Introduction
The expanding conflict over cultural diversity in corporate America may present as many opportunities and problems as affirmative action. Today, cultural diversity is an important fact of life and business, due to the changing face of society, and therefore, the work place. It is growing ever more essential for people to interact with others outside of their racial, ethical, religious, regional, social, etc. boundaries. To stay on top of their competitors, especially in the 1990s and going forward, corporations must change their approach, and see diversity not as a necessary evil or a mere threat, but as a source of enrichment and opportunity that may bring a wealth of benefits to the company.
In an examination of the U.S. workplace and specifically looking at management positions, it is clearly evident that minorities are "under" represented. The reasons behind this seem to vary depending on which point of view it is looked at. Some argue that minorities "haven't been in the labor pool long enough to work [their way] up". It is ridiculous to believe this because there are plenty of qualified minorities for any of those jobs. Others argue that "minority employees don't know the rules that allow one to 'win' in the corporate 'game'". If this is true, then what is keeping them from learning these "rules" and what can be done to teach them?
While these reasons may hold some truth, it is also, as proven time after time in this country's media, a matter of race and/or gender. There is an inherit distrust on the part of today's managers (typically white males who grew up with little exposure to people from other cultures) in the abilities of others outside of the white, male work-force.
Example
At P&G management believes that it is important to develop and......
