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P age B6
J uly 26, 1995 • T he P ortland O bserver
®I|e ^Jnrthtitb CObscrucr
Diversity Vs. Affirmative Action
Continued from page B5
▲
the minorities and women recent­
ly hired.
Corporations can avoid the
philosophical debate about affir­
mative action by couching it in
terms of self-interest.
“It's good business” is the
common refrain. Even skeptics
of m inority-hiring program s
agree this is true, though some
black employees question wheth­
er there are limits to how far a
company can go before white
customers balk If nothing else, a
minority-hiring program can help
to defend a company against dis­
crimination lawsuits.
But the case for diversity as
genuinely good business is grow­
ing. When there were no women
in the top ranks of Florida Power
Corp , shareholders wanted to
know why, said Pat Blizzard, vice
president of human resources at
the St. Petersburg-based utility.
Now there are two female vice
presidents and two female board
members.
DADDY'S LONG LEGS
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Developing strong relationships is a
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For more
we help protect — and the people we
information about
do business with. T hat’s why we’re
Key Bank's
Understanding
diversity initiative
looking for qualified minority-owned
and workforce
businesses to help us protect our clients.
diversity by
I development,
putting our-
our Human
If you furnish products or services that
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would help us serve them better, we’d
Resources
selves in your
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like to do business with you.
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Because you’re in good company...
Your individuality is valued.
At Safeco, we celebrate the uniqueness of each individual and
encourage that individuality to thrive. The only characteristics
we insist our employees share is a willingness to treat each
other with respect, honesty and decency, and to work in a
PHASE
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on showerhead.
team atmosphere to accomplish common goals. It is this
philosophy that has made us a leader in the financial services
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SAFECO
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I I HI S U INIIINC U ¿|\
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