I just got off the phone last week with someone who was struggling with incorporating diversity sourcing into the overall sourcing mix. A combination of being overwhelmed of where to start as well as selling it up to his superiors.
Yo, Sal, how come there ain’t no brothers on the wall?
In 1989, in Spike Lee’s movie Do the Right Thing, it was a character nicknamed Buggin’ Out who said, “Yo Sal! How come there ain’t no brothers on the wall?” While “Do the Right Thing” was considered a controversial movie at the time, it did get people to notice that true diversity was the exception rather than the rule.
Ask the average person if there is diversity in America and they will insist that yes, we are a great melting pot! Ask most people if they have a diverse workplace and the answer oftentimes in “No” and follow up with “it isn’t because if a diversity issue it’s because…” skill, the people who apply etc. You can fill in the rest.
Diversity is still a “touchy” subject. It bothers people; it’s the kind of conversation topic that gets executives to shush you with the words, “We don’t discuss stuff like that.”
The fact of the matter is, we must talk about it before industry as we know it crumbles. Look at the book “The World is Flat” by Thomas Friedman. In it, Thomas makes it clear that if we do not embrace diversity we will no longer be competitive. Incorporating diversity in to the sourcing mix is not only the right thing; it is one of the most important things a company can do to ensure growth and stability.
You can’t change what you don’t acknowledge – Dr. Phil
Does your executive and HR team recognize that you are not in a diverse environment? A good place to start is to have a diversity audit. This may not be an “official” project and you might have to do this on your own time. Also, keep in mind that with a diversity audit, there can be:
In any case, preparation and investigation are necessary before doing any project.
The diversity audit is a measuring tool that helps you take a snapshot of your organization’s service to diverse people as well as allows you to see where you are right now, set realistic, attainable goals for action, and then to identify and celebrate the progress made toward those goals. It also helps take a systematic snapshot of the entire system to ensure that your commitment to diversity in staffing and services is being met.
Your findings in the audit will aid in your selling of a diversity plan and will keep your organization accountable, give you real statistics and cause your organization to take a real hard look at what kind of environment it represents. Organize a team that can get the conversation started. This team should be made up of staff from all levels of the organization. The team will identify system goals, develop and deliver the audit, and then compile a summary of the findings. I found a great guide that you can use created by the College Committee for Diversity, Equity and Affirmative Action here. Below, you will see one example that is in their “Interactive Diversity Packet”.
Directions: Put a check in all the appropriate boxes

Phase One
Is there Diversity-friendly branding, images, and communication resources readily available?
Phase 2
This is one version of an auditing plan; Of course you will have to tweak this to fit your business needs. In any case, implementing a diversity plan is not only the “right thing” but it is a necessary “thing” that must happen if your company wants to thrive and grow.
Next week, I will introduce to you ways to sell it up the chain!