As diversity consultants we:

• Understand all the dimensions of diversity and their impact on the work environment.
• Have worked on and continue to work on our own biases and assumptions.
• Are able to push our clients beyond their comfort zones and are willing to go beyond our own.

There is a common misconception that diversity is only about race or that it is affirmative action or EEO. It's a mindset about creating an inclusive organization where all people are allowed to do their best work. It's a long-term business strategy that includes all systems and processes of an organization, while affirmative action and EEO have more to do with laws and eliminating discrimination in hiring based on race and gender.

When diversity consulting became "popular" in corporations over ten years ago, a lot of trainers and consultants jumped on the bandwagon, but fell off fairly quickly. They saw it as another subject to teach and didn't understand why companies didn't change or contracts didn't last. That's because if the diversity initiative is not tied to the bottom line, and integrated into all aspects of the business strategy, it will fail. Organizations do not want to throw money into programs or processes that will not benefit their business in some way.

There are several reasons why companies should call in a diversity consultant;

• they understand the competitive advantage that having a diverse workgroup gives them and want to hire and keep the best people
  
• open up new demographic markets
  
• involvement in a lawsuit

Oftentimes clients think they can do a quick fix and simply have all employees go through diversity training. In our role, our first step will be to help you see that it is not just a training issue. We will meet with your decision makers, review their business goals, and show them how a diversity initiative will create new business opportunities and help them achieve their goals.

Just because someone is a CEO, and their company is profitable does not mean that they are aware of their organizations' diversity issues.

After you get clarification of your business goals, the next step is to conduct a cultural audit to identify key areas for the diversity initiative. Some organizations may balk at the idea of surveys, focus groups and interviews, but it is a waste of money and time to do training without knowing where to focus. Training may not even be the solution. You have to examine all your systems and processes from recruitment, hiring, performance evaluations, promotion, and marketing. As you address each of these its crucial that as in any consulting relationship, that we establish a process for feedback and communication.

Your managers will see that it will make their business more successful, no matter what the motivating factor is. Denny's became involved in diversity because of a lawsuit and fell under a consent decree. They brought in Jim Adamson as CEO who championed diversity, throughout the organization. Denny's is now considered one of the best organizations in terms of diversity.

Employees become more open when they are involved from the beginning, and understand how they benefit from any diversity effort. 

Changing demographics, new people entering the workforce and conducting business globally mean that old ways of doing business won't always work. Organizations that can utilize the potential of all employees and that can market to different segments will be the ones that last and grow.

There is a large population of individuals that cannot find work out there because of prejudices and old school philosophies.  Hire a qualified employee from that group and you will not only get a productive employee but you will get intense loyalty and gratitude that will reduce your retention dollars and add directly to youor bottom line.