ABSTRACT
There is a growing awareness in business and media that future prosperity requires an educated and effective workforce; but demographic patterns have changed-new entrants to the job market are more likely to be female and to be members of minority groups. The consequences of pervasive prejudice and discrimination are becoming more apparent, in terms of both the human cost of undeveloped potential and economic costs of recruiting and training employees, and ensuring that once in the door the new recruits are able to progress and contribute. While business and industry are seeking solutions within the workplace (e.g., training/programmes on managing diversity, active equal educational opportunities/affirmative action efforts, cooperative relationships with colleges, etc.), the deep-seated and sometimes unconscious prejudices that have contributed to the underutilization of females and minorities in the workplace and strained relations among diverse groups take form early in life.
