The current promotion of diversity encourages people from assorted backgrounds and mutual goals to find compatible but not necessarily identical ways to work together. Each literacy program will have a different need to expand its circle. It must consider all the characteristics that might widen its constituency, analyze all participants, and be informed about the demographics of its community. Lack of diversity has several causes: no outreach beyond the immediate circle of current participants, volunteers who are not welcoming of newcomers, and fixed community image. For many institutions, becoming truly open to diversity requires a major culture shift. Self-education may be needed. If there is no serious resistance to diversity, attention can be focused on volunteer job design and outreach efforts. A job design that welcomes differences may require more flexibility in scheduling times and sites and rethinking of some services the organization provides. Active outreach involves directly asking people in the target audience to join the literacy effort, approaching recruitment as a search for talented individuals who meet real needs and match the desired demographic profile, recruiting in new places, and redesigning materials to reflect a wish for diversity. The organization can avoid tokenism and help newcomers by acknowledging the new volunteer as a pioneer, recruiting several new volunteers together, mixing newcomers and veterans, and using a buddy system. (YLB)