ke equality among all races and genders with respect to social justice at work place, which continued in Europe until the mid-1990s (Greene, Kirton & Wrench 2005). However, United states of America had introduced the feature of equality at workplace for individual of all races in the 1950s (Wilkins 2004).
尽管多年来，以前的商业案例文件一直是商业世界不可或缺的一部分，但它们只是设法解决了与工作场所多样性相关的问题。他们没有考虑到所有种族和性别在工作场所的社会正义方面的平等问题，这种情况在欧洲一直持续到20世纪90年代中期。然而，美国在20世纪50年代引入了所有种族的个人在工作场所平等的特点。
Since the 1990s, there has been a change in the rhetorical strategy related to issues regarding gender which has been recognized by consultants in management who constantly debate over the importance of promotion for women in corporations into leadership position using the justifications from the view point of economics and also as a rationale consideration to the threats of financial recession, change in demographic and the phenomenon of globalization (Greene, Kirton & Wrench 2005). A number of organization seemed quite interested with the will to purchase these strategy, from consultants, with the intention to introduce diversity of gender and race into their organizations that had earlier been quite resistant to the idea of implementing equal opportunity program in the firm. According to Smithson and Harter, senior managers, mostly men, were thought to be more in favour of business cases that brought in business-based diversity into their company rather than those which were in favour of gender equality (Smithson & Stokoe 2005). By looking at more established managerial papers, it can be seen that business cases which promoted workplace diversity were packaged in such a manner that would be more acceptable to the decision makers of the company by giving them what they want, that is an improved overall profit for the company (Kirby & Harter 2001).
自20世纪90年代以来，与性别问题有关的修辞策略发生了变化，这一点得到了管理顾问的认可，他们利用经济学角度的理由，并将其作为对金融衰退威胁的理由考虑，不断辩论提拔女性在公司担任领导职务的重要性，人口结构的变化和全球化现象。一些组织似乎对从顾问那里购买这些战略的意愿很感兴趣，目的是将性别和种族的多样性引入他们的组织，而这些组织早些时候对在公司实施平等机会计划的想法很抗拒。根据Smithson和Harter的说法，高级管理人员（主要是男性）被认为更支持为公司带来基于业务的多样性的商业案例，而不是那些支持性别平等的案例。通过查看更成熟的管理文件，可以看出，促进工作场所多样性的商业案例是以一种更容易被公司决策者接受的方式包装的，即给予他们想要的东西，从而提高公司的整体利润。
These business papers that spoke of business friendly diversity had more emphasize on the promotion of more female and ethnic minority staff into a higher leadership role. As that would be of more benefit to the organisation in numerous manner, namely:
这些商业文件谈到了有利于商业的多样性，更加强调了提拔更多的女性和少数族裔员工担任更高的领导角色。因为这将在许多方面对组织更有好处，即：
Human resource planning would encourage more involvement of senior management.人力资源规划将鼓励高级管理人员更多地参与。
Broaden the ability of the organization to employee staff from a more diverse population.将组织的能力扩展到更多样化人群中的员工。
Improve the scope and range of the ability of the workforce.提高员工能力的范围和广度。
Increase retention rate of the employees.提高员工的保留率。
Improve the reputation of the organization to a broader range of client’s base by offering more diverse and differentiated products and services.
Improve the reputation of the organization among various community.通过提供更加多样化和差异化的产品和服务，在更广泛的客户群中提高组织的声誉。
Improve the ability of the company to predict and accordingly respond to the requirement of the clients from diverse backgrounds.提高组织在各个社区中的声誉。
Lessen allegations of discrimination against the organization.对该组织的歧视指控较少。
These social groups with diverse background, when outside the organisation, like the women community or the community of the Jewish people or the Afro – Caribbean community, are looked at as lucrative markets for products and services by the organization. However, when these same group of people are within the organization, their advantage of them belonging to these distinctively different social groups is heavily downplayed and the organization prefers to analyse the contribution by these individuals based on their merits and their abilities. This importance of individualism, allows businesses an opportunity to show discrimination and puts the blame on ill-fated failure to realise an individual abil
