Comments on: Best Practices to Get Budget for Your Diversity Departments

By: Anonymous

Anonymous — Wed, 04 May 2011 14:21:07 +0000

That’s all very interesting … but I missed something:

How do you measure (demonstrate) the return on investment?

By: Anonymous

Anonymous — Wed, 04 May 2011 10:45:11 +0000

Wonderful article and the timing couldn’t be more right. Although my field of work primarily focuses on the development and implementation of learning tools to raise awareness ot diversity related topic and develop our diverse populations, I catch myself asking, “what is ROI on these efforts”? Aside from this I am wondering, when you write of Stage 2 which includes increasing engagement and productivity, decreasing regrettable loss, increasing quality of labor pool, reducing exposure to potential liabilities (law suits) and ease of recruiting top talent, is there data to support this? How much of an increase in engagement and productivity would one expect? What impact does this have on attrition and recrutitment? Is there research that supports this? Many thanks!

By: Anonymous

Anonymous — Wed, 04 May 2011 10:37:30 +0000

When I facilitated diversity classes they were geared to corporate diversity. I always added the personal element, hoping everyone would take it home to rethink their attitudes towards neighbors and people they did not know. So often, one dislikes someone because they just don’t have the right look.

By: Anonymous

Anonymous — Thu, 14 Apr 2011 12:22:01 +0000

A useful and thought-provoking article; but an article that is directed toward for-profit organizations. It would be helpful if you could write an article that is directed toward non-profit service organizations, like a department in the federal government. Instead of focusing on the profit margin, you could discuss the importance of diversity for recruitment, accomplishment of your organization’s mission, and the ability to reach those who use your services.

By: Anonymous

Anonymous — Mon, 28 Mar 2011 17:02:17 +0000

Great article..but question…what role does HR play when human-resources-based people are replaced by revenue-driving partners when it comes to handling a company’s diversity program?

Also how can I be sure I get to see the response to my question..will it be emailed to me or…what do you suggest to make sure i don’t miss it? Thanks, Dr. K.

By: Anonymous

Anonymous — Wed, 16 Mar 2011 04:32:55 +0000

Thank you for the informative article. What are best practice companies spending annually on diversity programs?

By: Anuar Miah

Anuar Miah — Wed, 09 Mar 2011 08:07:22 +0000

What do you say to companies who says they do not have the budget to spend. I have come across HR department who give you or direct you to their website about diversity/equality policy. But that statement is standard for all the companies – they do not show any evidence what they have done or doing to become an equal opportunities employer.

By: Anonymous

Anonymous — Tue, 08 Mar 2011 11:28:03 +0000

Please define what diversity management efforts should look like for an academic health science center- considering both students and employees.

By: Anonymous

Anonymous — Wed, 23 Feb 2011 12:26:54 +0000

This is the first time that I have seen an article that both clearly articulates and elaborates on what is often identified as “The Business Case for Diversity”. It also concretely identifies “who’s in control” of Fortune 500 companies (or large business entities), and why it is such a challenge to have CEOs and their management teams to either entertain the concept of diversity as “value added” to product, service and profit, or to challenge them in the risk of “thinking outside of the box”, meaning thinking in non-traditional and potentially stereotypical ways to not just be inclusive, but to genuinely raise profile and profit to their product or service. I enjoyed this article immensely.

By: Anonymous

Anonymous — Thu, 17 Feb 2011 07:36:16 +0000

What do you mean by “get budget” in item 2 of the article?
Its mentioned again as “getting budget” in the last paragraph.
Are you talking about corporations designating dollars or creating a budget for a “Diversity Program”?
I may be one of those you consider obstenately oblivious.