Diversity management and Japanese companies in the US

Diversity management practices by Japanese companies in the US are discussed in this paper. The facts and results are based on a field survey by the author using a survey instrument. Particular emphasis is placed on workforce diversity, experience of diversity-related problems/issues, views on diversity, and implementations of successful diversity initiatives. They are also compared with the current best practices among the US companies as far as it is possible for the corresponding data to be obtained. The differences will shed light upon the issues and/or problems facing Japanese companies in the US in terms of workforce diversity and management. The survey shows that Japanese companies in the US lag behind US companies in increasing their workforce diversity especially in the management aspect. They are also far behind the US companies in changing views on diversity as well as in implementing successful diversity initiatives. In order to catch up with US companies, Japanese companies in the US will have to address three major issues/problems as soon as possible. First, they have to recognize the increasing diversity of the US population, labor force and markets, and to be more sensitive to the effects on their business. Second, Japanese companies in the US have to implement diversity initiatives as soon as possible. Third, Japanese companies in the US also have to comply with the EEO law more sincerely and strictly.Summary form only given