Abstract

Research on diversity management highlights limitations in current programs that are often implemented without identifying the need or relevant scope prior to implementation. We designed a diversity initiative based on an analytical approach to identify the needs of the employees and in turn evaluate the initiative’s effectiveness in increasing a culture of inclusion. Our model uses a change process to translate diversity goals into practices and techniques that can be used by employees in their daily activities. An initial assessment was used to evaluate employees’ perceptions, behaviors and awareness about diversity. The results were used to develop a diversity initiative within the division. A follow-up assessment was administered to evaluate changes in employees’ perceptions, behavior and awareness about diversity after participation in the diversity activities. Comparisons of the follow-up assessment to the initial assessment as well as to participation in diversity activities showed an improvement in the work environment. Results from this study provide evidence that our strategy improved managers’ and employees’ awareness, behaviors and perceptions about diversity. The components of our strategy, partnered with our implementation process provide a model to facilitate change in diversity that minimizes the shortcomings of diversity management in applied settings.