s and educating them and also to ensure that companies receiving federal contracts in excess of $25,000 will also have affirmative action programs in place (Leiter & Leiter, 2002). The primary mechanism for ensuring the success of these programs is the EEOC, established by President John F. Kennedy in 1961 and expanded via the Equal Employment Opportunity Act of 1972 (Kranz, 2002). Companies like Disney seek to avoid EEOC entanglement when possible; indeed, as the following discussion will demonstrate, Disney has had remarkable success sin creating a diversity initiative that goes beyond the requirements of the EEOC and the affirmative action mandate.
J. Edward Kellough (1990) reported some 16 years ago that federal equal employment opportunity (EEO) and affirmative action efforts were not succeeding to any great extent in advancing racial and ethnic integration throughout federal agencies. In this analyst's view, where af
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