Since one cannot solve problems that one doesn't know exists; know the law, the standards that define one's obligations, and the various barriers to EEO and diversity. Assistance can be obtained from EEOC or your firstPRO consultant.

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Know your own circumstances (workforce and demographics - locally, nationally, and globally). Define your challenges propose solutions; and develop strategies for achieving them.

Senior, middle, and lower management must champion the cause of diversity as a business imperative, and provide leadership for successful attainment of the vision of a diverse workforce at all levels of management.

Organizations should encourage the attainment of diversity by all managers, supervisors, and employees, and structure their business practices and reward systems to reinforce those corporate objectives. Link pay and performance not only for technical competencies, but also for how employees interact, support and respect each other.

Take notice of the impact of your practices, after monitoring and assessing company progress. Self-analysis is a key part of this process. Ensure that a corrective strategy does not cause or result in unfairness.

Communicate and reinforce the message that diversity is a business asset and a key element of business success in a national and global market.

Bring everyone into this process. Help them understand that EEO initiatives are good for the company and, thus, good for everyone in the company. Include them in the analysis, planning, and implementation.

Stay persistent in your quest. Long term gains from these practices may cost in the short term. Invest the needed human and capital resources and you will thrive in the long run.