When selecting a consultant to lead your organization through the process of developing and implementing a diversity initiative there are several points to consider, the most prominent of which is usually cost effectiveness. Equally important are the other criteria and processes relevant to the selection. Be sure to clarify what the role of the consultant will be. Regarding the process, there are a series of steps that begin with understanding why an initiative is needed, defining what the organization wants to accomplish, measuring the results and holding people accountable.
Most people intuitively know the obvious-having clear measurable outcomes is critical.
However, many organizations are vague and confused about their goals and indefinite about what markers indicate whether or not they have achieved them. Once you define your desired outcomes, be ready to modify them with great frequency and accuracy given today's changing environment. Effectiveness ultimately depends not only on the ability to achieve stated goals and objectives, but on the ability to accomplish things that matter. Often organizations lose their way because original goals and objectives become obsolete as organizational realities and climates change. New goals are not articulated and organizations flounder when the initiative is not modified to suit a new reality.