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Affirmative Action At Disney Company Thesis

Disney next shifted its focus on middle and senior management, creating a phase called Integration of Values to Action, which stressed the need for ensuring training of managers on how their actions directly impact AA in the workplace. This included role-playing and illustrating how a manager's role has direct implications on how biases in the workplace are created and supported. The EEOC audits showed a wide variation in the awareness of managers in terms of their ability to nurture and promote AA, or through negligence or a lack of perception, condone it. The last phase of the Disney Diversity Initiative is Leveraging Diversity in the Workplace. This is the capstone segment of the program and illustrates why it is so critical for every company to integrate AA strategies into their core business models, mission and value statements. Summary

Contrasting its branding and company image, The Disney Company struggles with Affirmative Action compliance and the ability to pass EEOC audits, especially in its stores and call centers. The use of diversity audits as a means to ensure EEOC compliance has been proven through empirical studies...

Disney learned that their diversity values had to be engrained in their mission and vision statements to make them accomplishable in their organizations.
References

Lin Grensing-Pophal (2001, November). A balancing act on diversity audits. HR Magazine, 46(11), 87-95.

Valerie L. Myers, Janice L. Dreachslin. (2007). Recruitment and Retention of a Diverse Workforce: Challenges and Opportunities. Journal of Healthcare Management, 52(5), 290-8.

Saseen, Jane. 1993. "Disney's bungle book." International Management. July -- August 1993. v48. Page 26

U.S. EEOC, Equal Employment Opportunity Commission (1997). EEOC NOTICE. Retrieved July 17, 2009, from EEOC Enforcement Guidance on the Effect of Representations Web site: http://www.eeoc.gov/policy/docs/qidreps.html

Van Maanen, J. 1991. "The Smile Factory: Work at Disneyland." In Frost, P. et al. Reframing Organizational Culture. Beverly Hills: Sage Publications. Chapter 4, pages 58 -- 76.

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References

Lin Grensing-Pophal (2001, November). A balancing act on diversity audits. HR Magazine, 46(11), 87-95.

Valerie L. Myers, Janice L. Dreachslin. (2007). Recruitment and Retention of a Diverse Workforce: Challenges and Opportunities. Journal of Healthcare Management, 52(5), 290-8.

Saseen, Jane. 1993. "Disney's bungle book." International Management. July -- August 1993. v48. Page 26

U.S. EEOC, Equal Employment Opportunity Commission (1997). EEOC NOTICE. Retrieved July 17, 2009, from EEOC Enforcement Guidance on the Effect of Representations Web site: http://www.eeoc.gov/policy/docs/qidreps.html
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