{"id":{"repo_id":"unlv","oai_identifier":"oai:oasis.library.unlv.edu:rtds-2670"},"canonical_url":"https://search.dev.ndltd.org/etd/unlv/oai:oasis.library.unlv.edu:rtds-2670","repository":{"repo_id":"unlv","name":"University of Nevada - Las Vegas","base_url":"https://oasis.library.unlv.edu/do/oai/"},"display":{"title":"Should human resources managers utilize affirmative action to give diversity programs legitimacy?","abstract":"Since 1987, the valuing and managing of diversity has been on the radar screens of most human resources managers. Specifically, many are wrestling with how to establish the \"perfect\" diversity program that serves to get the message out to their organizational members that individual differences should be viewed as resources for learning and understanding and not barriers to career success or opportunity. However, for the majority, this has proved a difficult task. Simply, human resources managers are missing the mark when it comes to identifying a solid foundation for diversity management---a foundation that will compel organizational stakeholders to recognize diversity as a legitimate business imperative. Hence, in this examination of the origins, current state, and ethical \"misses\" of diversity management, an argument is made that the use of Title VII and its affirmative action mandates in diversity discourse will serve to legitimize program protocols and forward organizational acceptance.","abstract_html":"Since 1987, the valuing and managing of diversity has been on the radar screens of most human resources managers. Specifically, many are wrestling with how to establish the "perfect" diversity program that serves to get the message out to their organizational members that individual differences should be viewed as resources for learning and understanding and not barriers to career success or opportunity. However, for the majority, this has proved a difficult task. Simply, human resources managers are missing the mark when it comes to identifying a solid foundation for diversity management---a foundation that will compel organizational stakeholders to recognize diversity as a legitimate business imperative. Hence, in this examination of the origins, current state, and ethical "misses" of diversity management, an argument is made that the use of Title VII and its affirmative action mandates in diversity discourse will serve to legitimize program protocols and forward organizational acceptance.","abstract_has_math":false,"creators":["Morrison, Janet Lynn"],"institution":"University of Nevada, Las Vegas","degree_name":"Master of Arts (MA)","degree_level":"Thesis","degree_discipline":"Ethics and Policy Studies","degree_department":null,"school":null,"contributors":["Craig Walton"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2004,"date_issued":"2004-01-01T08:00:00Z","date_published":"2004-01-01T08:00:00Z","updated_at":"2026-07-24T05:25:47Z","subjects":[],"languages":["English"],"rights":["IN COPYRIGHT. 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Simply, human resources managers are missing the mark when it comes to identifying a solid foundation for diversity management---a foundation that will compel organizational stakeholders to recognize diversity as a legitimate business imperative. Hence, in this examination of the origins, current state, and ethical \"misses\" of diversity management, an argument is made that the use of Title VII and its affirmative action mandates in diversity discourse will serve to legitimize program protocols and forward organizational acceptance."]},{"key":"dc:format","label":"Dc Format","values":["pdf"]},{"key":"dc:title","label":"Title","values":["Should human resources managers utilize affirmative action to give diversity programs legitimacy?"]}]}],"canonical_facts":{"dc:contributor":["Craig Walton"],"dc:creator":["Morrison, Janet Lynn"],"dc:description.abstract":["Since 1987, the valuing and managing of diversity has been on the radar screens of most human resources managers. 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Hence, in this examination of the origins, current state, and ethical \"misses\" of diversity management, an argument is made that the use of Title VII and its affirmative action mandates in diversity discourse will serve to legitimize program protocols and forward organizational acceptance."],"dc:format":["pdf"],"dc:identifier":["10.25669/duit-ayml","https://oasis.library.unlv.edu/rtds/1671","https://oasis.library.unlv.edu/context/rtds/article/2670/viewcontent/uc.pdf"],"dc:language":["English"],"dc:publisher":["University of Nevada, Las Vegas"],"dc:rights":["IN COPYRIGHT. For more information about this rights statement, please visit http://rightsstatements.org/vocab/InC/1.0/"],"dc:title":["Should human resources managers utilize affirmative action to give diversity programs legitimacy?"],"dc:type":["Text"],"thesis:degree_discipline":["Ethics and Policy Studies"],"thesis:degree_level":["Thesis"],"thesis:degree_name":["Master of Arts (MA)"]},"updated_at":"2026-07-24T05:25:47Z"}