Measuring Diversity Results

Are you a diversity manager accountable for the implementation and direction of the organization’s diversity efforts? A diversity consultant working with clients to help them transition to an inclusive, high-performance work environment? A diversity trainer responsible for training all levels of the organization to make everyone more aware and to build skills in managing a diverse work environment? An executive or manager in charge of a diverse work team accountable for organizational results? A top manager searching for a better understanding of issues concerning metrics related to diversity? If you are involved with designing and implementing a diverse work environment culture in any way, you will want to read this book. Business is and always has been a numbers or a bottom-line results game. With the advancements in information processing technology, today's executive has access to a range of data which is nearly infinite in its depth and breath. There is almost nothing that a computer can't process at incomprehensible speeds. Computers are churning numbers out on sales volume, accounts receivable and payable, production efficiency, market penetration, and hundreds of other subjects including projections far the future. The numbers tell management how much something costs, how many units are being produced and sold, how long the lead time is for delivery of parts or products. They are not only descriptive, they are also predictive. In short, they drive the business. Periodically, businesses report on their progress by issuing press releases and filing required public reports with the government. Probably the most widely read report in private industry is the annual public relations product entitled the annual report. In government, one of the most widely read reports is the new budget projections. In both cases, the point is still the same....data in the form of numbers, process impacts, measurements, outcomes and/or results drive the lion's share of decision making processes in the organization. There is no escaping numbers. Without them the line departments would have little idea of their performance. Also it would be impossible to report back to stockholders and stockholders. This being the case, how does the diversity department or professional exist in this climate? This book will show you how.