function. It happens in the offices, in the field, in the
everyday course of doing business as we develop our
employees’ talents and skill sets, providing them with
real-life work experiences that stretch their capabilities
and help them learn from others.
As managers, we must help all of our people find
their niche in the organization based not only on their
skills but also on their passions. And we need to make
sure that when we staff projects, we do more than consider the needs of the client—we also need to look carefully at the needs of our people: Will the task stretch
them in the right direction? Move their career forward?
And we must encourage our people to build the formal
and informal networks that help them build important
relationships while getting their work done.
Marrying Corporate Culture and Diversity
Every company that says it is dedicated to diversity
needs to ask themselves a few hard questions: Does our
corporate culture really accept the differences it invites?
Do we really embrace the different perspectives that
come from increasing our commitment to recruiting
minorities, or do we secretly think that it’s all just the
“politically correct” way to act?
We need to answer these questions honestly,
because change cannot take hold if it’s promoted on
one side of the organization and stymied on the other.
The key issue that companies have to tackle is
integrating diversity and inclusion into their DNA.
For me, that means we have to make sure diversity
is an intentional part of every recruiting decision,
every team assembled for an assignment, every
educational opportunity, every promotion and every
To be successful, this process needs to be driven
from the top, with real buy-in at every level of
management. Diversity is not something you do on
the side—not if you want to be successful—and it
can’t be separate from the “real” business of the firm.
If you want to be competitive, you have to have a
diverse and inclusive work force—period.
Winston Churchill once said: “The price of
greatness is responsibility.” He was talking about
how to ensure greatness for a country, but I think it’s
just as true for a company. If we want our businesses
to remain competitive, if we want our companies
to be great idea generators and problem solvers
for our clients and great places to work, we have a
responsibility to ensure that diversity and inclusion
now & get this
11"x15" poster of
Facts & Figures
• DIversityInc magazine: Full of management advice,
career information and best practices
• Membership to DiversityInc.com
• Interviews, diversity management
advice, special career advice and our spin on the
• Access to our monthly diversity Facts & Figures
you need for research and presentations
• The DiversityInc Top 50 members-only content
• The DiversityInc Best Practices
And the Winners Are...
Fod L n’
o io s
No. 1 Daytime
Go to www.DiversityInc.com/aminposter
AND JOIN TODAY FOR ONLY $19.99