Expand the commitment to develop, promote and retain current African Americans and people of color in area corporations. Identify and implement corporate ‘best practices’ for achieving highest levels of diversity in both employment and in contractual opportunities which, at a minimum would parallel the representation of these persons within the Greater Pittsburgh Region. Best practices should include mentoring, orientation, training, communication skills,performance evaluations, etc.
There should be a corporate commitment to create a pool of resources to invest, long term, into a talented diversity pool. For purposes of accountability it is recommended that the principles of workplace diversity, equity and inclusion be included in the performance evaluations of high level managers. The strategic implementation of these goals is a must for the successful accomplishment of this mission. Identify an individual or organization to monitor and evaluate implementation of best practices and to provide expertise in building diverse cultures, and to identify ways of ensuring commitment and compliance to the cause of diversity, equity and inclusion throughout the Pittsburgh Region and beyond.
Initiate a commitment from public officials which leads to the announcement that anyone doing business with the city or county will be evaluated partially based the percentage of African Americans and people of color employed, and the number of such individuals in leadership positions within their companies. When implemented such a commitment would send a clear message that diversity must be embedded within the business strategy of area companies and corporations.
Create incentives for companies to achieve a significantly diverse workforce. There should be efforts for public recognition and accountability. (As of May 2012 Allegheny County Executive Rich Fitzgerald had begun to utilize the Rooney Rule for the hiring of top executives for Allegheny County government.)