Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

CiteULike is a free service for managing and discovering scholarly references - click here to get started.

Sign In to gain access to subscriptions and/or personal tools.
Administration & Society
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Right arrow Citation Map
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Similar articles in Web of Science
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via HighWire
Right arrow Citing Articles via Web of Science (3)
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Kellough, J. E.
Right arrow Articles by Naff, K. C.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Complore   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati   Add to Twitter  
What's this?

Responding to a Wake-up Call

An Examination of Federal Agency Diversity Management Programs

J. Edward Kellough

University of Georgia

Katherine C. Naff

San Francisco State University

This article reports the results of a survey administered to 160 federal agencies and subagencies to gauge the extent to which they have developed diversity management programs. Many agencies report that they have implemented numerous programmatic elements recommended by the growing body of literature on diversity in the workplace. In contrast, other agencies indicate that they have very limited programs or that they have simply repackaged their traditional equal employment opportunity and affirmative action initiatives. A primary determinant of the level of development of agency or subagency diversity programs is support from the head of each organization.

Key Words: diversity • minority and female employment • equal employment opportunity

Administration & Society, Vol. 36, No. 1, 62-90 (2004)
DOI: 10.1177/0095399703257269
Add to CiteULike CiteULike   Add to Complore Complore   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati   Add to Twitter Twitter    What's this?


This article has been cited by other articles:


Home page
 Human Resource Development ReviewHome page
E. S.W. Ng
Why Organizations Choose to Manage Diversity? Toward a Leadership-Based Theoretical Framework
Human Resource Development Review, March 1, 2008; 7(1): 58 - 78.
[Abstract] [PDF]

Home page
 Review of Public Personnel AdministrationHome page
N. Rangarajan and T. Black
Exploring Organizational Barriers to Diversity: A Case Study of the New York State Education Department
Review of Public Personnel Administration, September 1, 2007; 27(3): 249 - 263.
[Abstract] [PDF]

Home page
 Administration & SocietyHome page
D. W. Pitts
Representative Bureaucracy, Ethnicity, and Public Schools: Examining the Link Between Representation and Performance
Administration Society, July 1, 2007; 39(4): 497 - 526.
[Abstract] [PDF]

Home page
 Review of Public Personnel AdministrationHome page
D. W. Pitts
Modeling the Impact of Diversity Management
Review of Public Personnel Administration, September 1, 2006; 26(3): 245 - 268.
[Abstract] [PDF]