NAACP and the Equal Employment Opportunity
             Commission (EEOC) have consistently pointed out that blacks and other
             minorities are not having as difficult a time finding good white collar
             jobs but they are realizing that those jobs may in fact come with glass
             ceilings' attached. Human Resource departments all over the country have
             attempted to address the problems of racial discrimination in regard to
             promotion with their cure all diversity training initiatives that are
             geared to make employees aware of racial discrimination issues.
             Ironically, the statistics coming out of corporate America clearly
             show that general racial discrimination claims filed by minorities have
             been steadily dropping over the course of the past few decades. However,
             statistics from the same time period also show that the number of
             specifically associated claims for racial discrimination in regard to
             promotion is growing upward steadily but in the opposite direction.
             This report aims to demonstrate that modern day Human Resource
             Management teams should use statistically sound processes to assist them in
             gathering data that could help avoid inherent problems associated with the
             practice of bypassing qualified minorities for promotions. Human Resource
             departments throughout corporate America could benefit greatly if they were
             to implement statistical methodologies to gather the necessary data that
             identifies promotional trends within their organizations.
             The approach Human resource departments usually take to address the
             promotion issue is to throw a diversity work shop at the problem. It is
             true that diversity related initiatives address racial sensitivity issues
             but those same initiatives do not provide an atmosphere that is cohesive to
             minority related promotions. The bottom line is that diversity initiatives
             in most cases do not address racial discrimination regarding promotion or
             This...