Developing and maintaining a diversity plan that not only satisfies affirmative action, but also surpasses all expectations of true diversity is not an easy task. There are many hindrances in the process, but organizations are utilizing a variety of approaches to create a successful diversity initiative within the workplace.

Another hindrance to including diversity in the business plan is the large number of companies that are run with a top-down hierarchical style. This particular style dictates all the rules and regulations with very little consideration for decision making by the employees. "It’s quicker, cleaner, and much more efficient. That is why people continue to cling to it, especially when things get rough" (Helgesen, 101). The hierarchical structure permits a rigid, straightforward approach to business dealings. With this type of business approach, companies seemingly believe in the old saying "if it’s not broke, don’t fix it." However, because of the rapid growth of diversity in the workplace, this attitude can no longer be effective or even tolerated. Many companies have a high number of employees who are "set in their ways". Perhaps, the employees have been employed with the same company for decades or maybe, the employees know only one way to do business. These employees must be given the opportunity to expand their realm of thinking. Unfortunately, the hierarchical structure creates an atmosphere where employees may fear challenging higher authorities. The job security or job status may be at stake if an employee goes "against the grain" and proposes a change in how business is done. Therefore, the breakdown of the hierarchical structure must be accomplished in other forms. The needs of society, in general, have a great effect on the business style of an organization. Unions and other organized groups may also have an effect on how business is conducted. Organizations must have a check system in place that continually analyzes policies and updates procedures in order to stay abreast with the current business trends.

Another factor that affects the incorporation of diversity in the workplace is awareness. Legally, there are policies in place for organizations to adhere to in regards to affirmative action, disability accommodations, and promotion of minority employees. However, there are no set policies for organizations to follow regarding all of the "not so obvious" factors of diversity such as attitudes, morals, learning styles, communication styles, beliefs, and values of employees. Organizations must explore the entire realm of diversity. When an organization encompasses all perspectives of diversity, then the determination of which aspects require immediate attention and which aspects can be worked in to the business routine over a period of time becomes evident. There must be a constant ongoing effort to promote diversity in the workplace. "Genuine success does not come from proclaiming our values, but from consistently putting them into daily action" (Blanchard/O’Connor, 73). Organizations must "arrive at an atmosphere where the move toward change and diversity cannot be reversed" (Helgesen, 124). A strong foundation of awareness, understanding, and acceptance of diversity must be accomplished in order to create a business plan that includes all aspects of diversity.

Once a diversity business plan is set into motion, employees must be required to participate in the implementation of the diversity agenda. Diversity involves every person individually, as well as the organization as a whole. At this point, diversity among employees begins to take a role in the new attitude towards the workplace. The organization must confront its already diverse workforce, which comes complete with people who represent all of the core aspects of diversity, as well as the "not so obvious" factors. Organizations must take into account the different values, morals, attitudes, and beliefs of its employees in order to create a healthy working environment that promotes diversity.

Organizations utilize many ways of approaching an employee in order to encourage the employee to co-operate and fully support the diversity initiative. The personnel department in many companies has a written policy on file for each new employee hired. The written policy requires a signature from the new employee and becomes part of the agreement to commit to the diversity initiative.

Since diversity is an all-encompassing topic, more and more organizations are realizing that training is a key factor to the success of its employees. Organizations must provide training for employees to help implement the new way of doing business. Diversity must be included in all levels of the organization. Whether the employees are in senior level, middle level, or lower level positions, the positive affects of training employees will promote the organization as a whole. Employers and employees that are given the opportunity to see the world in a different light contribute a great deal to the success of the organization.

Some organizations rely on outside consultants to step in to the company and administer diversity awareness and acceptance to all employees. To insure the success of this option, follow up sessions should be scheduled and guidelines should be provided for all employees.

Oftentimes, companies form diversity management task force groups within the organization. Organizations may hire a professional consultant to train the task force group members, who in turn may, then, be instructed to organize and produce written data that incorporates the diversity issues in the current workforce. This process also allows the organization to draw off of the talents of their own employees who have a greater knowledge of the inner workings of the organization. Task force group members may also be given the opportunity to facilitate interagency training sessions within certain departments of the organization. This approach not only benefits the group member by increasing individual knowledge and skill, but also allows the organization to gear the diversity initiative directly towards the issues in the workplace that must be addressed.

Another hurdle in the quest to develop and sustain a strong diversity initiative is accountability. Leaders in the organization should hold executives, managers, and supervisors responsible for achieving results within their departments. Executives, managers, and supervisors who have received appropriate training through the organization, or otherwise, have a responsibility to develop the diversity initiative in their own departments within the organization. When this is done, then the organization should formally recognize the accomplishment of a highly motivated, productive employee. To further facilitate the diversity initiative, goals should be set for the future achievement. This type of positive acknowledgement encourages employees to continue towards the diversity initiative and creates a positive work atmosphere.

When the working environment fosters diversity, then every individual involved in the organization, as well as the organization itself, will benefit positively, in some way. Analysist maintain that managing diversity promotes:

• Increased productivity and better services and products
• The ability to draw from a wide pool of talent
• New ideas, inventions, and creativity among employees
• Educational opportunities for individuals
• Empowerment where people work better as a whole
• A sense of social responsibility
• Personal growth and career advancement opportunities
• Communication
• Respect and teamwork
• Access to new markets and an understanding of the new market
• Overall cooperative work efforts
• Motivated and committed workers

The tremendous growth in the diverse population of society has forced diversity to become paramount to the success of every organization. There are many difficulties to achieving complete diversity, but through constant commitment and analysis of policies a nd procedures, diversity can prevail. "One of the most important goals of a diversity program is to become ingrained in the culture processes of the organization and to sustain it over time" (Carr-Fuffino, 173). All organizations need to achieve an understanding and acceptance of diversity issues. In order to be successful and competitive in the future, organizations must train employees to understand, accept, value, participate, and own their actions in the diversity initiative.

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