Diversity at Walt Disney Companies

Walt Disney Companies (2008a, p. 1) described its mission

At the Walt Disney Company we are committed to a standard of excellence in every aspect of our business and in every corner of the world, ethical and responsible conduct in all of our operations respect for the rights of all individuals and respect for the environment.

The Walt Disney Company, together with its subsidiaries, is a diversified worldwide entertainment company with operations in four business segments: Media Networks, Parks and Resorts, Studio Entertainment and Consumer Products.

As a major player in a broad set of sectors, Walt Disney Companies has focused much of its effort on achieving internal diversity, understood by Ivancevich (1998) as encompassing a workforce and suppliers/vendor base that is heterogenous, reflecting the population demographics of the country or service area, and open to individuals from all socio-economic, ethnic, racial, educational, national, linguistic, religious and other background including sexual preferences.

This report will examine how Walt Disney Companies (called the "Company" hereafter) has aggressively worked to achieve true diversity in terms of two key area - internal employees (called "cast members) and supplier relationships. The Company (2008b) noted that it has in recent years begun an aggressive outreach effort to recruit suppliers and vendors representing minority groups as part of its overall str

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se researchers found that the variables analyzed such as gender, race/ ethnicity, and agency affiliation explained from 54 to 70 percent of the variation in departmental and agency workforce diversity. They also found that the presence of clerical jobs in an agency was the strongest predictor of female employment and that for Hispanics, the geographic locale in which an agency was positioned was likely to determine their employment. In 1997, Crum and Naff (1997) reported that women and minorities were still less likely than males to be found at the higher pay grades and more significant positions in federal agencies despite EEOC efforts. Crum and Naff (1997) reported after a survey of federal government agencies that senior executives with the Government Service (GS) ratings of 13 to 15 largely consisted of men (82.8 percent) and white individuals (88.5 percent). African-Americans of both genders accounted for 7.0 percent of these upper level civil servants as compared to 2.3 percent of Hispanics and 1.3 percent of Asian-Pacific islanders. These data, according to Crum and Naff (1997), suggest that the EEOC had not been as effective as anticipated in reducing employment differentials in federal agencies. Steeh and

Category: Business - D