to minorities. In 1993, Orange County conducted a disparity study to comply with the new Supreme Court requirement. In 1994, a New York Times survey found that white men hold 43 percent of the jobs in the American work force; white women, 36 percent; black women, 11 percent; and black men, 10 percent. Still, opponents of affirmation action complained people of color were threatening their job security. In 1995, the federal Glass Ceiling Report concluded that barriers to equal justice exist because of "a perception of many white males that as a group they are losing the corporate game, losing control and losing opportunity"(Ceiling). In 1995, by one vote, the Supreme Court restricted federal affirmative action programs for minorities. Again writing for the court majority, O'Connor said federal programs can survive only if they serve "a compelling governmental interest" and are "narrowly tailored." O'Connor said the tough scrutiny the Supreme Court adopted in 1989 for state and local affirmative action programs now must be applied to federal efforts. The decision overturned key parts of high court rulings in 1980 and 1990 that upheld government programs for minorities. In 1997, California voters approve ending that state's affirmative action through Proposition 209. Within days, a federal judge overruled them. A California and Florida based corporation, Walt Disney World, conducted "snapshots" of different departments to see which were falling short of minorities or women. The company increased its minority-recruiting staff from one person to a team of four to boost the number of management-level job candidates. Orlando's T.G. Lee Foods Inc. settled the last of 19 discrimination lawsuits that the company had faced during the past few years. The final settlement brought to an end a protracted legal battle that divided many of the company's employees along racial lines. The suits accused T.G. Lee of maintaining a racially hos...
