versity include the following:

a. People all have different personalities, they bring them to the work place and cohesive organizations learn to maximize the differences.

b. The internal dimensions of diversity include age, gender, ethnicity, race, sexual orientation, and physical ability.

c. The external dimensions of diversity include income, personal habits, religion, educational background, work experience, marital status, parental status, geographic location, recreational habits, and appearance.

d. Organizational dimensions consist of work location, seniority, union affiliation, division/department/unit/group, management status, functional level/classification, and work content/field.

The conclusions to be drawn from this synopsis read as follows: Diversity is an insid

The United States population exceeded 300 million people last year. A combination of rapidly changing demographics and the highly anticipated retirement of baby boomers is fueling the need for inclusion in the workplace.

It is important to understand diversity is defined as similarities and differences. All too often you limit the definition of diversity as race and gender. Diversity in and of itself is much broader than you will ever know.

I am charged with leading you to understand the dynamics of diversity and how inclusion will improve your organization's bottom line. This analysis will require you to think outside the box you are oh so familiar with.

Forward thinking leaders at corporations and institutions are taking the initiative to constructively work with their leadership staff to make inclusion a part of their plans. In other words, by connecting the dots between the strategic business plan and the diversity plan, they are strengthening their operation.

The following items represent the sea change taking place in corporations and institutions throughout America:

1. The success of inclusion in the workplace rest squarely on the shoulders of leadership. If leadership understands his business depends on inclusion in the workplace, he will ensure he receives diversity training along with his staff and all employees. The leaders influence is key in this process.

2. Corporations and institutions must review their strategic business plans and ensure diversity goals and plans are incorporated, it is just as important as the profit and loss. Why? People of color will be playing major roles in future corporate decision making because the demographics and or the face of the workplace is gradually changing.

3. Who makes of the board of directors and or the leadership staff. If inclusion is incorporated in an organization and the leadership staff remains the same, a review is needed. The board and or leadership should reflect the staff, employees and the community.

4. No matter what ethnic or racial group employees come from, they should be treated with dignity and respect. All too often diversity management programs is put n place and sadly it is in name only, in other words it is business as usual. Leadership must move away from the status quo.

5. Organizations and institutions must begin with the end in mind. That is not all, leadership must think about the customer base it is serving. Their employees must be able to speak the language of the communities it is serving.

6. The United States Justice Department list over 100,000 workplace related cases each year. The cost of litigation will affect your organizations bottom line if inclusion is placed on the back burner.

7. You are operating in a different world, meaning business as usual will cost you millions of dollars. If your organization is not a highly desired place to work, you will miss out on the best and brightest talent. Do not fall prey to the we can make it without inclusion in the workplace syndrome, it will be a big mistake.

Other factors to consider while implementing inclusion in the workplace:

An organizations most important asset is the employees. The four levels of diversity include the following:

a. People all have different personalities, they bring them to the work place and cohesive organizations learn to maximize the differences.

b. The internal dimensions of diversity include age, gender, ethnicity, race, sexual orientation, and physical ability.

c. The external dimensions of diversity include income, personal habits, religion, educational background, work experience, marital status, parental status, geographic location, recreational habits, and appearance.

d. Organizational dimensions consist of work location, seniority, union affiliation, division/department/unit/group, management status, functional level/classification, and work content/field.

The conclusions to be drawn from this synopsis read as follows: Diversity is an inside

to make inclusion a part of their plans. In other words, by connecting the dots between the strategic business plan and the diversity plan, they are strengthening their operation.

The following items represent the sea change taking place in corporations and institutions throughout America:

1. The success of inclusion in the workplace rest squarely on the shoulders of leadership. If leadership understands his business depends on inclusion in the workplace, he will ensure he receives diversity training along with his staff and all employees. The leaders influence is key in this process.

2. Corporations and institutions must review their strategic business plans and ensure diversity goals and plans are incorporated, it is just as important as the profit and loss. Why? People of color will be playing major roles in future corporate decision making because the demographics and or the face of the workplace is gradually changing.

3. Who makes of the board of directors and or the leadership staff. If inclusion is incorporated in an organization and the leadership staff remains the same, a review is needed. The board and or leadership should reflect the staff, employees and the community.

4. No matter what ethnic or racial group employees come from, they should be treated with dignity and respect. All too often diversity management programs is put n place and sadly it is in name only, in other words it is business as usual. Leadership must move away from the status quo.

5. Organizations and institutions must begin with the end in mind. That is not all, leadership must think about the customer base it is serving. Their employees must be able to speak the language of the communities it is serving.

6. The United States Justice Department list over 100,000 workplace related cases each year. The cost of litigation will affect your organizations bottom line if inclusion is placed on the back burner.

