Multi-faceted Approaches

The extend to which diversity is integrated into their “way of doing business” can have a tremendous impact on the culture of an organization and its ability to attract and retain a diverse workforce. Three key practices that can have a global effect are (1) the integration of diversity into the company’s business plan, (2) the linking of diversity goals to compensation and (3) visible support for diversity efforts by company leaders.

Diversity Business Plan

By making Diversity a part of your company’s business plan and/or creating a specific “Diversity Business Plan” within your organization, you can ensure that specific steps toward reaching their diversity goals will be met. You may also have diversity goals in business plans through vision and mission statements that focus on your company’s commitment to achieving a workforce that values and includes diversity. Some companies using some or all of these practices include CH2M Hill, Cigna Health Care, Girl Scouts of Moingona Council, Principal Financial Group and Wellmark Blue Cross Blue Shield.

Linking Diversity Goals to Compensation

In addition to allocating financial resources and personnel to the attainment of these business plans and goals, you may also tie these goals to the performance evaluation of various levels of employees. In some companies, all employees were evaluated on the extend to which they contributed to a welcoming and comfortable place for employees of diverse backgrounds while others have attached very specific numeric goals of increasing and retaining the diversity of the employees in specific departments or business units. In some of these companies, managers’ pay, bonuses and/or performance evaluation were tied to achievement of these goals.

Some companies using some or all of these practices include R.R. Donnelley, Principal Financial Group, Salomon Smith Barney.

Visible Support of Diversity by Company Leaders

CEOs and other company leaders lend visible support of diversity efforts in several ways. You can actively recruit and maintain a diverse membership to your corporate board of directors and upper management that includes women, ethnic and racial minorities, and people with disabilities. You may also have your CEO address the employees personally or via training videos, web pages and newsletters regarding the business case for diversity as well as their personal commitment to diversity.

Some companies using some or all of these practices include CH2M Hill, Principal Financial Group, the Des Moines Public School District.

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