实施有效的多样性计划，重要的是要将责任分散到广泛的组织基础和全面的组织基础上（即所有员工都应该在自己的角色范围内对多样性负责）。为了实现这一数量的措施是必要的，其中包括评估角色，确定每项工作的适当职责范围的性质和级别，将责任归因于个人角色的多样性（所有员工必须以书面形式意识到自己的责任），并考虑随着时间的推移对多样性的责任。一旦人们承担了责任，就必须不断进行评估。在这方面，必须制定不同的奖励结构（人们因积极多样性的人员决策或行为而获得奖励）。此外，应建立控制结构，阻止人们从事各种负面行为（如工作场所的笑话或其他负面歧视形式）。政治领导和管理支持对于促进与多样性有关的具体责任至关重要。
Interfaces diversity: As indicated earlier research highlights a number of questions about “diversity interfaces, which include internal cooperation and external diversity and development of structures of the diversity of feedback. Indealing with these issues, the following measures are recommended:
界面多样性：如前所述，研究强调了关于“多样性界面”的一些问题，其中包括内部合作和外部多样性以及反馈多样性结构的发展。为了解决这些问题，建议采取以下措施：
Interorganizational cooperation is important if diversity must be managed effectively.For this purpose, the individual host organizations may establish committees of diversity (composed of people from different areas and levels of the organization), the conduct of the diversity of regular meetings and ensure timely and streamingdiversity TwoWay.
如果必须有效管理多样性，组织间合作就很重要。为此，各主办组织可设立多样性委员会（由来自组织不同领域和级别的人员组成），定期举行多样性会议，确保双向多样性的及时性和流动性。
External communication of diversity and cooperation (ie with other organizations in the sector) may be beneficial.To achieve that representatives of different industry groupings should look to meet regularly to share information, solve problems and learn from the experiences of each other.In addition, the information industry of the Cross: “Diversity Working Group” (to act as a support mechanism for the sector in relation to issues of diversity and assist organizations in moving to meet thechallenges and opportunities presented by diversity) should be considered.
多样性和合作的外部沟通（即与该部门的其他组织）可能是有益的。为了实现这一目标，不同行业集团的代表应该定期会面，分享信息，解决问题，并相互学习经验。此外，还应考虑红十字会信息产业：“多样性工作组”（作为该部门在多样性问题上的支持机制，协助各组织应对多样性带来的挑战和机遇）。
The structures must be in place to ensure that the diversity of information is continuously fed back into the hierarchy and in every stage of decision making.In this way, organizations can ensure they continually learn both positive and negative experiences of diversity. (Wrench, J, 2001)
结构必须到位，以确保信息的多样性不断反馈到层次结构和决策的每个阶段。通过这种方式，组织可以确保他们不断学习多样性的积极和消极经验。
Conclusion and general recommendations: In recent years dynamic diversity change have created new opportunities and challenges for organizations operating in the India economy.This contribution briefly describes the research that was conducted for the India Hotel and restaurant around the Institute of the diversity of challenges faced by those working in the hospitality sector.The study stresses that in view of the diversity of this sector is currently facing a series of questions.Which focus on planning issues of diversity (such as identifying the diversity of challenges, opportunities and make effective decisions for diversity) and aspects of implementation (such as allocation of responsibility for diversityand the creation of internal / external cooperation around diversity). To meet these challenges (both sectoral and organizational level), the following steps are recommended: Systems must be put in place to enable the ongoing collection and processing of information diversity.Mechanisms must be developed to facilitate the proactive identification of the diversity of challenges and opportunities over the long term.Decision diversity effectiveness of decision making must be undertaken (which requires the identification of alternative decisions, choosing the most appropriate option, assessing the impact of decisions on other areas of diversity of thecompany and if necessary by taking a long term approach to decision making).Responsibility for diversity should be allocated to an organizational level and in the context of all the roles.Reward and diversity of effective control structures should be developed and implemented.Supporting diversity and leadership must be provided.Cross-industry cooperation and interaction around diversity should be developed and maintained.The diversity of structures appropriate
