Diversity in business today makes good sense. Unfortunately, many companies don’t manage their diversity initiatives effectively, resulting in the one thing they were aiming to avoid: Discrimination.

      When businesses use diversity to understand different types of customers, develop products or services that are competitive, and gain insight on future industry trends, they’re using diversity initiatives correctly. However, when their diversity program turns into a quota system and hiring managers overlook key talent just to meet a number in a spreadsheet, that’s when the bottom falls out. So if your diversity program consists of saying “We need X number of women (or Hispanics or Asians or African Americans. You get the idea.) in our company” then you’ve lost focus on the real purpose of diversity initiatives and you’re setting yourself up for lawsuits.

      One of the main problems with many diversity programs is that managers get credit for bringing in outsiders-those future superstars who rarely work out. They then spend time and money training these newcomers and teaching them the industry. Since these diverse candidates are highly sought after in the job marketplace, chances are high that they’ll quickly leave in pursuit of the next great opportunity well before your company has seen any return on the investment you’ve already made in them.

      The fact is that true diversity goes beyond a person’s race, ethnicity, or gender and actually includes a person’s ideas, opinions, and technical expertise. Use the following guidelines to ensure your diversity plan encompasses the total package a person brings to the table and to make your diversity initiative both effective and productive...

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