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It is important to mention that these stages are not necessarily linear and successive in nature. There are many organizations even today, which view diversity as primarily a legal obligation while there were pioneers in the late 70’s and 80’s (Xerox and PepsiCo, for instance) who aimed to integrate the need for diversity almost akin to a business strategy. The attempt to increase diversity through quotas drew a lot of flak from different quarters, since it was perceived to de-emphasize competence and underline race/gender as the qualifier. The move to increase diversity from a moral and social standpoint (‘it’s the right thing to do’) could not withstand the vagaries of business cycles and was one of the first initiatives to be eliminated during times of financial downturns...
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