This article explores how concepts of diversity fit into the problem of racial progress and workplace inequality. Diversity can be viewed functionally as part of an ongoing effort in Corporate America to resolve conflict and reduce racial inequality in job allocation. On the other hand, consistent with new institutional theory, diversity can be viewed as a rubric for a set of activities meant to signal corporate ‘good will’. In this case, the role it plays may forestall durable change in corporate cultures; as an organizing concept for human resource development diversity would be a tool that obscures underlying bias against racialized (i.e. black-oriented) private sector employment policies. I suggest that the concept of diversity is purposively fluid in organizations so that its meaning can shift to protect — rather than change — the racial status quo.
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