Diversity management has become one of the primary challenges for HRM as organizations become diversity worldwide. (Benshchop, 2001: 1166; D’Netto & Sohal, 1999: 530) According

Resistance to diversity programs may not only come from the majority but also minority groups. Diversity planners may be failing to include or consider the majority groups in their strategies and this is one of the reasons of backlash and discrimination. (Frase-Blunt, 2003: 138) For example, diversity programs are usually recognized that only minority groups like women, migrants and disability people can access advantage. Diversity program may be seen as the force to confront majority people such as black people against white people. Despite the concern of majority groups, the minority perhaps will also resist diversity program because the implication that they need special company assistance to succeed. (Frase-Blunt, 2003: 138) Many potential participants may deny to attend training programs because the label of “diversity” which means the “minority”. (Zhu & Kleiner, 2000: 6 sited in Hemphill and Haines, 1997) Certain active and positive mainority people may spend enormous effort to demonstrate the ability and compliance to perform jobs successfully. ”Diversity programs” often means negative to those people.

Demographic Changes and Trends of Employment Practice

Some topics in this essay:
D’Netto Sohal, Training Development’s, Texas Instrument, , Challenge Resistance, UK Diversity, Hemphill Haines, UK Willmott, Management Teicher, Western Europe, diversity management, diversity programs, et al, d’netto sohal, managing diversity, et al 2002, teicher et al, teicher et, al 2002, diversity program, majority minority, d’netto sohal 1999530, sohal 1999530 sited, competitive advantage, d’netto sohal 1999,