Managing workforce diversity seeks to minimize which of the following?

Managing workforce diversity primarily aims to create an inclusive environment where individuals from various backgrounds and cultures feel valued and respected. Ethnocentrism, which is the belief that one's own culture or ethnic group is superior to others, often leads to misunderstandings, discrimination, and reduced collaboration in a diverse workplace. By implementing diversity management practices, organizations work to break down the barriers created by ethnocentrism, fostering an atmosphere that promotes respect for differences and encourages harmonious interactions among employees.

In contrast to minimization of ethnocentrism, corporate downsizing typically relates to reducing headcount for financial reasons, which isn't directly connected to the principles of diversity management. Employee benefits are a separate topic concerning compensation and entitlements, while performance evaluation focuses on assessing individual contributions to the organization. These aspects may be influenced by diversity initiatives, but they are not the central focus of managing workforce diversity. The goal is instead to cultivate a culture of inclusivity and appreciation for diversity, thereby diminishing ethnocentric attitudes within the workforce.