How can you develop a comprehensive diversity initiative?

No training program can solve workplace problems without being a part of a comprehensive effort, including policy statements, management follow-through, audits and programs to enhance employee commitment. Therefore, diversity training must be a part of a total management effort, or the training wastes company resources and may be counter-productive. Consider the following when designing and implementing diversity training programs:

• What are the training objectives? It is reasonable to expect that, as a result of diversity training, that there will be a reduction in resistance and backlash among the workforce and an increase in commitment to the company's goals. Diversity training will not change the policies and practices of the company, nor will training alone change the company's culture.

• Do you have management support? Diversity training must be championed by management at every level. There must be a genuine commitment that diversity makes good bottom-line sense and position the organization to compete more effectively. Do not start diversity training at the entry-level of the organization. If senior management believes it is too busy to take diversity training or suggests that it should be exempt, expect that your diversity training initiative will fail.

• Is diversity part of an overall plan? Diversity training should be one of several initiatives to underscore corporate values and ethics, including mission and vision.

• Is diversity training mandatory and comprehensive? Require that employees have diversity training. Do not make diversity, ethics, safety, quality or sales/product training voluntary. Diversity training should include the highly visible categories (gender, race, national origin) and the not so obvious distinctions (sexual orientation, culture, disability, education) that may operate within the organization to unfairly stigmatize individuals.

• Has accountability been established? Include a discussion of accountability in diversity training. Make clear that every employee is held responsible for his or her actions. Underscore that decisions in the workplace must be based on sound business reasons.

• Evaluate and follow-up. Make sure that each session is evaluated and that there is follow-up after each session. Provide a way for employees to respond to training issues and discussions.