A good example would be a former colleague of mine. He was part of middle management and was of Indian origin. His group consisted of employees from varied backgrounds, ages, lifestyles, and more. He was ineffective in managing diversity because he himself discriminated against certain members of his team.