First, the “don’ts.” Do not use quotas when establishing hiring or promotion policies. They do not work and often cause resentment among those who were not selected for a position. On the other hand, they create doubt among those who have them. Don't impose diversity on people. It cannot be imposed from above even if management commitment is essential to its success. Creating a culture is a bottom-up, incremental exercise. Avoid taking only a cosmetic approach to diversity. Do not join clubs that discriminate against or deny membership to women or any minority or religious groups. And do not associate your organization's name with such institutions. Finally, don't wait to be legislated to adopt a diversity strategy. You want your employees and customers to see you as being ahead of the curve on this topic. They won't, if you have to be forced by government or public opinion to adopt it (Poole, 1997, p..