10 Diversity Questions to Help Shape Your Company's Diversity Plan

If I were the company Chief Executive Officer, and my multi-million-dollar salary was contingent upon having a very successful diversity & inclusion strategy, what would I do to make that happen?

Do we have significant representation of diverse groups at the senior management levels of the company as well as the entry and middle management levels?

What incentives do our employees have to ensure we are successful at our diversity & inclusion strategy?

Have we clearly communicated the benefits of diversity for our company and our employees?

Are our incentives strong enough? Are they linked to employee compensation and promotion?

Do we have a solid plan for evaluating the diversity contributions of our employees?

Do we have the right consultants or other persons in place to assist us in getting diversity & inclusion right?

Have we made it clear that we fully expect our employees to behave in a manner that supports our diversity & inclusion objectives?

Have we adequately communicated that unlawful discrimination by our employees is unacceptable and will result in termination?

Is our strategy real, or is it merely window dressing, designed to make people think we are serious when we are not?

Have we conducted focus groups with our employees (minority and non-minority groups) to obtain their perspectives on diversity – the good, the bad, and the ugly?

Have we properly communicated to our employees that diversity is another way we are making sure that our employees are able to maximize their success at our company?