Diversity: Reality or Illusion? A Case Study of Fortune 500 Companies, Executive Suite Hegemony and Misrepresentations
Marginalized individuals face many workplace challenges ranging from discrimination, the lack of promotions, inequitable pay distribution, gender inequality, ageism, and other forms of discriminatory practices. These challenges can be complicated if there is a lack of allies or if a workplace is not conducive to inclusion or diversity. The stigma regarding these issues remains elusive as managers and corporate executives grapple with the changing dynamics of a modernized workforce. Therefore, corporate executives must enact policies and procedures that strive toward balance and equal representation within the workplace. This study examined executive suite hegemony and its impact on diversity. The purpose of this research was to provide significant insights into the barriers that ethnic minorities face within Fortune 500 companies. From these insights, corporate executives and managers on every level within organizations can make informed decisions on how to manage diversity. Organizational culture consists of a certain set of values or beliefs that are unique to an organization. A specific belief system shapes the culture of an organization and its governing behaviors through the implementation of policies and procedures that influence many business practices. From this research, the role of corporate governance has emerged as one of the significant factors affirming its vital role in cultivating diversity in organizations. Affirmative action policies to remedy gender, racial, age, and other forms of discrimination have been implemented in corporations worldwide. Implementation of affirmative action policies enhances corporate governance and contributes significant impacts to diversity.
A dissertation submitted in partial fulfillment of the requirements for the degree Doctor of Business Administration
Business administration, Organizational theory