Current Status of Minorities in Business Organizations

What Is the Current Status of Minorities in Business Organizations? To find the current status of minorities in business organizations I first had to define minorities. I found minorities to be best described as a person who is a citizen or a lawful permanent resident of the United States and who is either one or a combination of: African American, Alaskan Native and/or American Indian, Asian American, Hispanic or Women. Statistics showed growth in the number of minorities in corporate management positions, but what led to this growth and where does it stand in reference to the number of minorities in the population of the United States? Between the years 2000 and 2010 the U.S. population grew by 27.3 million people. Of this 27.3 million people over 25 million were minorities, equal to 91 percent of growth in the U.S. population. I will be covering laws written to ensure equal opportunities for minorities, as well as a term known as a “glass ceiling” and how it affects minorities. Many organizations have developed programs to assist minorities in their mission to climb the corporate ladder. Are these programs successful, and finally examples of ways minorities can continue growth in business organizations. The 1960’s proved beneficial to minorities with laws such as “The Equal Pay Act of 1963, Title VII of the Civil Rights Act, and the Executive Order 11246.” The Equal Pay Act forbids employers from paying employees different wages or salaries based on sex. The act mandates that employers may not pay men and women different wages if their jobs require equal skills, effort, and responsibilities and occur in the same work environment. Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, firing, promotion, assignment, and other treatment of persons in the workplace based on race, color, national origin, religion, or sex. Title VII applies to both public and private employers, employment agencies, and labor unions with fifteen or more

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