By Melanie Harrington

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By Melanie Harrington

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By Melanie Harrington

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By Melanie Harrington and Naomi K. McLaurin

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Is your Diversity Management program relevant? Do the company leaders believe it relates to their objectives, social responsibility, talent acquisition, innovation and the bottom line? In the 11th hour of harsh economic times companies make harsh decisions. First, businesses, departments and people are force ranked around contribution, value to the business and relevance to determine which ones are mission critical. Then, decisions are made on resources such as departments and personnel. Since payroll is a large percentage of their cost structure, to make the numbers may involves cutting expenses, which means reducing the size of the workforce.

Fred Dawkins
Partner
Freeman Mathis & Gary
Diversity Management Series for Law Firm Leaders Fall 2006 Alumnus

In Ricci v. DeStefano, the U.S. Supreme Court ruled that the City of New Haven discriminated against white firefighters when it invalidated job promotion tests because too few African-Americans scored well enough on the tests to advance. This decision provides grist for every viewpoint on the diversity spectrum – it has been cited as proof that employers who take deliberate actions to diversify their workforce act unlawfully, and also as evidence that current efforts to “level the playing field” do not go far enough. Each of these analyses of Ricci is flawed. Ricci does not in any way impair a company’s ability to pursue diversity-minded initiatives. What the decision re-emphasizes, though, is that any employer pursuing such an initiative must also be deliberate in describing its diversity efforts; sure that the diversity efforts have a direct connection to business objectives; and sure that, before the diversity-related efforts are begun, a comprehensive strategy is in place for defending challenges to those efforts.

DLAGI: Five Years Later: What Difference Have We Made?
Reflections of a Diversity Leadership Academy Alum
By Patti Ayars, Turning Point Consulting, Inc.

Mile markers note our progress when making a trip on the interstate highways. Likewise, in life, we have “milestone” dates such as “decade birthdays” or “25th wedding anniversaries.” These milestone dates prompt us to pause and take note of our progress. On January 31, 2008, the Diversity Leadership Academy® of Greater Indianapolis (DLAGI) celebrated a milestone event; its 5th Anniversary. With the celebration of this anniversary and the completion of the 5th class, it is apt that we reflect on the difference the DLAGI has made in our lives and our community. Has the program achieved its original objectives? What difference has the DLAGI made in our lives, the organizations that we are affiliated with, and the greater Indianapolis community?