The Federal Glass Ceiling Commission recently issued its final report. Among its findings were characteristics of successful diversity initiatives. The commission reviewed over 100 organizations and concluded that seven characteristics are common to all, despite differences in design and structure. Those characteristics are:

Successful Programs Have CEO Support
Strong and sustained CEO support provides the Aproactive, relentless intervention@ required to sustain and focus the effort. Programs work when the CEO and senior-line managers are advocates for change and act consistently. Time alone will not eliminate corporate barriers to advancement. The leaders must ensure that strategic business plans include strategies for advancing minorities and women and demonstrate that this inclusion is a top business priority.

Successful Programs Are Specific to the Organization
No two companies are alike. Successful programs are tailored to the corporate culture and the working environment of each company. Corporate leaders must be alert to the dangers of benchmarking against the programs of other companies without first identifying their own internal barriers. The assessment and benchmarking results together provide guidance for tailoring a program to meet the company=s specific needs.

Successful Programs Are Inclusive
Successful programs are inclusive. They seek to add to the leadership pool by making opportu-nities available to all by removing the barriers that have historically excluded minorities and women. And, they do not exclude white men. The result is a more systematic approaches that includes all qualified employees. CEOs reported that inclusive initiatives make good sense for thge following three business reasons:

1. the entire organization benefits from accountability, leadership training, career development, and diversity training that are provided to all individual employees,
2. programs targeted at only one group may contribute to a stereotype that the members of that group are inadequate or unqualified, and
3. programs that are open to all qualified employees overcome suspicions about selective treatment.

Companies reporting progress in eliminating barriers with minimum disruption have attacked from two directions. They have emphasized common needs of all employees. At the same time, they have addressed the real or perceived differences that affect the development and advancement opportunities of different employees. And, they have systematically monitored the development and advancement of these groups.

Successful Programs Address Preconceptions and Stereotypes
Diversity training is an important element of successful programs because it addresses precon-ceptions and stereotypes. This serves to debunk myths about the suitability of minorities and women for careers in business. Diversity training also addresses differences in communications styles and cultural differences. These differences often result in expensive misunderstandings and an expected level of conformity that is not directly relevant, or necessary, to effective business functioning. The three common elements of effective diversity training are 1) all employees are required to participate, 2) top executives are not separated from lower and middle-level workers in the training sessions, and 3) minorities and women are not isolated for special training. However, diversity training is not a panacea. Companies still need to identify and attack internal organizational barriers.

Successful Programs Emphasize Accountability
Top leadership teams of organizations intent on change communicate its desire down the line and then support the message with clearly defined expectations. Accountability reinforces the message from the top that progress toward inclusiveness is being assessed and will be rewarded. The accountability system must include goals, timetables, measurable results, incentives, rewards, and penalties. But it must be clear that inclusion does not mean changing standards; merit and performance remain the basis for advancement.

Successful Programs Track Progress
Successful programs require constant attention, oversight, and review to ensure that progress is steady and that course corrections are made as needed. Tracking the progress of high potential minorities and women is required to make sure that they acquire a broad range of experience and are able to compete for leadership positions at all levels.

Successful Programs Are Comprehensive
Removing structural barriers is critical to making progress. It requires a comprehensive approach. Real progress requires outreach and recruitment to get people in. Then leadership training and career development, mentoring and networks, and assessment and promotion enable them to move on up. Proven strategies and program characteristics for each of these areas were identified through the study.