This paper focuses on applying proven industrial relations approaches and sound management practice to address a range of diversity issues in higher education. Issues addressed include the need to set a clear and consistent direction, the importance of effective policy setting and enforcement, the value of positive reinforcement, and the recognition that there are limitations to the university's authority over time away from work. Clear policies, predictable outcomes, and continuous effort at open communication are the foundation for promoting the potential benefits of a diverse university community while guarding against potential disruptions and misunderstandings.