1. Components of Leadership for Diversity Articulates a vision Changes behaviors Changes organizational structure/design Strategic integration of diversity management with other business objectives Communications strategy Management philosophy Leadership for Diversity: Cox Ch 3

2. Top down leadership Ensure succession planning involves diversity mgt Multiple leaders needed Leaders at various levels of organization, and for different units must be involved Leadership cannot be delegated Diversity steering committee should not have more than 2 HR representatives Chair of committee should not be HR officer External diversity consultant should communicate with important operational leaders Nature of Diversity Leadership

3. Including employees of different cultural and social backgrounds at ALL levels Use pluralism to acculturate new employees Informal networks & mentoring should involve employees of ALL cultures & social backgrounds Eliminate bias based on cultural or social identities Minimize conflict based on group identities Components of Vision

4. Leader models new diversity-competent behaviors Leader has credibility in diversity Include diversity competent behaviors in performance appraisals of leaders Use tools to identify diversity-supportive and anti-diversity behaviors Additional diversity-competent behaviors on Table 3.1 Behavioral Change on Leader’s Part

5. Full time corporate officer for diversity Reports directly to CEO Has support staff of 2-3 Corporate-level diversity steering committee Local diversity task forces (can be permanent) Ensure corporate officer/steering committee lasts for 2-3 years Mainstream corporate officer & steering committee functions within this time Change in Organizational Structure

6. Diversity Steering Committee Should have highly influential decision makers Members have personal interest in change effort Members are knowledgeable or be willing to learn about diversity Members are willing and able to devote a time Should reflect diversity of workforce Less than 10 Should not exclude majority group members Should not have more than 2 HR representatives Should not have people with no credibility on diversity Change in Organizational Structure

7. Alternate Structures Integrate diversity management functions into various business units rather than appoint corporate officer Job description of Head of HR involves a significant amount diversity-related duties Ensure adequate resources available to those who have additional diversity-related responsibilities Change in Organizational Structure

8. Integrate diversity strategy with mission of organization Employees understand why/how managing diversity affects organizational goals Long Timeframe Communication to members that diversity related change takes 7-10 years Strategic Integration

9. Include managing people as part of business strategy Specify managing diversity as part of people management strategy E.g., training in team building should include role of diversity in teams Changes in recruiting criteria can incorporate diversity Strategic Integration

10. Specify how to communicate and coordinate Members involved with different aspects of the people management strategy communicate with each other, or to corporate diversity steering committee Corporate diversity officer should communicate and coordinate with those involved in the people management strategy Strategic Integration