Diversity Movement - Stereotyping

Diversity authors tend to deal with the issue of stereotypes in two ways. First, they criticize “stereotyping” others which they typically define in absolute terms. Here are Renee Bland and Sandra Slipp: “Stereotyping attributes to all individuals in a group the characteristics or tendencies of some." Source: Renee Blank and Sandra Slipp, Voices of Diversity (New York: American Management Association, 1994), p. 8. Here is Kay DuPont: “Stereotyping occurs when we apply our biases to all members of a group. If you were raised to think that all members of a particular ethnic group are lazy, you may still hold this stereotype…” Source: Kay DuPont, CSP (Stands for Certified Speaking Professional) Handling Diversity Issues in the Workplace West (Des Moines: American Media Publishing, 1997), p. 50.

I think we can recognize “all” as a loophole. It allows diversity authors to make lots of comments about individuals in groups and with the single caveat that these generalizations do not apply to every single member of the group, they apparently are not stereotyping. (I wonder if this sort of deep thinking impressed the reviewers at the American Management Association which published Blank and Slipp.)
And, Blank and Slipp and DuPont to engage in what to most people would look like stereotyping:

Bland and Slipp: “Women tend to have a more participatory, interactive management style than men. Latinos tend not to separate work and personal relationships as much as most non-Latinos do.” (p. 7) “Except for Filipinos…the Asian-American described here have strong Buddhist and Confucian backgrounds…” (p. 36)

DuPont: wants managers to know that with regard to business cards, “Native-Born Americans” do not automatically exchange them, “Mexican-Americans” prefer to exchange them at the beginning of a meeting and “Japanese Americans” prefer to exchange cards before shaking hands (or bowing.) With regard to negotiation style, the first group doesn’t worry about building relationships, the second will appeal to personal relationships and the third will try to build a personal relationship before a business relationship. This sort of stereotyping goes on and on without any sourcing (p. 73-74)