Your Organization’s Diversity Management

By Ronald Adler, CEO, Laudrdan Associates, Inc.

As organizations begin to recall their employees and recommit to creating a non-discriminatory workplace environment, a number of key issues need to be considered. Your assessment of your organization’s commitment to equal employment opportunity should include:

1) ALIGNMENT. Your EEO, diversity, and inclusion objectives, policies, and practices should be aligned with your organization’s strategic, business, and talent management goals and objectives. Without your organizational commitment, little effort and few resources will be expended by managers, supervisors, and employees in achieving a discrimination-free workplace. Research has found that alignment is a much stronger motivator of achieving EEO, diversity, and inclusion success than is the requirement for legal compliance. In assessing your EEO, diversity, and inclusion activities, you should assess the alignment with your organization’s strategic and business objectives and business imperatives. As noted, alignment with your business objectives and policies is critical for success.

2) CONGRUENCE. Your organization’s culture, core values, and ethics provide your employees with a barometer against which their behavior, conduct, and activities can be compared. If your culture, core values, and ethics do not act

See Diversity Managment Page 32

About the author: Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resources management consulting. Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resources management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR, and unemployment insurance cost management. Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations. Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool — now in the tenth edition. g firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR, and unemployment insurance cost management. Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations. Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool — now in the tenth edition.

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