Question: Ignoring differences is when organizations make no effort to promote diversity and do not even bother to comply with affirmative action and EEOC standards go

Ignoring differences is when organizations
make no effort to promote diversity and do not even bother to comply with affirmative action and EEOC standards
go so far as to enforce affirmative action and EEOC policies but provide no organization support for diversity eduction or training
base their diversity strategies solely on adherence with affirmative action and EEOC policies
IDON'T KNOWYET
Ignoring differences is when organizations make no effort to promote diversity

Step by Step Solution

There are 3 Steps involved in it

1 Expert Approved Answer
Step: 1 Unlock blur-text-image
Question Has Been Solved by an Expert!

Get step-by-step solutions from verified subject matter experts

Step: 2 Unlock
Step: 3 Unlock

Students Have Also Explored These Related General Management Questions!

Q:

Chapter One: Valuing Diversity R The wise are as rare as eagles that fly high in the sky. Bantu proverb Managing Workplace Diversity I Chapter One: Valuing Diversity VALUING DIVERSITY Chapter...

Q:

Lever provides 40+ ways to begin cultivating a diverse and inclusive workplace. Read that document below and select 3 that you feel are most important and/or effective or would be most useful in your...

Q:

Affirmative Action The U.S. government first required affirmative action in 1965 as a way to remedy past discrimination against minorities, women, and others protected by law against discrimination....

Q:

End of Chapter 1 Answers 1) Self-acceptance is getting to move on despite what people thinks about us, it is more of self- esteem, white self-esteem is how important we see our self. It is good to...

Q:

Affirmative Action The U.S. government first required affirmative action in 1965 as a way to remedy past discrimination against minorities, women, and others protected by law against discrimination....

Q:

Read and answer the question below. EMBRACE DEMOGRAPHICS AND SOCIETAL CHANGES Using Differences to Drive Value Force 7: Demographics and Societal Changes. One of the most important forces that is...

Q:

Chapter Five: Understanding Women and Work I Equality is difficult, but superiority is painful. erere proverb Managing Workplace Diversity Chapter Five: Understanding Women and Work 1 Chapter Five...

Q:

In your analysis discuss and present your perspective on these: Start with the basic premise of the case. Briefly present the interpersonal dynamics of the interviewing committee - what is your...

Q:

CHAPTER 3 The Changing Environment of Management: Diversity, Global Economy, and Technology 1. T F Company loyalty is said to rank low on generation Y's list of what is important in life. Ans: True...

Q:

34 Academy of Management Perspectives A R T I C November L E S The Management of Organizational Justice by Russell Cropanzano, David E. Bowen, and Stephen W. Gilliland Executive Overview...

Q:

The following series of statements or phrases are associated with product life-cycle viewpoints. Identify whether each one is associated with the marketing, production, or customer viewpoint. Where...

Q:

Are TFP shocks a reasonable explanation for the business cycles we see in modern economies? Why and why not?

Q:

Historically in the U . S . , corporate bonds have generally been issued with a par value of: $ 5 , 0 0 0 . $ 1 , 0 0 0 . $ 1 0 0 . $ 5 0 0 . $ 1 0 , 0 0 0 .

Q:

The annual demand for an item is 1,700 units. The order cost is $7. Unit cost is $8 and the unit holding cost per year is 18% of the item's value. The order quantity is 125 units. What are the total...