"Generally the best way is to deflect the question and anticipate [what] the real question or concern of the employer is or should be. If asked about plans for another baby, the job-seeker could say, 'Oh, I think I get what you're getting at. You want to know if I'm committed to being in the workforce and I intend to be here a long time. And the answer is yes."

"A goal of avoiding litigation isn't enough to underpin a diversity initiative. But diversity will permeate more workforces if employers are convinced that it will deliver business results, like increased sales and improved products. That's the bottom-line question if you're a businessperson: How does this make my business better? That's the language they speak. That's the language they hear."
From: EEOC Campaign Takes Aim at Race, Color Bias (Workforce Management Magazine, March 12, 2007)

"Rather than believing the company is best served by having a workforce that mirrors (literally) the people in charge, or the people making the hiring decisions, the company needs to find value in embracing diversity and in the idea that people from different backgrounds can bring different and wonderful assets to the table."
From: Combating Racial Discrimination in the 21st Century (The Epoch Times, March 5, 2007)