Diversity implementation should be visible at and from the top – we’ve got to talk the talk, and walk the walk.

What is the diversity makeup/breakdown at the executive level, top management level, middle management level, lower level management and any non management levels?

Why are the different levels so different as it pertains to the diversity makeup?

What was the makeup/breakdown before the diversity program initiative?

The beauty of this question is that, regardless what answers are provided, the upshot is that, in order to achieve one’s goals, one is going to need support from others and understand that, to others, that person is among “the others” looking for support back.

In other words, achieving goals requires helping others achieve their goals as well. An environment that is supportive of individuals’ pursuits and ambitions is an environment in which each individual is giving to the environment as well as getting from the environment – this requires taking interest in people as individuals and recognizing that, as whole people, their backgrounds are a part of their person; in other words, it means “doing unto others as you’d have them do to you.”

Diversity rises above the colonial, exploitative position that “other people are there to be used for my advantage.” Diversity recognizes that other people are of equal worth, and are equally worthy of dignity and respect.

Any organization that understands it is only as strong as its weakest links will understand that strengthening the weakest links strengthens the entire organization more than further strengthening the links that are already strong.

Creating this thought in the context of a more theoretic framework is part of what I offer organizations to help their people “think” on their own when there is no manual to tell them “in this situation, do this. In that situation, do that.”

How ’bout: “Can you give any example where our diversity/affinity effort has either made money or cost the company? Please use examples.”