Diversity paradigms are general approaches or strategies for managing diversity. Whatever diversity paradigm a manager chooses, diversity principles will help man-agers do a better job of managing company diversity programs. Begin by carefully and faithfully following and enforcing federal and state laws regarding equal opportunity employment. Diversity programs can’t and won’t succeed if the company is being sued for discriminatory actions and behavior.
Faithfully following the law will also reduce the time and expense associated with EEOC investigations or lawsuits.
Start by learning more at the EEOC website (www.eeoc.gov). Following the law also means strictly and fairly enforcing company policies.
Just because diversity is difficult doesn’t mean that organizations shouldn’t try to accomplish as much as possible. The general purpose of diversity programs is to try to create a positive work environment where no one is advantaged or disadvantaged, where “we” is everyone, where everyone can do his or her best work, where differences are respected and not ignored, and where everyone feels comfortable. Even if progress is slow, companies should not shrink from these goals.
