Five reasons why CEOs should not hire a consultant Diversity

Those of you reading this are probably thinking that I'm some kind of right wing conservative who is against affirmative action and diversity. You may also feel that I am a closet supporter of Ward Connerly's opponent of affirmative action and founder of the American Civil Rights Institute, which in my opinion is a misnomer, both in name and mission. In fact, I am a strong supporter of affirmative action and a great supporter of the need for diversity in the workplace. It may be surprising that the diversity training and consulting Affirmative Action is part of my consulting activities. In fact, in my thesis - thanks to Michelle Obama's references to our thesis are now in vogue - I have discussed at length the need for business initiatives and diversity programs, if they wanted to be employers of choice for minorities.

So with that background of support because I do not write because you should hire a diversity consultant? It 'a fair question, and I have five - even if there are more than five - reason why I think of you as a CEO should not.

Reason One: The human resources manager said it should:

Many HR managers believe that attracting the best talent the company has to demonstrate that values ​​diversity and embraces differences. They believe that the best way to do this is to hire a consultant diversity. They mistakenly believe that those expert in the field of diversity management and with a little 'training and awareness will' get it 'and become a haven for top diverse talent to rush to work for your company. If the HR manager tells you that you need to do some training and awareness, you need to ask, awareness around this. Just what are we training people to be aware of? Your company may need to visit the theme of diversity, but as the leader of the company, you must consider how this will impact the entire organization. Doing a little ', the awareness is not going to deal with dynamic organizational problems. For the formation of diversity to be effective, must go beyond the typical areas of race, sex, and the inclusion you will have to do with the impact it has on corporate culture. To make the concept of diversity work, you will need the support of your entire management team working together to integrate into your overall business strategy. Thus, without understanding the organizational impact that diversity will have with the senior management team any suggestions from your HR manager to hire a diversity consultant now would be premature.

Reason two: The results of survey of employee satisfaction:

Employee satisfaction surveys are fascinating but not always well understood. You can get a wealth of information from them and misinterpret it could end up working on the wrong problem. If the Director of Human Resources takes you, the results of a recent poll, and he starts talking about how you see people are concerned about the lack of diversity in the company. As CEO, you need to challenge the Director of HR in detail on its interpretation of the results. Depending on what the survey was designed to measure the CEO must know the context of how data is interpreted. The results can provide an indication of a potential problem, but you need to know if this is an isolated situation, or really a symptom of deeper problems. Without further investigation would not go out and hire a consultant diversity because of a first employee satisfaction survey on time. If you feel a problem really exists, then as CEO should lead the charge to find out how deep this problem goes. It starts with you first no direct relationship with the hiring of a consultant diversity.

Reason Three: To get some magazine list:

If any member of your staff comes in with a copy of an article on how the competition has made a list Best Company for African-Americans, Hispanics, women, or any other group. They also suggest that it might be a good idea to hire a diversity consultant how your company can make the list next year. Thank you for bringing the article to your attention and if you know the CEO of the company call and congratulate them for the premium, but do not rush out and hire a diversity consultant to get on a list. As CEO, you should ask your management team because it is important for the company to be in some magazines best places to work list. How about this list is going to contribute to profitability and increase customer loyalty. In addition to these questions, ask him to hire a consultant diversity as this action will improve accountability, communication and teamwork within the company. You should then kindly of him walking from your office while he instructing that the next staff meeting is expected that he would be willing to discuss this with the rest of the staff. But do not stop there. A meeting of the leadership of your team to share the article with them and ask them the question, as a society, we do not know how our employees feel of color to work for this company? What is preventing women and minorities to advance? What are we doing as a team, to encourage minorities to come to work for this company? Do not be swayed to think it necessary to hire a diversity consultant to find the answers to these questions. Make your management team do the work, get back to you, and tell you how it intends to address the problem.

Reason Four: Are Global

Say you plan to open offices in Japan, Sweden, Brazil, and London. You sit with your senior staff, and discussion of marketing and sales turns to cultural differences and norms of doing business in each of these countries. Your EVP of Sales and Marketing suggests hiring a local firm to enter and have a diversity of their consultants to do a half-day discussion on how to deal with cultural differences. For all sitting around the table this seems like a good idea. Once everyone has offered his opinion on the fairness of hiring a consultant diversity and welcome everyone to embrace the idea. It's like the CEO need to look at all the eyes in the streets and tell them in terms of content and this is not happening. When sales and marketing strategy does not include plans to bring the people familiar with the country bringing people over or spend time in the countries you plan to open offices, then hiring a local consultant to the diversity a half-day session on culture, norms, and values ​​they give little value, may actually do more harm than good. This is more than just understanding the rules and values. I suggest as the CEO, he takes a bold position and delay the roll-out until they have had the opportunity to spend time and effort to understand what it will take to sell and market in these countries.

Reason Five: It will make you look good in the community:

Do not waste your time or money to take diversity consultants if you have a well thought out and comprehensive business case for diversity in your company. If the only reason why you are taking, diversity is a consultant to look good in the community, does not work and people will see it for what it's worth, a fiction. If you want diversity to work in your company then as CEO you will be a copy. It begins with the development of an agreed business case for diversity and takes action on your part, as the CEO of the company and retain the personnel directly responsible so that direct reports are held responsible. If someone on your staff suggests taking a variety consult to do this for you, please thank them for the suggestion, but tell them before you bring any diversity consultants, we feel that together as a team that can and will start prepare the ground work for developing a business case for diversity. Diversity is of no value if the only reason is to get people to talk nice to each other, or you are trying to solve an isolated problem. As CEO, you want diversity to work because it has the fiduciary responsibility to mange and use effectively the activities of your company. This means ensuring that all people regardless of their sex, race, sexual orientation, religion, national origin, or age have the opportunity to contribute to the success of the company. In summary, I realize that this may be a bit 'controversial and intuitive for those inclined to support diversity. Then, save the rotten tomatoes, cabbage and eggs and sending e-mail for a later time. Because if this article has inspired you through products like rot to me (figuratively speaking of course) then I did my job, because it means that you are thinking of five reasons why you should hire a diversity consultant and that is the subject of My next article.

Timothy A. Wilson in 2008 .......