Answer:
Step-by-step explanation:
ore than two decades have passed since affirmative action became law, thrusting the issue of racial diversity in the workplace into the open—and often into the crossfire. Today both government statistics and anecdotal evidence suggest that people of color make up a larger percentage of senior managers than at any point in the past. Nevertheless, it remains unclear if the underlying goal of affirmative action—equal opportunity in the U.S. workplace—is being met satisfactorily. Many companies still struggle to increase the numbers of people of color in management. Many still struggle to find ways to leverage the talents of people of color and to make their experience one of inclusion rather than disenfranchisement. And many people of color themselves still struggle with the closed doors of institutional racism—often subtle in its manifestations, sometimes not. Indeed, the infamous Texaco incident, in which executives of the oil company were recorded making overtly racist remarks, was a painful reminder that ignorance and prejudice have by no means disappeared from the U.S. workplace.