Avoid taking only a cosmetic approach to diversity. Dont join clubs that discriminate against or deny membership to women or any minority or religious group. And dont associate the name of your organization with such institutions. Finally, dont wait to be legislated into adopting a diversity strategy. You want your employees and customers to see you as being out in front on this issue. They wont, if you have to be forced by government or public opinion to embrace it (Poole, 1997, p. 9-10).So what should you do? First, establish your core values as an organization and use this as a foundation on which to build you diversity strategy. Once youve developed that strategy, communicate and reinforce its messages and principles constantly to your employees, through newsletter, special publications, videos, speeches, e-mail, seminars, workshops, whatever. Remember youre changing the culture of your organization, and that is a very long and painstaking process. You must champion diversity personally. Embrace it. Live it. Talk about it. Believe in it. Without commitment diversity will not take root in your organization. Celebrate diversity. Sing its praises. And make it fun. Make an annual event out of celebrating diversity. Recognize and honor employees who practice diversity. That kind of recognition sends out a powerful message that your organization is committed to diversity. And dont forget to measure. Measure. Measure. You wont know if youre making progress with diversity unless you chart that progress (Poole, 1997, p. 10-11).ConclusionFor true equality to happen there needs to be a lack of focus on race, gender and other differences, and an increased focus on a persons capabilities and on a system that supports diversity. Only this approach will create a process that is naturally equal for everyone (Rasmussen, 1996, p. 178).Keep in mind that diversity is more than just equity. Its the whole spectrum of attributes,...
