Implementing a Workable Diversity Program
Implementation is a key part of your diversity plan because after assessing your company’s needs and desired outcomes, you are putting the plan to work.
There are quite a few ways to implement your program. Two very common methods of implementing a diversity plan are the “top-down” and the “bottom-up” diversity initiatives. Top-down diversity initiatives begin with implementation of the program starting with the people at the top of the organization. This method can be very effective in smaller companies because it shows that management has a vested interest in diversity and the people with whom they work. Top-down diversity initiatives encourage leadership development, training, equal employment, retention, and linking of diversity to business goals.
In larger companies, a top-down diversity initiative can be misconstrued when it gets to the bottom. When the message reaches employees at the bottom, it is often seen as quotas and preferential treatment for certain groups, while those who are not members of those groups will be left out. It can also be seen as resources wasted that could alternately be used for raises and promotions for those at the bottom. On the other hand, bottom-up strategy includes community building and encourages accountability, inclusiveness, and ownership. It also directly links diversity to business strategies. The best approach to the top-down or bottom-up strategy is to have a combination of both.
A combination of a top-down and a bottom-up strategy is effective in most companies because it is inclusive of all employees and management. Management will have their diversity initiatives that are more formal and written, while also working to encourage and support the diversity initiatives for their teams. Employees will gain more responsibility and understanding of diversity and the reason the company is investing in it.
Following are suggestions to help smooth the implementation:
- Define specific activities and actions, including timetables; do not set quotas.
- Communicate to all employees the company’s diversity goals and desired support.
- Allocate responsibilities to all levels of managers and their teams.
- Make sure that resources are available for management and their team members in the event that questions and concerns arise.
“The vision will not be realized if the plan doesn’t ensure that everyone is involved.”
from “Top-Down vs. Bottom-Up: Successfully implementing Diversity Initiatives” by Mary Frances Winters.