ment from their supervisors and co-workers: That they get a fair chance to compete for promotions, and that they are able to participate in the range of business and social events that determines opportunity (Paskoff, 1996, p. 46). Principles that support these goals can be used by any organization to mange diversity productively and reduce liability risks. Some of these include; communicating a commitment to fair treatment. A focus on fair and respectful treatment for everyone communicates the strongest message regarding an institutions commitment to diversity. Also, focusing on what people have in common. Companies need to emphasize that they have their own cultures to which every employee can belong and where everyone abides by the same rules. Unacceptable conduct must be identified and prohibited. Liability for discrimination arises as a result of illegal conduct, not because of beliefs or attitudes. Training should focus on behaviors that are and are not permitted, especially those behaviors that are illegal. To assure fair daily treatment, managers and employees should be taught basic rules that they can apply universally. Companies that focus on teaching rules of civil behavior have found that their managers and employees accept this sort of training far more readily than they do with typical diversity programs. The need for civil behavior should be clearly defined as a bottom-line risk-management issue, particularly in such high stakes business issues (Paskoff, 1996, p. 46-47).There are four values that should reflected in organizational diversity. They are, respect for every individual, encouragement of initiative and creativity, excellence in everything we do, and commitment to stewardship. Once again, it is important to note that no company can build a diversity culture unless it first makes human respect an integral part of its corporate value system. Anything less means that you risk treating employees a...
