tures.
One conclusion drawn on the basis of the findings of this study is that the "glass ceiling" phenomenon is likely a valid concept. Equity in relation to race/ethnicity appears to be more widely accepted than does equity in relation to gender. A second conclusion drawn on the basis of the findings of this study is that community and rank and file support for gender equity is week, as is top management support for the concept of gender equity.
1 - INTRODUCTION ............................. 1
The Problem .............................. 1
Study Purpose and Research Questions ..... 2
Presentation of Study Results ............ 3
2 - THEORETICAL FRAMEWORK .................... 4
Introduction ............................. 4
Social Identity, Groups, and Diversity ... 5
Group Values and Social Identity ...... 5
in Organizations .......... 7
Management of Diversity ........ 8
Groups, and Diversity ............. 11
Social Conflict and Diversity ............ 12
Conflict Theory ....................... 13
Conflict Theory ................ 14
The "Glass Ceiling" Phenomenon ........ 17
The Powell and Butterfield Study ... 17
and Conroy Study ............. 20
Discussion ......................... 22
Ceiling" Phenomenon .............. 27
Changing Workforce Demographics ....... 28
Managing Diversity in Organizations ...... 32
the Management of Diversity ............ 32
with Diversity Programs ............... 39
Organization-Specific Experiences ..... 40
General Organizational Experience ..... 50
Theoretical Literature ............ 53
3 - RESEARCH METHODS ......................... ...