Part two of our survey centered on the notion and concept of proactively marketing, if not fully selling and promoting, one’s diversity as a strength as a candidate for a job or a promotion within an organization; results from this secondary survey, “Marketing Diverse Backgrounds,” are as follows:

Do you and your organization make diversity a priority during the hiring process and ultimately to consider for employment? (Working definition of diversity — age, race, gender, religion, nationality, sexual orientation, disability and other personal characteristics)