How to fashion workforce to match big, wide world

Both suggest that the pursuit of diversity in the workplace should be the concern of every business owner.

Here’s one good reason beyond the big words or any feel-good sentiment: Companies that get to know their diverse workforce will better understand their diverse customer base.For local companies, the question that remains is which businesses will recognize the new face of America and make the changes necessary to succeed.

Diversity is defined as the quality or state of being different. These differences are associated with race, age, gender, culture, job function/title/experience, ability (physical and mental), ethnicity, personal style, religion and affiliation (social and organizational).

Diversity is about creating a lasting culture change. Making progress around diversity involves changing your business culture to one of inclusiveness and respect.

It starts with evaluating organizational values and engaging employees at all levels in creating change.

To sustain this change, companies must have an ongoing strategy for managing diversity, strong accountability measures, and constant assessment of processes and systems that may be impeding progress.

Whether you are putting together a new business, or are trying to modify your current organization, starting a diversity initiative requires attention to five key factors.

First, rough out a plan
Every diversity effort starts with a busineswide diversity plan. Write it down and include a timeline that fits your business model.

If you are very small (fewer than 10 employees), you could probably execute your plan within 12 months. If you are larger, it is common to take a multi-phased approach over a few years.

The most successful efforts at establishing diversity deal with it as a strategic business issue and approach it as one would any business-planning task. So if you know how to do a marketing plan or a sales plan, use the same process for creating a diversity plan.

Next, set strategies
Here’s a question to start the process: “What will success look like for my business?” Take the following into consideration:

• Leadership. As the owner of a business, make it clear that you, along with any other executives and managers (at every level) will own and lead diversity in their areas of responsibility. Be sure that it is part of their job description to lead the charge and walk the talk.

• Environment. Through your leadership, create and foster an environment where people understand and accept diversity as a way of achieving business goals. Incorporate diversity into the language and fabric of your organization.

• Acquisition. Spread the word among staff, especially to employees in human resources and recruiting, that seeking diverse talent is a priority. By communicating this to the appropriate staff, you are further encouraging all hiring managers to seek diverse talent.

• Deliver. Don’t make the diversity initiative just another business goal that is talked about, but not realized. Follow through on each objective and tactic. If a method you have picked isn’t working properly, refine your approach.

Don’t try this alone
I recommend that business owners create a diversity action team to help guide the organization toward the diversity goals and to establish diversity-guiding principles.

By using a team approach, you are also empowering your employees to further build out your organization, and so creating loyalty to your business and your initiatives.

Education’s important
Deliver ongoing and consistent diversity education and awareness training for all of your employees. Make it a quarterly endeavor or plan a retreat each year.

Whether you hire a consultant, or do off-site training, education about diversity will be a key facet of promoting and encouraging it among your staff.

Don’t forget, diversity is about age and many other differences.

Measurement a must
Diversity can be measured globally or by specific goals (number of people in different ethnic groups, for example). Measure at regular intervals — for example, each quarter if appropriate. Of course, you can only measure your progress if you recorded your baseline when you started. And you can only know if you succeeded if you set goals to reach in the first place.