Reasons why organisations are not succeeding in successfully managing diversity
| Reasons | What should be done? |
| Diversity management is not seen as a strategic business imperative. | Integrate diversity into other strategic objectives and meaningful performance management systems. |
| Management and leadership styles are not conducive of managing diversity. | Agree process and measures at board/top management level. Presentation, critique and ultimate agreement of departmental action plans by top management and representative committees. |
| Organisations do not know why they embark on diversity interventions. Thus, they do not have a clear objective in mind. | Clearly define the business case. This means moving from compliance to understanding that effective diversity management means significant market share. |
| Organisations do not have the full support of leadership when it comes to managing diversity. | Obtain visible, consistent top management commitment. |
| Organisations do not always highlight the business reasons for eradicating unfair discrimination. | Communicate the business case, the process and performance measures; anticipated outcomes and timeframes throughout the organisation. Diversity management is entrenched in the performance cycle through to the retention of key talent. |
| Internal diversity is not managed in a clear and meaningful way. | Measure and rank departments on their status with respect to the qualitative and quantities aspects of diversity. |
| Individual development plans are not developed or inclusive and supportive of the diversity climate. | Compile individual diversity action plans. |
| Diversity plans are not monitored on a regular basis. | Use audits and rankings when compiling action plans - this should include timeframes and measures. |
