Such organizations spent years to develop and establish their business traditions – the traditions they believe have led them to their current position and the ones they are not always willing to alter. However, the conditions of doing business change continuously, and the postmodern business reality imposes new diversity demands on organizations and businessmen. For many of them, to become more diverse means to produce a profound shift in organizational mentality, consciousness, and culture. Yet, once implemented, diversity has the potential to move the organization further to its performance and organizational highs. As long as I can remember myself working for that organization, our staff had been mostly comprised of white males working for the financial department and dealing with the most controversial issues in the field of organizational finance. I must say that the organization had spent years in the market and had been able to achieve considerable success and organizational stability. Its name was well recognized by customers and competitors, whereas its financial staff was believed to be at the core of the organization’s continuous success. The company was extremely careful about all staff members’ following the organization’s cultural and business traditions, and its success and competitiveness in the market made it increasingly reluctant to change anything in its attitudes toward diversity and hiring. However, the business realities were changing, demanding similar changes in our finance department. Our organization had to hire new people, including two black women and one Asian man. All three displayed remarkable performance results but they seemed to experience serious difficulties in their striving to adjust to the new conditions of work.