Organizations that have a presence in multiple parts of the world struggle with the idea of a corporate diversity initiative and how to make it work in the varied cultural environments they work in. The concerns I receive calls about are U.S. HR or training people who want to know how to adapt their training programs to other countries or the professionals from other countries who have inherited a program from their U.S. counterparts and don't know how to tell them its content is not relevant to their workplace. This is exactly where the problem lies. The discussion is at the tactical level of how you implement a diversity initiative through methods such as training, corporate initiatives such as recruitment policies or mentoring programs, or from a customer-standpoint specialized outreach towards specific markets. Where the discussion has to start is at the strategic level. What are the desired outcomes for the organization from a diversity initiative? How does it tie in to other strategic imperatives? For an organization that has facilities in multiple countries, the next question is: What would success look like at a country-specific level? For example, now that Brazil has a special focus on hiring and promoting people with disabilities, should you have an outcome measure that reflects this?