erial positions. Either because the business is family owned or they have a limited labor pool of applicants. Managing diversity goes far beyond meeting the legal requirements of equal employment opportunity and affirmative action. Whereas Affirmative action is based on mandatory compliance regulations designed to bring the level of representation for minority groups into parity, diversity initiatives within organizations are voluntary in nature. It takes Affirmative action a step further. Organizations that incorporate diversity initiatives as a part of their organizational objectives will be the most prepared they will be to meet the challenges of the next millenium. Whereas Affirmative Action focuses on including those on the basis of race, gender, and/or ethnicity, Diversity initiatives, when well implemented, focuses on all elements of diversity. Management must embrace the inclusion of employees not only with regard to obvious differences of race, sex, and age but also without regard to such secondary factors of diversity as marital or family status, sexual orientation and disabilities. Diversity means optimizing the productivity of ALL people in an organization. As small companies approach the year 2000, there are some compelling reasons for expanding their diversity, according to business leaders and experts. One of the most important reasons is that employers can increase the quality of their workforce. It would be a mistake for small businesses not to embrace diversity, in this sense. Women are another major group that has often been underrepresented in the workforce are clearly below those of white and black males. According to Barbara Bergmann, The fall in womens wages relative to mens over the last twenty years suggest that whatever help they have received fr...
