Specific Best Practices 1. Leadership Commitment: This is an initiative that shows a vision of diversity can be communicated and demonstrated in the organization by top level management (Kreitz). The leaders and managers may decide to hold town hall meetings to listen and talk about diversity. While some organizations create an Office of Diversity to lead the company’s diversity efforts where the Vice President of Diversity, who reports directly to the Vice Chair, heads the office and has broad decision making authority. The Vice President of Diversity works closely with the human resources division, the minority and women-owned business program, and is a representative on every board and almost every committee in the organization. 2. Diversity Training: This is a program set by organizations in an effort to inform and educate its management and employees about the benefits of diversity to the organization. It should inform employees on the impact that a diverse client upon the success and failure of the organization. 3. Incorporation of Diversity and Organization’s Strategic Plan: This initiative aligns an organization’s diversity strategy with its strategic plan. The incorporation of diversity policies into all aspects of the organizations functions which should be aligned with the organizations core goals and objectives (Kreitz). Some organizations build its diversity strategic plan upon its core values: (1) respect for the dignity of the individual, (2) integrity, (3) trust, (4) credibility, (5) continuous improvement, and (6) personal renewal. This organization also had also set a specific "Global Performance Expectation," which is to build and manage a truly diverse workforce.

Sources
Kreitz, Patricia A. "Best Practices for Managing Organizational Diversity." Diss. Stanford University, 2007. Best Practices for Managing Organizational Diversity.