摘要：WITH AN almost infinite number of diversity
initiatives, it should not be surprising that some
efforts yield better results than others. It should also
not be surprising that, similar to fixing a hole in a
sink prior to filling it with water, some initiatives are
best completed prior to beginning others. Such is the
case with the primary recommendations outlined in
Part I of this article. If left unchecked, these
fundamental issues can undermine even the best
attempts at promoting diversity. To recap, our
primary recommendations included:
1. Insure data integrity. Without good data/metrics
it’s impossible to identify legitimate issues.
2. Identify non-job-related hiring barriers.
Diversifying your applicant pool will do nothing if
otherwise qualified women/minorities are being
disqualified based upon non-job-related criteria.
3. Validate the practices, procedures, and tests
used to make selection decisions. If non-job-
related barriers to employment exist, it’s necessary
to fix them or remove them to be in compliance
(if there is adverse impact)
