One of the biggest problems with implementing Diversity within organizations is when you get buy in from the workforce which, normally happens to be from those outside of the main Middle Class White corporate structure. You normally find this because of course, there is something in it for them; they are the ones who normally feel that they are not getting a fair crack at the whip, for career progression and climbing the corporate ladders.

Due to legislation, social pressure and human resource management procedure more and more corporations are paying attention to Diversity and having official Diversity programs within their structure. What we find is that someone from Human Resources is charged with taking this initiative forward within the organization, they in turn will get buy in from individuals from the different Dimensions Of Diversity. These individuals see this as a great way of getting their voice heard within the immediate and wider organization and willingly put time and energy into the Diversity Initiative.

Here is when the problem comes in, for Diversity to be successful i.e. for its principles, initiatives and processes to penetrate the organization it must be mentioned and seen to be integral to all of the organization's strategic objectives. For this to happen it is imperative for the management team to be advocates of Diversity. They must be seen to be backing the Human Resources Diversity program and giving backing to those from the different Dimensions Of Diversity who are keen to see Diversity implemented throughout the organization.

Unfortunately, often this backing and voicing of Diversity is seen to be lacking from those from the management team due to many factors. Many managers are happy for Human Resources to get on with implementing the Diversity program as long as it does not interfere with what their management practices. Often the (largely Middle Class White Male) management team live in a different world to those who feel their careers have not been able to flourish due to the fact that the organization does not cater for their particular Dimension of Diversity in terms of them progressing their careers.

When the management team is seen by all to be advocates of Diversity, to be involved in the Diversity team meetings, to be willing to be coached and to learn how the employees from the differing Dimensions Of Diversity see they world. First they themselves as managers will be in a better position to modify their behaviors to be able to better communicate with the employees from the differing Dimensions of Diversity and then be in a better position to coach and explain to all employees why it is imperative that Diversity be implemented within the organization.

Indeed, Diversity should not be seen as something to be feared or something which is going to upset the working of the organization but in fact when implemented effectively throughout organizations diversity will add to the bottom line as in time the organization's marketing strategy will be impacted to more effectively reach different segments of society, stress levels should be seen to drop and Human Resources should have less Diversity related issues to deal with as managers become more able to deal with those within their teams who are not like themselves.

In conclusion, with globalization only set to integrate the world even more, with employees from division from differing parts of the world moving to work in other divisions and multi cultural and multi lingual teams on the increase Diversity is only set to rise on the agenda of today's corporations. With this in mind managers are invited and encouraged to embrace Diversity, get into the minds of their employees and in turn be advocates of Diversity within the organization and in turn be part of a positive impact of the bottom line.