Diversity training and education is considered the most effective diversity initiative by the multinational corporations in this study. International and domestic initiatives share commonalties. They are both guided by the same principles of full inclusion and utilization of people, regardless of their differences. The fact that half of the multinational corporations participating in the study are already engaged in international diversity initiatives and that others are planning to launch some of these type of initiatives shows that the area of international diversity initiatives is a growing concern for these corporations. A large number of formal methods help organizations identify their needs.
Employee survey is the most common formal method to determine the needs of organizations.
Cultural audits, demographic statistics, and focus groups are also ranked among the most common. At the macro level, corporatewide initiatives are planned, whereas at the micro level, business unit managers plan their unit-based diversity initiatives. It is the responsibility of the business unit managers to implement diversity initiatives. To accomplish this responsibility, corporations have a whole support system that assists them in the process. Diversity leaders in this study report to high-ranking leaders of the HR function, CEOs, and vice presidents of corporations.