In a diverse working group, problems such as racism can become a problem for the management and the rest of the staff, making the working atmosphere uncomfortable. This kind of problem can also result in lower output of the organization, which means that it is the job of the management to solve the problem quickly. In order to prevent such problems that can easily affect the productivity of an organization adversely, the management may implement human resources frames. These frames enable the management to control organizational behavior passively and prevent any kind of ill-feeling. In order to implement such frames, there are particular panels set up for the. Each of these panels sees to particular activity within an organization. Having asserted the importance of implementing these frames, it must also be mentioned that they are to be implemented with great care, keeping in mind that reverse discrimination can also take place. As this has been the case, one should be on the look out (Bolman & Deal, 1997).

By managements making sure tat racism and discrimination does not take place, they may tend to be biased towards the discriminated groups in their organization. In order to prevent such a situation, the management must adopt a fair means for employment and other opportunities in their organizations.
Besides racism there are many other problems that organizations may face in diverse work forces. Singular employee output may not be at its greatest due to the fact that employees might feel like fish out of water in conditions that are different to what they are already used to. Put in better words, this kind of situation is one in which the management may not intentionally make an employee feel left out (Bergen, Soper, & Foster, 2002).

This kind of situation often arises due to the management’s unawareness of what back ground an employee has. They may well be aware of it at the time when the employee is appointed, but with the passage of time forget it altogether. Larger organizations tend to be more prone to this situation in which the employee feels left out or alienated. However, more serious than alienation are issues of racism and other forms of discrimination, as these are ones that severely mitigate organizational output. In order to prevent such a situation, it is better for one to avoid bias, which can be again achieved through human resource frames for work force diversity. It must be particularly noted that not only is racism to be prevented but also ‘reverse racism/discrimination’ (Affirmative action, 2004). In light of the manner in which an unbiased stance can ameliorate employee relations one can say that diversity may be used to the management’s advantage. Having asserted this, it must also be noted that having a diverse working group together under one roof could result in a great variety of skill. This is true because of the fact that people of different origins tend to differ in their skills (Bergen, Soper, & Foster, 2002).
Directly as well as indirectly, laws have aided in ameliorating conditions of discrimination against employees. Laws like Affirmative Action have significantly ameliorated the discrimination faced by many groups in society. Groups such as African Americans, gays, etc. have gained a great deal since the enactment of affirmative action.