Deema's example shows that in order for affirmative action to be successful, companies need to document and measure their organization's strengths and weaknesses in promoting diversity. Companies can conduct a cultural audit to see how diverse the organization really is according to gender, race, ethnicity and religion. A diverse workforce is invaluable and needed if the organization wants to be successful in today's market. Any manager or employee who is uneducated about diverse cultures needs to attend cultural training classes. In Deema's case, her boss received a reprimand from the state, and he had to attend extensive diversity training classes.
Fact is, even were we to accept the fundamentally racist notion that whites as a group really are superior in terms of ability, intelligence, drive and determination relative to blacks and other people of color, and thus, that even in a system without artificial impediments, those people of color would lag behind whites in all areas of human well-being, the fact would remain, there were such impediments, and many of these remain in place today. And those impediments matter, above and beyond whatever “natural” inequities the racist mind might envision existing anyway. And those additional disparities require our attention, no matter what one may think about the inherent inequities between so-called racal groups.