CONCLUSIONS

Based on the findings of this study, the following conclusions are presented. The conclusions are presented according to the major research questions of the study.

Research Question One: What Is the Context of Diversity Initiatives in Corporations?

• Corporations in this study define diversity very broadly so that it can include everyone. The advantage of the broad definition is that it acknowledges the differences all people bring into organizations as assets.
  
  
• The six factors influencing diversity initiatives in the multinational corporations in this study are (1) demographic changes, (2) diverse marketplace, (3) the need to improve productivity and remain competitive, (4) globalization, (5) top management focused on diversity as a business strategy, (6) legal concerns, and (7) diverse work teams.
  
  
• Corporate cultures that effectively address diversity have the following characteristics: value diversity, accept and recognize diversity as a key business issue, and promote inclusiveness. The planning, implementation, and development of domestic and international diversity initiatives is facilitated by cultures with these characteristics.
  
  
• There are proactive and reactive catalysts for diversity initiatives in the multinational corporations participating in the study. Two examples of proactive catalysts are (1) the realization of diversity as a business imperative and (2) the need to have a global perspective. Examples of reactive catalysts are the need to satisfy employees' needs and financial crisis.
  
  
• The evolutionary pattern of diversity initiatives that these corporations have gone through shows that diversity initiatives are becoming more sophisticated and more complex throughout the years.

Research Question Two: What Are the Initiatives for Managing Diversity in Corporations?

• This study revealed that multinational corporations participating in the study are planning, developing, and implementing an impressive number and a variety of diversity initiatives, not only in the United States but also internationally. The large number and the variety of diversity initiatives also show that diversity is a major concern for the corporate leaders.
  
  
• Companies are addressing diversity initiatives in ten areas. However, the two areas addressed the most are race and gender.
  
  
• Diversity training and education is considered the most effective diversity initiative by the multinational corporations in this study.
  
  
• International and domestic initiatives share commonalties. They are both guided by the same principles of full inclusion and utilization of people, regardless of their differences.
  
  
• The fact that half of the multinational corporations participating in the study are already engaged in international diversity initiatives and that others are planning to launch some of these type of initiatives shows that the area of international diversity initiatives is a growing concern for these corporations.

Research Question Three: How Are the Diversity Initiatives Planned in Corporations?

• There are two ways to conduct needs assessment: (1) formally and (2) informally. A large number of formal methods help organizations identify their needs. Employee survey is the most common formal method to determine the needs of organizations. Cultural audits, demographic statistics, and focus groups are also ranked among the most common.
  
  
• The multinational corporations participating in the study have two types of plans for diversity initiatives: (1) macro and (2) micro. At the macro level, corporatewide initiatives are planned, whereas at the micro level, business unit managers plan their unit-based diversity initiatives.

Research Question Four: How Are Diversity Initiatives Implemented in Corporations?

• It is the responsibility of the business unit managers to implement diversity initiatives. To accomplish this responsibility, corporations have a whole support system that assists them in the process.
  
  
• Diversity leaders in this study report to high-ranking leaders of the HR function, CEOs, and vice presidents of corporations. Diversity initiatives are considered a priority for leaders of these companies.

Research Question Five: How Are Diversity Initiatives Evaluated in Corporations?

• The multinational corporations in this study have in place a variety of methods to evaluate their diversity initiatives. The most common methods are employee surveys and employee data. Other common methods are management performance reviews, 360-degree feedback, and focus groups.
  
  
• Companies in this study have many methods to measure successes. The most common methods are leadership commitment and representation of diversity at all levels in the organization.
  
  
• The majority of the companies participating in this study considered their diversity initiatives very effective and as having a positive impact on employees and organizations.
  
  
• The most difficult components to evaluate are the impact of diversity on the bottom line, impact on productivity, and return-on-investment.

Research Question Six: What Factors Have Assisted in the Success of Diversity Initiatives in Corporations?

• Factors assisting in the success of diversity initiatives come from different sources: diversity departments, people, and the work environment. All factors are considered important for the success of diversity initiatives. Having a diversity department is one of the factors that contributes the most to the success of diversity initiatives.

Research Question Seven: What Barriers Have Hindered the Implementation of Diversity Initiatives in Corporations?

• For the corporations participating in the study, diversity initiatives are not free from barriers that hinder their progress. Barriers come from different sources, come in different forms, and may appear at any time during the developmental process of diversity initiative--planning, implementation, and evaluation.
  
  
• The large number of ways to prevent failure shows that diversity leaders are also finding different ways to stop barriers that hinder the success of diversity initiatives.

Research Question Eight: What Diversity Initiatives Are Planned or Projected for the Future by Corporations?

• In the future, the companies in this study are planning to continue to implement their current domestic and international diversity initiatives.
  
  
• The most common future plans related to domestic diversity include continue to implement current diversity initiatives, but with more vigor; evaluate diversity initiatives more effectively; and get further recognition for diversity work.
  
  
• The most common future plans related to international diversity initiatives include continue with current international diversity initiatives, but with more vigor; expand diversity initiatives to other countries; and develop a well-structured diversity plan and start implementation.