egislation on equality), there seems to be some problems with respect to the ongoing, systematic collection of informationdiversity to feed the decision-making.For example, some research participants have difficulty identifying the nine grounds of discrimination, while others could not detail the cultural composition of staff within their organizations.Research indicates that people in the area of May is not the collection of appropriate information and be sufficiently informed about the diverse and changing needs in the area of diversity.The study also underlines that the host organizations are beginning to bring the dynamic change in the diversity of their own organizations and identify the specific challenges they face.For example, many research participants acknowledged the importance of effective management and diversity have been able to describe the challenges inherent in integrating a diverse staff.
尽管许多东道国组织已经开始注意到多样性变化的动态（例如关于平等的立法），但在为决策提供信息多样性的持续、系统的收集方面似乎存在一些问题。例如，一些研究参与者难以确定九种歧视理由，而另一些参与者则无法详细说明其组织内工作人员的文化构成。研究表明，五月地区的人们没有收集到适当的信息，也没有充分了解多样性领域的多样性和不断变化的需求。该研究还强调，主办组织正在开始对其组织的多样性进行动态变革，并确定其面临的具体挑战。例如，许多研究参与者认识到有效管理和多样性的重要性，能够描述整合多样化工作人员所固有的挑战。
However, while research shows some recognition of the diversity of challenges there are questions regarding the identification of the full scope and range of the diversity of challenges facing those operating in the sector.For example, some research participants saw diversity issues in a purely internal (in terms of managing diverse employees) and fails to recognize the diversity of external challenges that exist with regard to clients (under the lawEquality 2000 discrimination against customers on the basis of nine grounds of discrimination is prohibited and may result in legal challenges).
然而，尽管研究表明人们对挑战的多样性有一定的认识，但在确定该行业从业人员面临的挑战的全部范围和范围方面仍存在问题。例如，一些研究参与者从纯粹的内部（从管理多元化员工的角度）看待多元化问题，没有认识到客户面临的外部挑战的多样性，禁止基于九种歧视理由对顾客进行歧视，并可能导致法律挑战）。
Questions have also been highlighted regarding the identification of opportunities for diversity.For example, many research participants were able to describe changes in their organizations had done in order to treat or prevent diversity programs (eg the introduction of training or development of policies to denyagainst prejudice).On the other hand, few were able to describe the actions of their organizations had undertaken to take advantage of opportunities for increased diversity (such as development and marketing services to attract new and different segments, thus increasingtheir market share and increase profits).
还强调了在确定多样性机会方面的问题。例如，许多研究参与者能够描述他们的组织为了对待或防止多样性项目所做的改变（例如，引入培训或制定政策以消除偏见）。另一方面，很少有人能够描述其组织为利用增加多样性的机会而采取的行动（例如开发和营销服务，以吸引新的和不同的细分市场，从而增加其市场份额并增加利润）。
Finally, research shows that if the home many organizations have engaged in gathering information and identifying problems on a reactive basis, which is less in respect of more proactive measures.For example, some participants in focus groups described how their organizations have made decisions and made changes based on the variety of incidents had already occurred.As reiterated by a research participant “We’re training required because we already had a number of cases.” However there was less evidence of companies collecting information, identifying potential problems and resolvethese problems before they actually arise.
最后，研究表明，如果在家里，许多组织都在被动的基础上收集信息和发现问题，这就不那么积极主动了。例如，焦点小组的一些参与者描述了他们的组织是如何根据已经发生的各种事件做出决定和做出改变的。正如一位研究参与者所重申的那样：“我们需要培训，因为我们已经有了很多案例。”然而，很少有证据表明公司收集信息、识别潜在问题并在问题实际出现之前解决这些问题。
Options Diversity: A number of questions about “diversity of options” have been identified which are: The study emphasizes that host many organizations are beginning to take decisions and to Diversitychoose effective options for diversity change.For example, some host companies are now employing a diverse staff, engage in appropriate training in diversity and development of diversity policies.
选项多样性：已经确定了许多关于“选项多样性”的问题，这些问题是：该研究强调，许多组织开始做出决定，并为多样性选择有效的选项来改变多样性。例如，一些东道国公司现在雇佣了多样化的员工，在多元化和制定多元化政策方面进行适当的培训。
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