Advertisement

Corporate Programs for Ensuring Minority Advancement

  • Gail Judge
  • Robert A. Hofstader
  • Wilbert S. Crump
  • John L. Jones
  • Elizabeth P. Dixon
  • Roy Stewart
  • International Business Machines Corporation
  • Arthur Strohmer
  • Robert N. Beck
  • William F. Holmes
  • Nacy L. Merritt
Part of the Plenum Studies in Work and Industry book series (SSWI)

Abstract

Since the early 1960s, many organizations have invested a considerable amount of resources in programs to support their equal employment opportunity policies and objectives. As a result of their efforts, many have made progress in hiring minorities. Unfortunately, as the statistics point out, minorities are still sorely underrepresented in the upper ranks of most businesses. In many organizations, the turnover rate is higher for minorities. When exit interviews are conducted, they often cite a lack of opportunity for advancement as the major cause for their leaving. Suits are currently being filed by some minority individuals charging that they have been systematically denied raises, assignments, and promotions because they are minorities. Poor job assignments are often cited as preventing them from getting the opportunities to develop the skills or acquire the experience they will need for higher level management jobs. Others believe that different norms or criteria are used in their performance reviews or that changes are made in the number or variety of positions open when they become eligible for promotion.

Keywords

Black Manager Affirmative Action Equal Opportunity Workshop Participant Equal Employment Opportunity 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

Preview

Unable to display preview. Download preview PDF.

Unable to display preview. Download preview PDF.

Copyright information

© Plenum Press, New York 1988

Authors and Affiliations

  • Gail Judge
    • 1
  • Robert A. Hofstader
    • 2
  • Wilbert S. Crump
    • 3
  • John L. Jones
    • 4
  • Elizabeth P. Dixon
    • 5
  • Roy Stewart
    • 6
  • International Business Machines Corporation
    • 7
  • Arthur Strohmer
    • 8
  • Robert N. Beck
    • 9
  • William F. Holmes
    • 10
  • Nacy L. Merritt
    • 11
  1. 1.McNeil PharmaceuticalSpringhouseUSA
  2. 2.Education and Development UnitExxon Research and Engineering CompanyFlorham ParkUSA
  3. 3.Equal Employment OpportunityAllied-Signal, Inc.MorristownUSA
  4. 4.Americas OperationsXerox CorporationStamfordUSA
  5. 5.Corporate Equal Opportunity Policy, AT&TBasking RidgeUSA
  6. 6.Equal Opportunity/ Affirmative Action, AT&TBasking RidgeUSA
  7. 7.ArmonkUSA
  8. 8.Human Resources, Merck & Co., Inc.RahwayUSA
  9. 9.Corporate Human Resources, Bank of AmericaSan FranciscoUSA
  10. 10.Equal Opportunity Programs, Bank of AmericaSan FranciscoUSA
  11. 11.RECAT & Associates, Inc.San JoseUSA

Personalised recommendations