John Ryan, James
Hawdon and Allison Branick (2002) 'The Political Economy
of Diversity: Diversity Programs in Fortune 500
Companies'
Sociological Research Online,
vol. 7, no. 1,
<http://www.socresonline.org.uk/7/1/ryan.html>
To cite articles published in Sociological Research Online, please reference the above information and include paragraph numbers if necessary
Received: 18/2/2002 Accepted: 27/5/2002 Published: 31/5/2002
Inclusion and diversity are critical to all of us in the business world as we approach the new millennium. By the year 2000, it is estimated that women and ethnic and cultural minorities will comprise 80% of new employees. Because of that we know that we must view diversity -- both at home and abroad -- not as a compliance issue or as a problem to contend with. Instead, we should see it as an opportunity to be seized and embraced. (no date)
We are creating a people strategy for the 21st century. It is not just a human resource initiative. Our diversity strategy is integrated into our business imperative.
Increasingly diverse workforces are required to understand and respond to the needs and aspirations of increasingly diverse customers. Diversity in the workforce, at all levels, is essential if these customer needs are to be translated into products and services which can be effectively, efficiently and--in the case of private sector organizations--profitably marketed.As these comments suggest, the idea, if not the practice, of diversity is becoming mainstream.
Group | Level | Percent Change | Percent of Total | |||||
1986 | 1996 | 2006 | 1986-1996 | 1996-2006 | 1986 | 1996 | 2006 | |
Males | 65,422 | 72,087 | 78,226 | 10.2 | 8.5 | 55.5 | 53.8 | 52.6 |
Females | 52,413 | 61,857 | 70,620 | 18.0 | 14.2 | 44.5 | 46.2 | 47.4 |
Group | Level | Percent Change | Percent of Total | |||||
1986 | 1996 | 2006 | 1986-1996 | 1996-2006 | 1986 | 1996 | 2006 | |
White | 101,801 | 113,108 | 123,581 | 11.1 | 9.3 | 86.4 | 84.4 | 83.0 |
Black | 12,654 | 15,134 | 17,225 | 19.6 | 13.8 | 10.7 | 11.3 | 11.6 |
Asian and Other | 3,371 | 5,703 | 8,041 | 69.2 | 41.0 | 2.9 | 4.3 | 5.4 |
Total | 100 | 100 | 100 | |||||
Hispanic Origin | 8,076 | 12,774 | 17,401 | 58.2 | 36.2 | 6.9 | 9.5 | 11.7 |
Diversity Program? | Percent | N |
YES | 74.9 | 134 |
NO, BUT PLANNING | 8.9 | 16 |
NO | 16.2 | 29 |
Total | 100.00 | 179 |
Personnel | % | N |
V.P. or Director Human Resources | 60 | 45 |
President or CEO | 8 | 6 |
Other | 32 | 24 |
Total | 100 | 75 |
Group | Recruit N=158 | Retain N=141 | Affinity N=65 | Career N=43 | Mentor N=55 |
AFRICAN AMER. | 98.7 | 98.6 | 69.2 | 79.1 | 70.9 |
WOMEN | 96.8 | 97.9 | 80.0 | 86.0 | 72.7 |
HISPANICS | 89.2 | 95.7 | 56.9 | 60.5 | 60.0 |
ASIANS | 76.6 | 89.4 | 36.9 | 60.5 | 49.1 |
DISABLED | 69.6 | 82.3 | 29.2 | 41.9 | 36.4 |
NATIVE AMER. | 67.7 | 77.3 | 26.2 | 26.2 | 45.5 |
OVER 50 | 51.3 | 75.9 | 21.5 | 39.5 | 32.7 |
SECOND LANG. | 44.3 | 62.4 | 20.0 | 34.9 | 30.9 |
GAYS | 29.7 | 51.8 | 29.2 | 37.2 | 29.1 |
TRAINER | % | N |
HR Staff | 52.4 | 65 |
Legal Staff | 8.9 | 11 |
Training Rotates | 4.8 | 6 |
Consultant | 31.5 | 39 |
Don=t Know | 2.4 | 3 |
Total | 100.00 | 124 |
Position | Mean | S.D. |
Top Level Executives | 7.30 | 9.30 |
Middle Management | 8.63 | 8.51 |
Non- Managerial Employees | 5.30 | 6.00 |
Trainees | % | N |
