First of all, the don'ts. Don't use quotas when establishing hiring or promotion policies. They don't work and often lead to resentment in those who weren't selected for a position. On the other hand, they create doubts in those who have it. Don't force diversity down people's throats. It cannot be imposed from above, even if management commitment is essential to its success. Creating culture is a gradual exercise, from the bottom up. Avoid taking only a cosmetic approach to diversity. Do not join clubs that discriminate against or deny membership to women or any minority or religious group. And don't associate your organization's name with such institutions. Finally, don't wait to be legislated to adopt a diversity strategy. You want your employees and customers to see you at the forefront of this issue. They will not, if you have to be forced by government or public opinion to embrace it (Poole, 1997, p..