In the last issue of Diversity Edge, I shared a conversation that I had with an African American colleague. When we got on the subject of diversity initiatives at corporations, his reply to me was rather astonishing. He said, and I quote, “Diversity Shmersity.” When I asked for more clarification, he launched into a 10-minute dissertation on why all this talk about “diversity” was a bunch of (and I quote again) “BS.” 
          After an hour or so I discovered that my friend did not have an aversion to diversity but more so an “attitude” towards companies that said one thing and did another. In that article, I shared some of the indicators and factors that can help prove whether a company is actually sincere in their dedication to diversity. In Part 2 of this article, I will discuss what to look for in a company’s Board of Directors and what other factors you should think about when considering your next career move. When looking for the Board of Directors, you can almost always find it on the company’s website. If not, you can do a search using the company name AND “board of directors” in quotes or get your hands on an annual report online. Follow the links to see just who sits at the top of the company and calls all of the shots. Having bald, middle-aged, white guys at the top is not always a bad thing. Hey, I’m a bald, middle-aged white guy! What you are looking for, though, is a cross-section of their target market on the Board. 
          A Board of Directors that is all “anything” is not a good sign. Progressive companies will have a nice mix of women and minorities on the Board. It will be reflective of our society in general. If your company is international and you are going to work for the U.S. subsidiary, then look for the operating management team of the U.S. group. The key here is this: rarely does a sincere interest in diversity and minority talent, start at the bottom of the organization. In the most successful, it is fomented at the top and pushed down through goals and objectives. 
          I once worked for a company that was generally thought of to be a top shelf diversity employer. They had all the programs, the focus groups, the diversity training and week-long seminars. They had community involvement and spent millions in promoting their culture. However, the fact was that once a diverse employee found themselves on-board, they looked around and there just wasn’t much diversity in the company. The new diverse employee often felt like the “Lone Ranger” and attrition of diverse professionals was high. Tenure in that company for employees overall was long, but for diverse employees, it was only a year or two before they moved on. 
          Many times we are attracted to “good companies” who are looking to attract diverse talent. These are companies with solid balance sheets and a long history of community involvement. Often though, these employers are at the beginning of their diversity journey and looking to jumpstart those efforts. As you look at a prospective employer, know that a good company may be one that is very early on in its development as a diverse employer. 
          Understanding “who” you are and where you might fit into an organization is an important exercise. If you are the pioneering type and the company has committed to using you as a mentor to help build a diverse culture, it can lead to a very rewarding experience. However, there is no way to know for sure the true motivators behind a company’s desire to create a diverse corporate culture, so be sure to follow your gut. 
On the other side of the scale are the Top Diverse Employers. Another indicator, though honestly not one that holds much merit in my opinion, are companies that are honored each year on a plethora of Diversity “Best Of “ lists. Getting onto some of these lists is a full-time job for someone in many of these companies. This is not to say that they do not have value. Like everything else, it is a data point to be used in researching your prospective employer. Just because a company ranks Top 10 on one of the big lists, does not guarantee, however, that they are a good place to work for diverse employees. 
The “factors” that distinguish a player from a pretender are those that have depth and substance to the diversity framework within the company. They appeal to diverse employees through advertising and market presence. 
          They are clear about their reasons for diversity and prominently display those basics on their website and in media. The communities they live in are beneficiaries of their knowledge and commitment and it is easy to see those accomplishments with a little research. They are ahead of the curve when it comes to meeting or exceeding goals and objectives, so it is unlikely you will find them the recipients of unfavorable interest from the EEOC. Their workforces are reflective of their customers, their communities and their attrition is low. Diverse employers are most often “Employers of Choice” for diverse and non-diverse candidates. They have an emphasis on “inclusion” and are more engaged in activities that are likely to emphasize the similarities in employees rather than celebrating their differences. 
          These 21st century diverse employers are concerned first and foremost with the premise that everyone, regardless of race, ethnicity, gender, physical ability, religion or sexual orientation, get and receive an equal opportunity to compete for open positions and be successful, within the scope of their abilities in anything they choose to do. Should you find an employer that meets these qualifications and can provide you with an opportunity to make a contribution to the overall success of the organization and yourself, don’t hesitate. There are no guarantees, but “diversity shmersity” is unlikely one of their corporate attributes. 

Carl Braun is a Principal in The Inclusiv* Group, an executive search firm, and a thought leader for more than 10 years in diversity recruiting in the U.S. He is a published author, nationally recognized motivational speaker and radio personality. Carl was the former President of DiversityInc.com Careers and launched some of the earliest and most successful diversity job boards on the web. He lives in San Diego. He and his wife Susan have five grown children, two of whom serve their country proudly in Afghanistan and Iraq.