The benefits available to organizations that embrace diversity measures may be elusive to health organizations in their struggle with scarce resources and overburdened staff. Current literature highlight the importance of leadership in realizing the longer-term benefits that may be derived from increasing diversity. This article presents the findings of a study that explored the experiences of White nurses in relation to ethnocultural diversity. Grounded theory design informed by participatory action research principles guided the study. In-depth individual interviews and focus group discussions involving 21 nurses were the sources of data. Purposive sampling guided the selection of the initial interview participants while theoretical sampling directed further recruitment and data collection. Constant comparison informed the data analysis. Member-checking, audit trail, and peer-debriefing served as validation strategies to establish credibility of findings. Four key themes emerged from the analysis: leadership commitment, diversity policies, organizational culture, and resources to support diversity initiatives. The major themes of the study support the literature arguing for the importance of organizational commitment and leadership in creating and managing a diverse workforce necessary for effective healthcare.