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Essay / Research Paper Abstract
This 9-page paper examines diversity training programs and their effectiveness in corporate America. Also included is some historical discussion and what should be done to improve effectiveness of such programs. Bibliography lists 9 sources.
Page Count:
9 pages (~225 words per page)
File: D0_MTdiveff.rtf
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Unformatted sample text from the term paper:
on their way to what they hoped would be a new and better life, these same people need to study demographics today. Workforce demographics especially are eye-openers. According to various
experts, nearly half of the employees out there today are women, with one-quarter of the workforce base consisting of ethnic minorities (Black Enterprise, 2002). Furthermore, according to Workforce Economic Trends,
Hispanics will represent the largest minority segment in the U.S. workforce, while Asians and African Americans will represent 17 percent of the workforce (Black Enterprise, 2002). In response, American businesses
will need to adjust their ways of thinking to help foster inclusion. One method by which this has been attempted is through
various diversity training programs. These programs, in theory, are designed to encourage the idea that everyone needs to get along with everyone else, and no one should be left out
of anything based on religion or ethnicity. This is extremely important for the American company of today. The nation, no doubt, is
fast becoming a nation of "majority minorities" - meaning diversity is becoming an "inescapable business reality" (Aronson, 2002). If its managed well, diversity can help a corporation gain and maintain
a competitive advantage; if its ignored, this could be a source of resentment and possibly some real problems (Aronson, 2002). But how
effective have these programs been? The answer to this question is: it depends. Black Enterprise (2002) is rather down on such programs, indicating studies point to "the same barriers that
plagued African American employees in the past" (Black Enterprise, 2002). Others, however, are someone more positive about the impact of diversity training - yet that optimism is somewhat cautious. The
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