PEST-C Political Pre-1990's, lot of political movements took place, which resulted in changes in laws that protected minorities

s from inequality but on ground the reality did not change at that pace. The continuous struggle between Cuba and US, resulted in political changes so as to please the blacks and minorities of US. Also, the rise of blacks in UN and other international bodies had its affect on the US system. Nelson Mandela's struggle was acknowledged and vanishing of Apartheid in South Africa was welcomed even in US.

Economical As the booming economy of the 1990s drew to a close, Black poverty rates dropped to a record low of 23 percent. Further improving, Black unemployment fell to a record low of 7.2 percent in 90's. But it was still twice that of Whites. According to one report, in early 90's, average white households had $18,000 in financial wealth, while Black households possessed a total of only $200. During the recession of 19901991, a significant number of major corporations cut Blacks jobs at a much higher rate than for white workers, this included giants like JP Morgan and Coca Cola.

Social The ideological differences between majorities and minorities in US was always an issue. Black people were denied the opportunity of attending the interviews at US companies. White people with criminal background were given preference to black people, thus economic conditions in US in 1990s had a deep impact on racism.

Technological The easy access to technology for all was indirectly reducing the sense of inequality. Technology pushed the basis of inequality to monetary values rather than race, caste, creed. The fast paced changes with growing technology brought the US States closer and the differences were largely affected.

Cultural Rise of Sports among Blacks. More and more people from minorities were now becoming part of sports culture of US. They acclaimed pride and honour at international events for US.

The Rise of West Indies Cricket Team, which was then seen as voice for minorities world over. The proximity of US to Caribbean Islands had its affect over there. Growing popularity of Michael Jackson in the 80's and 90's, saw the attitude change among people in general.

THEORY Diversity is about promoting an environment where people bring a variety of backgrounds, styles, perspectives, values and beliefs as assets to the groups and organizations in which they interact. Respecting and valuing differences in the workplace contributes to the success of the business and optimizes the willingness and ability of all employees to contribute to that success too. For organisation, working with diversity means constantly striving for a workplace that leverages, respects and values individual differences, thus positively contributing to team performance at all levels to increase innovation and customer success. Diversity is integrated throughout and is communicated in a number of ways. Within the core values professionalism, respect and perseverance diversity is at the heart of respect, emphasized as a strength that provides equal opportunities. This unique approach is presented as a Wheel of Diversity. Different organisations develop their own types of wheels to suit their way of working but the basic idea behind the wheels remains same across organisations that is to "Nurture Diversity".

Organizations which have diversity cultures, climates and leadership which are conducive to supporting diversity initiatives are likely to have more effective diversity activities such as human resource flexibility initiatives, progressive human resource management practices and inter-cultural competency programmes. In carrying out these activities organizations can expect positive staff reactions and

improvements to innovative and creative potential at work, as well as improvements to performance, wellbeing and cohesion. Using a wide range of intervention and management techniques an organisation must seek to leverage diversity. Consequences of managing diversity have been recorded extensively in some organisations. Many company reported that workforce diversity enhances team performance at all levels and positively impacts on customers success. Diversity also reportedly improves company's ability to respond to their everchanging business environment by enabling them to better understand and foresee customer needs and by increasing creativity and innovation. It is also reported that diversity has a number of external benefits. For example, diversity management improves a company's corporate and employer image, and increases the attractiveness of the company among present and future stakeholders. There are three models of global diversity management that are evident in firms: Universal Localized Transversal

One of the key challenges of global diversity management for a company can be to encourage better representation of women across all levels of management in the company. A company can prioritizes achieving a representative proportion of women at all levels of management and increasing the proportion of people from different backgrounds among its top executives globally. This global challenge is supplemented with national priorities which are established by country managers coordinating diversity management efforts across the branch network. Locally, each Country Manager can define country diversity priorities in accordance with national circumstances and legislation.