In contrast, diversity is voluntary and it looks at every employee in the organization. Again, it is a matter of inclusion not exclusion. Diversity is a matter of fairness for all employees alike regardless of their background and make up says (Grensing-Pophal, 2002). .
Diversity in Management.
First, let us take a look at the issue of diversity at the top in organizations. There is a lot of concern for a lack of diversity in management concerning women, blacks, and other minorities. This lack of diversity represents a structural barrier to women, people of color, and other minorities in their pursuit of career advancement as explained by (Murrell, 2001) in his journal article. It often seems there are fewer number of these people present in management positions as there are in that of the blue-collar workforce. In highly rated technological jobs (which seem to be the highest paid and fastest growing type of businesses) management diversity seems to be represented less than in any other type of business. All women and most minorities excluding Asian Americans hold few to very little job positions in this field that includes the manufacturing of computers, communication devices, and other kinds of electronic equipment. Along with technology, the stock brokerage field and securities firms are also some of the toughest fields for minorities and women to obtain employment. The interesting thing about the problem of diversity in management is that the people who have the power to open these positions to minorities and women, namely the CEO's of these companies, do not see a problem. The fact is that of companies surveyed, approximately half of the executives say that they see no barriers to women that would prevent them from reaching the executive level. Also, one third of these executives say that there is no barrier that would prevent minorities from reaching this same executive level.
