They need to critically look at cultural issues as well as other barriers that alienate and marginalize a lot of black people and women. Secondly, companies need to make sure that their good policies are implemented in practice. This is why the Act's requirements of consultation with employees, monitoring of plans and the appointment of a designated manager is so important. These institutions can check on an ongoing basis that the plans are worth more than the paper that they are printed on. Thirdly, companies need to pay equal attention to recruitment, retention and advancement.
Most companies only focus on recruitment and then they wonder why they lose black managers.
Retention means that the organizational culture must be one that recognizes and values diversity as well as assists and accommodates people from designated groups. Particular strategies also need to be in place to ensure the advancement of employees. An employee who does not witness possibilities of advancement will look for greener pastures. Such strategies should include rotational development and exposure to new and strategic business areas. Fourthly, there is only one sustainable way of avoiding the so-called 'tokenism' and that is by ensuring that each and every employee has access to skill development programs.