y while others have regular meetings attended by the diversity of people from different areas and levels of the organization. However, in companies where the responsibility for diversity is attributed to a single person or a service, interagency cooperation around diversity May be a problem. A similar situation can be found at the industry level where there is littleevidence of the diversity of cooperation between organizations (eg information sharing or sector wide regular meetings to discuss issues).
接口多样性：提出了一些问题“多样性接口，包括以下内容：有证据表明，该行业的运营商开始专注于发展多样性运营。例如，一些主办组织成立了多样性委员会，而另一些主办组织则定期举行会议，由来自不同行业的多样性人士参加组织的领域和级别。然而，在将多样性责任归咎于一个人或一项服务的公司中，围绕多样性的跨部门合作可能会成为一个问题。在行业层面也存在类似的情况，几乎没有证据表明组织之间的合作是多样的（例如信息共享或讨论问题的部门范围定期会议）。
The research also indicates problems in the development of the feedback diversity and effective communication structures.The continuous feeding information back into the decision-making and effective communication is essential if organizations are to learn and benefit from the experience of diversity in the long term.
研究还指出了反馈多样性和有效沟通结构发展中的问题。如果组织要长期学习多样性的经验并从中受益，就必须不断将信息反馈到决策和有效沟通中。
Awareness of diversity: As indicated in the previous section, research findings indicate a number of questions regarding the “Diversity Awareness”, which includes gathering information on diversity, identification of the diversity of challenges andopportunities (as they relate to the specific context) and the development of proactive diversity measures.
多样性意识：如前一节所述，研究结果表明了关于“多样性意识”的一些问题，其中包括收集有关多样性的信息，确定挑战和机遇的多样性（因为它们与特定背景有关），并制定积极的多样性措施。
In addressing these issues, the following measures are recommended: Both industry and the corporate level, it is important that the diversity of information is collected systematically, effectively and continuously.To achieve this organizations need to establish what type of data that diversity is necessary (such as information on changes in legislation on equality or diversity of best practices at national or international) where the relevant information canbe obtained (eg, quality Authority systems, Island and the Legal Office directly Equality Investigations) and the degree of effectiveness can be developed to ensure that data is captured and stored in a manner that is conducive to effectivedecision making.
在解决这些问题时，建议采取以下措施：无论是行业还是企业层面，系统、有效和持续地收集信息的多样性都很重要。为了实现这一目标，各组织需要确定哪些类型的数据需要多样性（例如关于国家或国际最佳做法平等或多样性立法变化的信息），以便获得相关信息（例如，质量管理局系统、岛屿和法律办公室直接平等调查）和有效程度，以确保以有利于有效决策的方式获取和存储数据。
Once the information has been collected, it must be proactively used to permanently identify the full scope and extent of the diversity of challenges and opportunities faced by the particular context.To ensure a complete evaluation every individual in the context necessary to identify the challenges and opportunities affecting their role.For example, those in receipt of a hotel may face problems that center on further implementation where diversity as managers earlier in the hierarchy May be more concerned about planning for diversity (such as developing policies to ensure compliance with equality legislation).Where there is an effect may lead to legal challenges (which follows in May negative reputation legal or financial results).
一旦收集到这些信息，就必须积极主动地使用这些信息来永久性地确定特定环境所面临的挑战和机遇的多样性的全部范围和程度。确保在必要的背景下对每个人进行全面评估，以确定影响其角色的挑战和机遇。例如，那些入住酒店的人可能会面临以进一步实施为中心的问题，即作为层级早期管理者的多样性可能更关心多样性规划（例如制定政策以确保遵守平等立法）。如果有影响，可能会导致法律挑战（5月份出现负面声誉法律或财务结果）。
Options Diversity: As indicated earlier research highlighted a number of Options ‘diversity’ issues such as identification of alternatives diversity decision, decisions of the diversity and the decision of thediversity of perspectives over time.In addressing these questions should be considered:
选项多样性：如前所述，研究强调了许多选项的“多样性”问题，如备选方案的确定多样性决策、多样性决策和视角随时间变化的多样性决策。在解决这些问题时，应考虑：
In the decision of the diversity, it is important that decision alternatives are developed, tested and chosen the best option (as opposed to jumping the decision most obvious or simple solution that comes to mind without thinking fullyoptions throug
