Sustainable development-organizing an organization in a way that it can function in the long term-began gaining global attention in 1983 when the United Nations created the Brundtland Commission to offer various ways to save the human environment and natural resources and promote economic and social development. Corporate sustainability not only depends on the business's ability to function over a long period but also on sustainable relationships with stakeholders. This text offers a comprehensive perspective covering salient aspects of sustainable development with chapters contributed by experts from various countries. It provides guiding principles and tools for transformation and generates knowledge about sustainable organizational designs, sustainable business models, co-creating value with multiple stakeholders, and organizational transformation for sustainability. Written for students, faculty, researchers, professionals, and practitioners in the corporate world, this book will be a valuable resource in promoting sustainable development. Chapter 6 discusses the importance and impact of cultural diversity. Understanding various types of cultural diversity and how social identities may unconsciously impact employees' recruitment, performance, and retention will help managers foster inclusivity in the workplace. Creating more inclusive workplaces is a moral imperative and brings advantages of a diverse workforce. Lack of awareness about cultural diversity leads to a less talented work pool, increased organizational turnover costs, and lower business competitiveness. Various aspects of diversity and how to promote them are discussed, including gender, race, socioeconomic status, age, and marital and parental status. It will continue to be essential for global managers to understand how to attract and retain top talent regardless of demographics and help those of differing identities work together effectively.

In this article, we describe how the black ceiling upheld by the powerful institutional logics of patriarchy and white supremacy, inordinately challenging and interlocking systemic barriers to leadership advancement leads to the dearth of Afro-Diasporic women in senior corporate leadership positions and pathologizes Afro-Diasporic women as multiple outsiders. As a result, Afro-Diasporic women's well-being in the workplace is compromised and many adopt coping and survival strategies to navigate a myriad of relational and environmental phenomena, such as spirit murder, emotional taxation, social closure, white privilege, and white fragility. To navigate and ameliorate these dynamics, we advance several individual, relational, and organizational strategies that support Afro-Diasporic women thriving in the workplace.