Title: Building on the Promise of Diversity: How We Can Move to the Next Level in Our Workplaces, Our Communities, and Our Society
Author: R. Roosevelt Thomas
Year: 2005

Summary

Introduction: Understanding Diversity for True Progress
In “Building on the Promise of Diversity,” R. Roosevelt Thomas builds on his previous work to examine how organizations, communities, and society at large can progress through deep understanding and effective implementation of diversity principles. Thomas emphasizes that true diversity goes beyond simple inclusion and representation—it requires strategic thinking, sustained commitment, and actionable policies.

1. Concept of Strategic Diversity Management
Thomas begins by introducing the concept of Strategic Diversity Management (SDM). Unlike traditional diversity management, SDM integrates diversity as an ongoing organizational strategy rather than as a standalone program. SDM considers diversity a core component of an organization’s mission and vision.

Example & Action: Thomas describes a case where a company facing high turnover among minority employees employed SDM by linking diversity to its strategic objectives. In practice, individuals can support this by advocating for the inclusion of diversity goals in their organization’s strategic planning sessions.

2. The Diversity Paradigm Shift
The book discusses the need for a paradigm shift from diversity initiatives aimed at compliance with regulations to those fostering genuine engagement and productivity. Thomas details that many diversity programs fail because they focus on numerical diversity rather than qualitative interactions among employees.

Example & Action: A healthcare organization revamped its diversity training programs to focus on collaborative skills rather than simply increasing minority hiring rates. Individuals can contribute by urging their organizations to invest in diversity training that fosters collaboration and understanding among employees.

3. The Diversity Tension Paradigm
Another significant point Thomas makes is the need to manage ‘diversity tension’—the discomfort or conflict arising from differences. Acknowledging and addressing these tensions can lead to innovative solutions and stronger, more cohesive teams.

Example & Action: A manufacturing company implemented open forums where employees could voice their concerns and suggest solutions anonymously. Employees thus felt safer discussing sensitive issues. People can take actionable steps by encouraging the creation of anonymous feedback systems in their workplaces.

4. Advanced Learning Model for Diversity
Thomas discusses the Advanced Learning Model for diversity, which includes phases of Awareness, Understanding, Engagement, and Institutionalization. This model provides a structured approach to integrating diversity into an organization’s culture.

Example & Action: A large tech company follows this model by first conducting awareness workshops, then engaging mixed teams in collaborative projects. They eventually made policy changes based on these interactions. Individuals can support by participating in and promoting such structured diversity programs within their organizations.

5. The Integrated Approach to Diversity
He advocates for an integrated approach that combines diversity with organizational development. This approach ensures that diversity initiatives are not isolated but are part of the broader organizational change.

Example & Action: An educational institution integrated diversity goals into its overall development plan, resulting in improved student engagement and staff retention. People can take specific actions by proposing the inclusion of diversity objectives in annual organizational development reviews.

6. Listening to Multiple Stakeholders
Thomas underscores the importance of listening and responding to various stakeholders, including employees, customers, community members, and shareholders. Each group brings unique perspectives that are vital for robust diversity strategies.

Example & Action: A community bank implemented a stakeholder consultation process that included regular town hall meetings with local community members. Individuals can encourage their organizations to hold regular stakeholder consultations to understand and act upon diverse perspectives.

7. Measurement and Accountability
The author stresses the importance of measuring the outcomes of diversity initiatives and holding individuals accountable for achieving diversity goals. Without measurement and accountability, efforts are unlikely to be sustained or impactful.

Example & Action: A retail chain implemented a diversity scorecard to track its progress and held managers accountable through performance reviews. People can advocate for the development and implementation of similar measurement tools in their workplaces.

8. Temporary vs. Transformational Diversity Initiatives
Thomas differentiates between temporary diversity initiatives, which are short-term and reactive, and transformational ones that are long-term and proactive. Transformational initiatives lead to sustained changes within an organization.

Example & Action: An NGO focused on temporary initiatives like seasonal awareness months but shifted to transformational by embedding diversity in its core values and daily operations. Individuals can support this shift by participating in long-term diversity planning committees or initiatives.

9. Leadership and Commitment
Leadership commitment is paramount for the success of diversity initiatives. Leaders must model the behavior they wish to see and invest resources into diversity programs.

Example & Action: A telecommunications firm’s CEO publicly committed to diversity by attending diversity training alongside other employees. Individuals can encourage their leaders to partake in diversity initiatives actively and visibly.

10. Creating Inclusive Policies and Practices
Creating policies and practices that foster inclusion is another key focus of the book. Inclusive policies ensure that diversity efforts are not merely symbolic but make a real difference in the organizational culture.

Example & Action: A multinational corporation reviewed and amended its HR policies to promote flexible working conditions, benefiting a diverse workforce. Employees can push for policy reviews and updates within their organizations to enhance inclusivity.

11. Linking Diversity to Innovation
Thomas makes a compelling argument that diversity can be a catalyst for innovation. Diverse teams are more likely to come up with creative solutions and new ideas.

Example & Action: A tech startup found that its most innovative ideas came from its most diverse teams. They began intentionally forming diverse project groups. Individuals can promote forming diverse teams for tackling complex projects to harness different perspectives.

12. The Global Perspective on Diversity
Thomas highlights the global context of diversity, suggesting that organizations with a global outlook need to understand and respect cultural differences to succeed internationally.

Example & Action: A global marketing firm trained its employees on cultural competence to better serve its international clients. Individuals working for global companies can seek out or propose formal training on cross-cultural competence.

13. Community Involvement
Thomas also discusses the role of community engagement in promoting diversity. By extending their diversity initiatives beyond the workplace into the community, organizations can create a broader impact.

Example & Action: A local business partnered with community organizations to host diversity events, benefiting both the business and the community. Individuals can volunteer or lead efforts to engage their workplaces in community diversity initiatives.

14. Diversity and Succession Planning
Finally, Thomas examines the role of diversity in succession planning. A diverse talent pipeline ensures organizations are well-prepared for future challenges and opportunities.

Example & Action: A financial services company developed a mentorship program aimed at preparing minority employees for leadership roles, thereby enhancing its succession pipeline. Individuals can participate in or establish mentorship and development programs to support diverse talent growth.

Conclusion: Moving to the Next Level
In conclusion, Thomas urges readers to move beyond superficial diversity efforts towards systemic changes that integrate diversity into every facet of the organization. Doing so not only ensures compliance but, more importantly, creates a competitive and culturally rich environment that benefits everyone.

Final Recommendations for Action:
– Integrate diversity into strategic goals and plans.
– Shift from reactive to proactive, transformational diversity initiatives.
– Establish forums for open and safe dialogue about diversity tensions.
– Develop structured learning models for ongoing diversity education.
– Measure and hold individuals accountable for diversity outcomes.
– Ensure top leadership is visibly committed to diversity.
– Create policies that embed diversity in organizational culture.
– Engage diverse teams for innovative problem-solving.
– Enhance succession planning with a focus on diverse talent.

By following these actionable steps, organizations and individuals can truly build on the promise of diversity as outlined by R. Roosevelt Thomas.