Middle Mangers + Non-Managerial | 6.6 | 5 |
Top & Middle Management | 20.0 | 15 |
All Three | 73.0 | 55 |
Total | 99.6 | 75 |
Executives | Employees | |||
% | N | % | N | |
IMPORTANT | 84.4 | 151 | 82.7 | 148 |
UNDECIDED | 7.3 | 13 | 8.4 | 15 |
NOT IMPORTANT | 8.3 | 15 | 8.9 | 16 |
TOTAL | 100.00 | 179 | 100.00 | 179 |
Women | Afric. Amer. | Hispanics | Asians | Nat. Amer. | 50+ | Disabled | 2nd Lang. | Gays | White Males | |
Increased | 84.3 | 68.9 | 67.8 | 66.9 | 28.1 | 42.1 | 52.6 | 57.7 | 30.8 | 32.7 |
No Change | 13.1 | 25.2 | 30.1 | 28.9 | 66.9 | 40.5 | 47.4 | 38.7 | 69.2 | 33.3 |
Decreased | 2.6 | 6.0 | 2.1 | 4.2 | 5.0 | 17.4 | 0 | 3.6 | 0 | 34 |
Total | 100 | 100.1 | 100 | 100 | 100 | 100 | 100 | 100 | 100 | 100 |
GROUP | 0 PROGRAMS | 1 OR 2 PROGRAMS | 3 - 5 PROGRAMS |
Women | 5.6 | 50.3 | 44.1 |
African-American | 5.6 | 53.6 | 40.8 |
Hispanic | 8.4 | 58.6 | 33.0 |
Asian | 15.6 | 59.2 | 25.1 |
Disabled | 19.6 | 60.3 | 20.1 |
Native-American | 24.6 | 54.7 | 20.7 |
Over 50 | 27.9 | 57.0 | 15.1 |
English: 2nd language | 36.3 | 50.8 | 12.8 |
Gay or Lesbian | 47.5 | 39.1 | 13.4 |
Table 12.
GROUP | MEAN NUMBER OF PROGRAMS | T-VALUE (COMPARED TO) | P VALUE |
Women | 2.46 | 0.411 (African-Am.) | .660 |
African-American | 2.42 | 2.669 (Hispanic) | .008 |
Hispanic | 2.19 | 2.974 (Asian) | .003 |
Asian | 1.93 | 2.549 (Disabled) | .012 |
Disabled | 1.70 | 0.114 (Native-Am.) | .909 |
Native-American | 1.69 | 2.651 (Over 50) | .009 |
Over 50 | 1.43 | 2.075 (English 2nd) | .039 |
English as second language | 1.25 | 2.076 (Gay / Lesbian) | .039 |
Gay or Lesbian | 1.07 |
1984 | 1986 | 1988 | 1990 | 1992 | 1994 | Projected 2005* | |
TOTAL HR MANAGERIAL OCCUPATIONS | 420,120 | 441,387 5.1% | 488,698 10.7% | 524,882 7.4% | 542,322 3.3% | 590,000 8.8% | 730,000 23.7% |
TOTAL NON-HR MANAGERIAL OCCUPATIONS | 8,335,708 | 8,802,036 5.6% | 10,007,293 13.7% | 10,247,119 2.4% | 10,108,952 (1.4%) | 12,313,000 21.8% | 14,341,000 16.5% |
TOTAL HR MANAGERIAL OCCUPATIONS AS A PERCENTAGE OF ALL MANAGERIAL OCCUPATIONS | 5.0% | 5.0% | 4.9% | 5.1% | 5.4% | 4.8% | 5.1% |
2. The Population profile of the United States is a publication of the U.S. Census Bureau. The primary sources for this report are the Census Bureau's Decennial Census of Population and Housing, the Current Population Survey (CPS), the American Housing Survey (AHS), and the Survey of Income and Program Participation (SIPP). This latter survey is the primary source of data on disabilities.
3. The census considers an individual to be severely disabled if he or she Uses a wheelchair, cane, crutches, or a walker, or has a mental or emotional condition that seriously interferes with everyday activities, or receives federal benefits based on the inability to work. In addition, a person is considered severely disabled if he or she is unable to perform and needs help in performing such activities as seeing, hearing, speaking or performing physical activities. Also included in the definition are people who are unable or need help in getting around inside the home, getting in or out of bed or a chair, bathing, dressing, eating or toileting. The inability to work around the house or at a job is also a criteria for being classified as severely disabled.
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