Ensure internal corporate support to help advance minorities’ career goals and give timely and specific feedback about performance.
Construct job responsibilities and roles so that minorities have the authority to impact the broader picture of the organization and can contribute to decisions and strategy, problem solving and policy making.
Identify and train informal mentors to advocate upward mobility.
Build a workplace community that supports open dialogue to discuss perceived discrimination that could impede minority advancement.
SOURCE: Korn/Ferry International, New York, December 10, 1998