Our textbook authors argue that too little attention has been paid to the inclusion of gender and racial diversity in succession planning. Typically organization have utilized one of three approaches to managing diversity;

an assimilation view that downplays differences;

an access view that focuses on building diversity in order to gain access to ethnic consumer groups;

an integrated view that emphasizes uniform performance standards, personal development, openness, acceptance of constructive conflict, empowerment, egalitarianism, and a nonbureaucratic structure that encourages challenges to the status quo

Explain why an integrated approach combined with a culture of inclusiveness are needed to ensure diverse succession planning. Describe how you would ensure the success of such process?