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At most companies, however, particularly those with federal contracts, affirmative-action programs have been in place since the early 1970s. In 1972, discriminatory employment practices were further restricted when Congress passed the Equal Employment Opportunity Act, allowing civil lawsuits against companies for discrimination and mandating the U.S. Department of Labor to ensure compliance of the law. Federal law has become a "social mandate" that forces companies to open their doors to more women and minorities, according to Burke Stinson, manager of diversity programs at AT&T ("Corporations find diversity," 1997).
Some companies were quicker to adjust to the changing faces of their workers and customers. Generally, larger corporations, particularly those in the utilities industry and those with worldwide operations, were the first to adopt programs to hire and promote more minorities and women. It is obvious just by looking around us that women are reaching slowly but surely the...

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Title: Unilever Case Analysis
Approximate word count: 792
Approximate pages: 4 (250 words per double-spaced page)

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