| Abstract: | Diversity programs are common in the American workplace. Most organizations, either formally or informally, have facilitated diversity interventions designed to educate employees about cultural differences, to recruit a diverse workforce, to enhance career opportunities, or to improve cross‐cultural interactions. Unfortunately, many of these programs have failed to deliver the desired results. One reason for this lack of success is the failure to connect diversity programs to organizational performance systems. This article offers a five‐step process to use in systematically developing performance‐focused diversity interventions and evaluating their impact on individual and organizational success. |
