ABSTRACT
Diversity management is becoming increasingly embraced in more countries, and more organisational initiatives are attracting the label 'diversity management'. Given the nature of many of critiques of diversity management, one issue in particular to be explored must be the status of diversity management as an anti-discrimination activity. Societal discrimination is actions based on the fact that although a person may be free of hostility or prejudice, he or she is aware that other people have negative attitudes towards members of a social group. The term 'institutional racism' was used by black power activists in the US in 1960s. It is argued that what characterises 'institutional racism' is an emphasis on consequences rather than intentions, on regular and routine discrimination rather than occasional, and on practices and structures. However, to eliminate discrimination and promote equality it can be acceptable to recognise social group differences. These can be expressed in positive action measures to counter the effects of current or past discrimination.