7. You are operating in a different world, meaning business as usual will cost you millions of dollars. If your organization is not a highly desired place to work, you will miss out on the best and brightest talent. Do not fall prey to the we can make it without inclusion in the workplace syndrome, it will be a big mistake.

Other factors to consider while implementing inclusion in the workplace:

An organizations most important asset is the employees. The four levels of diversity include the following:

a. People all have different personalities, they bring them to the work place and cohesive organizations learn to maximize the differences.

b. The internal dimensions of diversity include age, gender, ethnicity, race, sexual orientation, and physical ability.

c. The external dimensions of diversity include income, personal habits, religion, educational background, work experience, marital status, parental status, geographic location, recreational habits, and appearance.

d. Organizational dimensions consist of work location, seniority, union affiliation, division/department/unit/group, management status, functional level/classification, and work content/field.

The conclusions to be drawn from this synopsis read as follows: Diversity is an insid

be playing major roles in future corporate decision making because the demographics and or the face of the workplace is gradually changing.

3. Who makes of the board of directors and or the leadership staff. If inclusion is incorporated in an organization and the leadership staff remains the same, a review is needed. The board and or leadership should reflect the staff, employees and the community.

4. No matter what ethnic or racial group employees come from, they should be treated with dignity and respect. All too often diversity management programs is put n place and sadly it is in name only, in other words it is business as usual. Leadership must move away from the status quo.

5. Organizations and institutions must begin with the end in mind. That is not all, leadership must think about the customer base it is serving. Their employees must be able to speak the language of the communities it is serving.

6. The United States Justice Department list over 100,000 workplace related cases each year. The cost of litigation will affect your organizations bottom line if inclusion is placed on the back burner.

7. You are operating in a different world, meaning business as usual will cost you millions of dollars. If your organization is not a highly desired place to work, you will miss out on the best and brightest talent. Do not fall prey to the we can make it without inclusion in the workplace syndrome, it will be a big mistake.

Other factors to consider while implementing inclusion in the workplace:

An organizations most important asset is the employees. The four levels of diversity include the following:

a. People all have different personalities, they bring them to the work place and cohesive organizations learn to maximize the differences.

b. The internal dimensions of diversity include age, gender, ethnicity, race, sexual orientation, and physical ability.

c. The external dimensions of diversity include income, personal habits, religion, educational background, work experience, marital status, parental status, geographic location, recreational habits, and appearance.

d. Organizational dimensions consist of work location, seniority, union affiliation, division/department/unit/group, management status, functional level/classification, and work content/field.

The conclusions to be drawn from this synopsis read as follows: Diversity is an insid

base it is serving. Their employees must be able to speak the language of the communities it is serving.

6. The United States Justice Department list over 100,000 workplace related cases each year. The cost of litigation will affect your organizations bottom line if inclusion is placed on the back burner.

7. You are operating in a different world, meaning business as usual will cost you millions of dollars. If your organization is not a highly desired place to work, you will miss out on the best and brightest talent. Do not fall prey to the we can make it without inclusion in the workplace syndrome, it will be a big mistake.

Other factors to consider while implementing inclusion in the workplace:

An organizations most important asset is the employees. The four levels of diversity include the following:

a. People all have different personalities, they bring them to the work place and cohesive organizations learn to maximize the differences.

b. The internal dimensions of diversity include age, gender, ethnicity, race, sexual orientation, and physical ability.

c. The external dimensions of diversity include income, personal habits, religion, educational background, work experience, marital status, parental status, geographic location, recreational habits, and appearance.

d. Organizational dimensions consist of work location, seniority, union affiliation, division/department/unit/group, management status, functional level/classification, and work content/field.

The conclusions to be drawn from this synopsis read as follows: Diversity is an insid

versity include the following:

a. People all have different personalities, they bring them to the work place and cohesive organizations learn to maximize the differences.

b. The internal dimensions of diversity include age, gender, ethnicity, race, sexual orientation, and physical ability.

c. The external dimensions of diversity include income, personal habits, religion, educational background, work experience, marital status, parental status, geographic location, recreational habits, and appearance.

d. Organizational dimensions consist of work location, seniority, union affiliation, division/department/unit/group, management status, functional level/classification, and work content/field.

The conclusions to be drawn from this synopsis read as follows: Diversity is an inside job.

Diversity goes beyond race and gender.

Human beings find comfort and trust in likeness.

Casting blame for current inequities is counterproductive.

The human species resists change and seeks homeostatsis.

It is difficult for people to share power.

Diversity in many respects is about sharing power and unless leadership is willing to effectively led their organizations to a power sharing model, they will likely lose market share.

Diversity - Inclusion Improves Your Bottom Line is a powerful program. Catch the wave as you move into the future.