Elements common in most of the models include executive leadership, linkages to the corporate business plan, administrative support, participation of all employees and ongoing measurement. The factors that motivate corporations to change must be considered. Equity initiatives have to move beyond the human resources department, becoming an integral part of all corporate activity if they are to have a significant impact. The transition toward a diverse and equitable workplace is not a simple one, but by engaging senior management, and encouraging systemic, company wide change anchored in corporate business plans, the barriers which have kept corporations from adopting a human rights culture can be overcome. In the near future, the question corporations may be asking is not whether a human rights culture may be profitable, but whether they can be profitable without it.
Racial discrimination is still present in the workplace, mostly in covert forms.
Diversity is generally seen at the bottom and middle level of the labor force pyramid. The report demonstrates that racism is still persistent at the individual and systemic levels, although overt forms of racism are generally seen as socially unacceptable.