The purpose of this study was to provide information on the status of the diversity process in U.S. based multinational corporations that are committed to addressing diversity in the workplace. This study also attempted to report on the dimensions of the diversity initiatives and programs and to interpret the dynamics of the corporate response to workforce diversity.
The intent of the study was twofold. First, the study was designed to provide an interpretation of the diversity process within multinational corporations to help educators understand the status of the process within these organizations. From this study, educators will learn about differences in organizational responses to diversity. They will understand the varying levels of diversity concerns within corporations and the various initiatives that are implemented to address diversity in the workplace. The information on workforce diversity from this study will enable educators to revise their curricula appropriately to reflect changes in the workplace, identify workable strategies for accommodating and managing differences in the workforce, and illustrate for their students the continuing impact of diversity on the organizational culture and climate of these multinational corporations.
The second intent of this study was to provide information on the status of the diversity process in several organizational sites to decisionmakers such as HR managers, training and development specialists, and line managers. The information on workforce diversity from this study can be used for benchmarking within their organizations. In addition, this study may aid in the self-reflective process organizations use to assess their current status and assist them in developing strategic plans that address diversity within their organizations. The information from the study may influence the development of a deeper understanding of diversity processes within organizations. This understanding, in turn, may provide insight and direction for improving practice not only in the field of human resource development, but also in other areas of management. The information may encourage or persuade HRD practitioners or any person in charge of programs dealing with diversity in organizations to better assess the needs of the employees; improve the design, implementation, and evaluation of diversity efforts; and identify initiatives to improve the management of a diverse workforce.