“…They dser on the need for anti-racist political action and wider social change with the social justice advocates citing this as the most important aspect of avoiding cynicisrn, despair and the possible recreation of new forms of racist practice (Dominelli, 1988;Thomas, 1987, 199 1). Both literatures discuss in some detail the kinds of problems that can arise when diversity or anti-racist organizational change and training go wrong (Karp and Suaon, Katz 1978, Sudeman, 1992). These problems include: chmghg hiring practices only at the admlliistrative and support stafflevel, providing ody short-term training, alienating those in power, endless shidying of the problems without any action, no bottomline comection, conflict avoidance leads to slowing stoppage or inadequate programme, undetminin8 the credibility of the change agents, the myth of the happy ending, and, finally, depending on the Executive Director to change everything (Katz, 1978; Karp and Sutton, 1993; Sudeman, 1992; Thomas, 1987Thomas, , 1991.…”