Effective Strategies to Attain Diversity Goals

The purpose of this study was to identify effective strategies that may be applied by employing organizations to attain diversity goals. Data were collected and analyzed from a sample of 32 private sector organizations with 500 or more employees.

The study found that both functional and hierarchical diversity in organizations are related significantly to: Diversity Program structure, Rank and file support for the program, Community support for the program, Top management support for the program, Program participation requirements, and Program communications. Formal program structures were found to be associated with the highest levels of diversity, and informal program structures were found to be associated with higher levels of diversity than that found in organizations with no diversity programs. Strong support for diversity programs from rank and file employees, the surrounding communities, and top management were found to be associated with the highest levels of diversity. Organizations where support for diversity programs were moderate to weak from rank and file employees, the surrounding communities, and top management were found to be associated with higher levels of diversity than that found in organizations with no diversity programs.

Mandatory participation in diversity programs was found to be associated with the highest levels of divers

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ion·affirmative action goals·have all become a part of the rules of the game for American business organizations. Although affirmative action has been weakened by judicial rulings, many employing organizations continue to seek equity in these contexts. Further, equal opportunity and fair employment practices legislation has been enacted and enforced (with varying degrees of vigor, depending upon the philosophical stance of the administration in power) since the early-1960s (Jenner, 1994). In theory, government regulation designed to eliminate employment discrimination should have no adverse impacts on business and industry. In theory, discrimination between individuals in relation to hiring, promotion, retention, and compensation would be based only upon performance or upon performance potential (Jenner, 1994). One study concluded that firms would enjoy increased profitability as a result of the elimination of compensation differentials based upon sex or racial or ethnic background. This study assumed, however, that the distribution of abilities and motivations to learn, knowledge bases, and skill levels were similar in all racial and ethnic groups, and in both men and women. Proceeding from these assumptions, the resea
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Some common words found in the essay are:
Judy D'Amico, Nemetz Christensen, Court Affirmative, Latimer Conroy, Powell Butterfield, Sidanius Siers, Findings People, Rynes Rosen, Diversity Program, Motivation Organizations, affirmative action, within-group conflict, diversity programs, glass ceiling, cultural diversity, human resource, social identity, powell butterfield 1994, larkey 1996, associated levels, top-management positions, found associated levels, associated levels diversity, latimer conroy 1994, tharenou latimer conroy,
Approximate Word count = 9346
Approximate Pages = 37 (250 words per page)

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