BY LUKE VISCONTI
Irecently completed purchasing the shares of my former business partner, Foulis Peacock, and am now the sole owner of DiversityInc. This is the end of a process that began when he left the company last December. Foulis is starting a new venture and I wish him the best of luck. Without him, there would
not have been a DiversityInc and I’ll always look on our long business partnership fondly. I’ve decided to
evolve our business to focus almost exclusively on the science of managing diversity. We launched senior-level events last year and they have been a resounding success in the marketplace. What makes our events
unique is having our audience seated at roundtables where professionally facilitated discussions elicit
ideas stimulated by the presentations of vetted subject-matter experts.
We also launched DiversityIncBestPractices.com, a management-only web site that takes a deep dive
on monthly management themes, such as recruiting, employee-resource groups and engagement. We
also release research reports; for example, our recent report on specific diversity-accountability language
in managerial reviews. We also have a soon-to-be-released groundbreaking survey on global diversity
management. Barbara Frankel, our executive editor for almost a decade, is in charge of this web site and
also heads up our benchmarking service. She and I are constantly on the road delivering benchmarking
debriefs, as that part of our business is up almost 50 percent this year.
We’ve re-launched DiversityInc.com with better web-publishing technology. You will see us focus on two
areas: diversity-management information and career advice. The career center on DiversityInc remains
the largest independent and most successful diversity career center.
Finally, starting with our November/December issue of the magazine, we’re moving to a larger physical
size and heavier weight, post-consumer recycled paper. I’m committing to a minimum folio size of 122
pages for each issue—you won’t be able to slip DiversityInc under the door. Content will be much more
management focused and will follow the monthly themes on DiversityIncBestPractices.com (please visit
www.DiversityInc.com/editorialcalendar). Each issue will be designed to be a reference for future use.
Given the reduced appetite for print among readers, we will publish five issues in 2010, but each one will
be a keeper. As we do currently, each issue will also be online at DiversityInc.com.
Our next move will be transformational: By the time you read this, we will have started engagement
surveys. In combination with the data we have on diversity-management best practices from the
DiversityInc Top 50 process, we will be able to measure disparities in perception—and we will be able to
tell you how companies can best close that gap in ways determined by measurable results. Considering
that by 2016 more than 70 percent of the U.S. work force will be women and/or Black, Latino and Asian,
having this knowledge will be a core competitive advantage.
Productivity and innovation are dependent on engagement—managing to equal engagement is the true
business case for diversity—and we will be the first company to be able to document that. Although we will
not use engagement data in The 2010 DiversityInc Top 50 Companies for Diversity®, it will be a factor in the
2011 competition, making our list even more sophisticated and accurate.
I will close by saying that this has been a very difficult year economically; however, I’m seeing stabilization
and I think 2011 will be better. Dire predictions for the death of diversity programs have not come true.
The stature of diversity management will improve with the quality of supporting data.
Luke Visconti, CEO