What is the difference between diversity strategies that engage the workforce and those that don't? Businesses that truly support diversity link it to the company's vision and mission. They incorporate diversity into their recruitment, promotion, reinforce the value of diversity in hiring, and they are committed to diversity education. “Successful [strategies] will enable participants to leave with an understanding about the relationship of Diversity Management to their organization's mission, vision, strategy, and culture.” [1]

For these diversity strategies to be effective, the leaders must incorporate diversity as a meaningful tool that impacts each part of your leadership and employee population. The responsibility to demonstrate a respectful and positive approach toward diversity falls on the leadership team. Therefore, diversity efforts must originate at the top. A study of management teams identified diversity as the single most important attribute for achieving organizational growth.[2] One of the best ways for an organization to affirm that it has sufficient diversity is to ensure that the leadership team is comprised of individuals with varied sets of skills. __________________________________________

[1] Thomas, R. Roosevelt. (1996). Redefining Diversity. New York, NY: AMACOM Books. p. 73.

[2]Weinzimmer, Laurence G. (1997). Top Management Team Determinants of Organizational Growth in a Small Business Context: A Comparative Study. Journal of Small Business Management 35, no. 3. 1–10.

Lieutenant Ken Rice is an Active Duty Naval Officer stationed in Norfolk VA. He is currently assigned to Commander, Naval Surface Force's Warfare Requirments Directorate as the FORCEnet Requirements Officer. Lieutenant Rice is responsible for the program analasys and budget oversight for Information Technology Transformation for the Surface Fleet. He is currently enrolled at Regent University working towards a Doctorate in Strategic Leadership.

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