For organizations to value diversity and inclusion, top management must be committed to it. The commitment is clearest when it is embedded in organizational strategy, as well as in the life and culture of the organization. Company leadership should dedicate time to work personally on diversity and inclusion initiatives.

A true diversity strategy should encourage all employees to contribute their unique talents, skills, and expertise to the organization’s operations, independent of race, gender, ethnic background, and any other definable difference. A high-impact diversity initiative is for top-level organizational leaders to hold managers accountable for diversity results at all levels. Accountability for diversity results when achieving diversity objectives is included in performance evaluations and when compensation is linked in part to achieving diversity results.

An essential initiative for building a diverse work force is to recruit and retain members of the targeted minority group. Efforts at recruiting a culturally diverse work force must be supported by a leadership and management approach that leads to high retention. To increase retention rates, diversity consultants advise employers to strengthen cultural training programs, recognize employees’ hidden skills and talents, and give diversity committees clout with top management.

Retaining employees is also a function of good leadership and management in general, such as offering workers challenging work, clear-cut goals, feedback, and valuable rewards for goal attainment. Mentoring is a key initiative for retaining minority group members, as well as for facilitating their advancement.