Herring and Henderson contend that diversity includes valuing differences between groups but must also include addressing issues of parity, equity, and inequality.
The diversity business case has its roots in the evolution of the diversity model in the workplace since the 1960s. In the United States, the original diversity model was based on affirmative action in line with the goals of equal employment opportunities set out in the Civil Rights Act of 1964.
The idea is that anyone who is academically or physically qualified for a particular job can aspire (and perhaps succeed) to win a designated job without discrimination based on identity. Equal employment opportunities based on.
This compliance-based model led to the idea that Tokenism was the reason people were hired by the company when they were different from the dominant group. Minority group dissatisfaction eventually changed and/or increased the desire for perfect employment opportunities in any job.
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