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This 3 page paper provides a valid argument. Suggestions are made. Bibliography lists 4 sources.
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File: RT13_SA915div.rtf
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good old boys network. It seems as if workplaces would not become diverse on their own. By 1987, diversity was a buzzword in the business world (Hemphill & Haines, 1997).
The idea was the population was becoming more and more diverse so the business world would have to plan for it (Hemphill & Haines, 1997). The problem of course was
that while diversity-training programs appeared to be necessary, many were inefficient (Hemphill & Haines, 1997). Authors report: "Diversity training may give the impression that a company has dealt with diversity,
when in reality the glass ceiling and discrimination and harassment remain intact" (Hemphill & Haines, 1997, p.50). Diversity training is not completely irrelevant. It has a place. However, companies may
implement diversity training while not actually changing anything. Moran & Harris (2007) note that companies need to not just give lip service to diversity training but also live its values
through appropriate action. Another problem is that many programs are implemented without conducting a needs assessment first (Doyle, 2003). Diversity training will certainly be ineffective if firms are acting improperly.
It will then make such companies look hypocritical. It does seem clear that diversity training is not properly implemented anyway. Of course, no one wants to go back to the
old days where discrimination flourished but in a day and age where a black president was overwhelmingly elected, does corporate America still need diversity training? Some sociologists say no. A
new study done by three sociologists demonstrates that diversity training actually has little or no impact on the gender and racial mix at the companys top ranks ("Employee Diversity Training
Doesnt Work," 2007). In examining statistics for several decades and looking at these programs, it seems as if the numbers of minorities at higher levels of the organization are just
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