When we talk about “diversity” we often think about the USA. Why? Because this is where you find most books, networks and magazines about the subject.
In ORC’s experience, one of the most challenging aspects of implementing a successful diversity initiative is finding the right measures. sometimes, in their desire to provide data, organizations lose sight of why they are measuring in the first place.
A women of Indian origin works for one of my clients, a large insurance company in the Midwest. She has lived in the United States more than five years and was recently promoted, but she had expected to be promoted at a much faster pace, as indeed she had been back home in India.
Once upon a time, diversity was regarded as a matter of employment equity or affirmative action…an idea now as outmoded as cassette tapes. In today’s world, a diverse workforce is widely regarded as a key business imperative and should be incorporated into every organization’s strategy.
Due to market pressures, the business of law is migrating from an informal partnership structure to a more centralized, corporate management structure. Effective administration of processes like marketing, finance, and diversity management can be a qualitative differentiator in the marketplace.
Do you know what you need to create an action plan for shifting from diversity management to inclusion?
As a start, a common definition of “diversity” and “inclusion” is needed. Diversity means all the ways we differ. Some of these differences we are born with and cannot change. Anything that makes us unique is part of this definition of diversity…
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- RT @CatalystInc: Move over, I know thereâs space for women like these on your corporate board! http://t.co/ehfA8JmF 9 hours ago
- No Free Lunch for Minority-Owned Businesses http://t.co/NI14H6mn #diversity 11 hours ago
- Linda Jimenez, #WellPoint CDO, is Inspired to Live by the Words of MLK. http://t.co/FrRIJr5d #diversity #mentoring 2012/02/21
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