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If you are planning to spend money on diversity training, WAIT!

You may be wasting your money if you havent done any foundation building. If diversity and inclusion are not first integrated into your business strategy, very little will change just by holding one or two day training classes. Organizations in all sectors make this mistake and dont realize it until it is too late.

If you want to leverage the diversity you already have, increase the diversity of your organization, or prevent cultural misunderstandings you need to create a corporate culture that is inclusive at all levels, and in every system and process.

You can get everyone trained by a great trainer, with a great program, but when people leave your organization they take what they learned with them (if they still remember it) and your organization remains the same. Further, reaching resisters and naysayers of diversity efforts is unlikely only with traininga more multi-faceted approach is needed to help these individuals see the value of diversity in their organizations and to bring a greater number of people on board to the initiative.

Simma's Strategies for Creating an Inclusive Organization

Here are some of the steps that need to be taken in order to create an inclusive organization.

Start at the top. It must be championed and led by the CEO and other people in the executive team. Leadership of a diversity and inclusion initiative or culture change cannot be delegated. Other people can help drive it, but it must be viewed as coming from the top. That also means you need to start including it in conversations, discussions, newsletters and e-mail.

Assess your organization with surveys, focus groups and interviews in order to identify strengths, challenges and areas for improvement as it relates to diversity, inclusion and employee satisfaction in specific areas.

Create a cohesive vision and strategy that is agreed upon by members of the executive leadership team. Know where you are going.

Engage all levels of senior management. They need to be part of the vision and have a clear understanding of concepts, roles, business case and benefits, in order to help lead the change.

Develop a communication and information sharing strategy and process in order to share that vision throughout the organization. Send the message in such a way that you create middle manager and employee buy-in. Help them understand how the diversity and inclusion/culture change process will benefit them personally, professionally and as an organization, That will involve internal marketing at all levels.

Use the results of the survey to address specific areas for improvement, most commonly; recruitment, interviewing, hiring, retention, promotion and performance evaluation. Examine your present organizational culture, and identify ways in which your organization can create a more inclusive environment.

Define skills and behaviors that managers need in order to make the initiative/culture change a success and successfully lead a diverse workforce.

Conduct training for all levels of your organization in areas related to diversity and inclusion.

Set up a process for accountability at all levels, relating progress to compensation and evaluations.

Measure results, create the buzz and make it exciting (if its not fun, it wont be done)

The amount of time, order and the steps themselves depend on your organization and goals, but if you want to go beyond compliance, hear new ideas and best practices, reduce cultural misunderstanding and miscommunication, hire and retain the best of the best from everywhere, training alone wont do it. Before you spend your next dollar on diversity training, ask yourselves if you just want people to have a good day, learn and forget a few things or do you want ongoing change that will make you a benchmark organization and the employer of choice.

When you begin your search for a new home loan, one of the first things to consider is where you'll get the money. Your basic choices will be mortgage brokers and banks.

Your first instinct may be to go with your local bank, who you know from doing business with them for other things, such as your checking and saving accounts. But you've probably also heard that mortgage brokers can get you a better interest rate, since they deal with hundreds of lending sources. It can be confusing, but theres a third source of funding that combines the best of both--the correspondent lender.

In order to understand the differences, lets look at how the lending process works in each case. Mortgage bankers are given rate sheets by their institutions, telling them what interest rates they can quote to their clients on any given day. Theres only so much a bank can do, with regard to interest rates, because it needs to remain profitable in order to stay in business.

Mortgage brokers have an advantage in that regard. They're not loaning their own money, and are free to "shop your loan around," looking for the best terms from various lending sources. They make their money by getting loans at discount prices and then marking them up, making money on the difference. Since they have many sources to choose from, they can often find loans at lower rates than most banks.

The third alternative, correspondent lenders, combines the best features from both groups. Correspondent lenders are similar to mortgage bankers in that they make the lending decision and fund the loan with their own money or credit line. However, as soon as a loan has closed, its sold to another lender at a previously negotiated price. Its the best of both worlds for you as a borrower. You'll be dealing with the banker who is funding your loan, yet that banker is able to shop your mortgage around, which can obtain you a lower interest rate.

Correspondent lenders can sometimes be difficult to find, since they're generally smaller institutions, operating on a regional basis, and it can be hard to tell whether a lender is a broker or a banker, based solely on the companys name. One way to find out is by visiting the lenders website, if they have one. You'll normally find a button you can click that will bring up a page containing a detailed description of the company. If the lender doesn't have a website, you may find their phone number in the Yellow Pages.

Although they may not always be easy to locate, with a little digging, you may find that a correspondent lender offers an attractive alternative to a banker or mortgage broker when it comes to shopping for your next home loan.

Copyright 2005 Jeanette J. Fisher All rights reserved.

Jeanette Fisher is the author of "Credit Help! Get the Credit You Need to Buy Real Estate," and other books. Real estate financing questions? Visit the new Real Estate Credit Help Center for articles, Credit Tips ezine, and blog: http://www.recredithelp.com Article Source: http://EzineArticles.com/?expert=Jeanette_Joy_Fisher