Most learning organizations have the perception that the success of organizations is to manage diversity. In this case, an organization can solve problems and make competent decisions. Diverse groups are also known to be creative and can generate unique ideas for organization. With the talent of creativity, the rate of turnover within organizations and unnecessary costs will be reduced drastically. The characteristics of a diverse organization also constitute the features of AT&T. AT&T believes in embracing diversity. Since its inception, AT&T recognized the responsibility they have, as an international organization, in terms of embracing diversity. .
Some of the key success factors for AT&T are based on their policies and procedures laid down for the recruitment process. Their policies ensure that minorities, in terms of race and gender, are incorporated in their workforce (Bristol). After the recruitment, AT&T management ensures that they enroll their recruits into a career development program for induction. The induction process is mainly meant for mentorship and provision of training resources. The resources offer guidance towards development of their career. Their recruitment policy also ensures that there is the incorporation of diversity in the management system especially minority groups. In this case, AT&T is regarded as one of the learning organizations. It is recognized as a learning organization because it encounters challenges of discrimination along ethnic minorities, which can bring uncertainties in performance. AT&T also has a top management system, which involves system thinking of Senge's components, to face their problems. The institution has since realized that focusing on linear approach, as solution model, is ineffective. With the approach taken by the management system, Bartel (358) argues that the AT&T framework enabled employees to react in a positive way, which was a success to the organization.
