组织学在促进多样性和鼓励平等方面给予了很大的重要性，因为这样可以多样性和平等管理来提高企业绩效和生产力（Armstrong等人，2010年）。这一原则被普遍接受，但平等在公司中并不合适。例如，有一个很大的差距，受过教育的女性和那些坐在公司董事会上的女性所占的比例不对等。通过组织这一差距将大大缩小，因为它是由男女平等的基本权利构成的，也是由于需要民主合法性及其经济治理。然而，为了完善证券交易所上市公司非执行董事指导委员会之间的性别平衡建议，这并不构成解决这一问题的一种方法。用适当的法律是由于它违反了比例原则和辅助原则。还有许多其他非强制性的性别配额；欧盟可以通过各机构建立企业仪表盘来促进性别平衡。这些措施没有得到充分利用（Szyd_o，2015），性别平等只是平等和多样性的捷径。因此，本文将重点从文化、领导和管理、战略和长远目标三个方面分别分析富士康、佳能和通用汽车为例。
Considerable emphasis is placed in organizations in promoting diversity and encourages equality, the reasons are that diversity and equality management can improve enterprise performance and productivity(Armstronget.,al, 2010).The principle is generally accepted, but the equality is not well place in the company. For example, there is a big gap and the proportion of educated women and those who sit on the board of the company. This gap will be significantly reduced, because it is composed of the basic rights of equality between men and women, and by the need fordemocratic legitimacy and its economic governance. However, in order to improve the steering committee of the Stock Exchange listed company non-executive directors between genders balanced suggestions, which do not constitute a solution to this problem. The appropriate legal is due to that it violates the principle of proportion and the auxiliary principle. There are many other non-mandatory gender quotas; the EU could enterprise dashboard by institutions to promote gender balance. These measures did not make full use (Szydło, 2015).Gender equity is only short cut of the equality and diversity. Therefore, this article would focus on the analyzing the example of the Foxconn, Cannon and General Motors from the respective of the culture, the leadership and management and the strategy and long-term goal respectively.
Cultural difference文化差异
Ghosh (2014) has stated that Focus on racial, cultural identity of race, gender, nationality, sexual orientation, etc., this study argues that cultural competence from the diversity between the lenses of theory and the workplace. In this paper, there are two highlights. First, the main focus on the administrative culture institutions and their personnel's behavior in the qualitative provides a framework. Themes and categories this framework provides individuals and organizations on what behavior to help them work effectively in dealing with intercultural situation. Secondly, the relationship between behavior influence organizational results also suggest a culturally competent leadership and members (between group difference boundary, power, emotion model and cognitive structure includes "twisted") relates to the identity of groups and organizations. Future research directions are also discussed.Equity should treat as respective for the dignity. Dignity is a kind of ultimate value, has long called for the explicit and implicit understanding of work and working conditions. For example, as a basic human right by the international labor organization position of dignity, to uphold the constitution "all people, regardless of race, religion or sex, have the right to freedom and dignity of the pursuit of their material life and spiritual development condition, economic security and equal opportunity." However, it has proved difficult to judge the dignity is implemented, because it is a lack of precise definition of the concept of. In 2010, Dutch act caused a global outcry in the Chinese the working conditions of the factory manufacturing giant Foxconn Technology Group cluster electronic. In a few short months, 14 migrant workers jump off building Dutch act events on the Foxconn campus building, a compound cover and contain everything in their work, eat, sleep. Although Foxconn and its business partners Apple's official response is workplace dignity language, these parties do not direct examination of workers in the subsequent audit dignity. Analysis in our life media based Foxconn, the structure of the general mechanism of the workers impro
