st Global
Survey Findings
For the past two years, almost every conversation DiversityInc has had with chief diversity officers included a fervent request for an assessment of global diversity-management best prac- tices. This request even came from companies without strong lobal presences because they recognized the impact on the U.S. economy and their business.
While individual corporations and academics had looked at small pieces of
what was occurring—and not occurring—globally, no one had taken a comprehensive look at global diversity management.
We began our initial effort with the understanding that this was a first step in
a multi-year process in which we will delve more thoroughly into both current
diversity-management initiatives in countries and regions, cultural-competency
issues, and recommended metrics and solutions. Our next research, beginning
this spring, will focus on comparing in more depth U.S.-based companies with
European/Asian/Brazilian operations versus companies based in those countries.
Full results of that research—and this initial research—are only available to sponsoring companies.
For our first round of research, 11 sponsoring companies from eight distinct in-
BY BARBARA FRANKEL
124 DiversityInc
