Depending on the cause, some used the information to expand diversity programs, while others used it as yet another example of the discrimination against white males. The intent was to promote the fact that multiculturalism would soon be a reality, but the impact and subsequent reaction created more organizational barriers. The persons in charge sought to protect their claim success in the future. Despite the fact that racial demographics will change, the frenzy of fear has been very difficult to overcome, particularly for those of us working in the equal opportunity field. As fears of job loss increased for majority males, so did claims of reverse discrimination, an anomaly that many social scientists refute ever existed.
Discrimination is discrimination.
Since the organization did not realize that it was wrong in the first place, they often blame the victim and feel justified in their reluctance to hire a member of that group in the future. Although many doors are open, few can readily, successfully cross the threshold. As noted by Dr. William Jones, equal opportunity does not necessarily mean equal access. It is difficult to contend reversal of something that was never equal from the start. Although it is imperative that organizations recognize the impact of future labor trends such as more minorities, more older employees, more women, more immigrants and fewer new workers to assess their current cultural climate and possibly shift to prepare for the new workforce, some organizations have learned to speak embracing diversity while consistently creating policies to keep outsiders outside.