As 2010 quickly comes to an end, I am amazed at how little progress some have made on the diversity front. The Federal Government should be the trend leader on this issue but continues to lag behind. After spending time with some of my collegues in this business over the last month, I realized that there is a lack of conceptual clarity around the issue of diversity. For as many people as I talked with, that is how many definitions of diveristy I received. I agree, there is room for a multitude of definitions, however, there must be some agreement and clarity within an organization to make it work. All too often, D & I professionals have very clear concepts and definitions that never seem to resonate or cascade through an organization. We carry on our work in spite of the lack of clarity and are often frustrated with the lack of results. I am not blaming anyone for this ongoing challenge, but merely asking how can an organization expect results without conceptual clarity? Front line managers continue to practice the “counting heads” philosophy while senior leadership embraces a more universal definition. All the while, diveristy practioners are off implementing their vision. I am not sure if there is a universal solution to this problem, but I am ceratin that without conceptual clarity, it will continue to be a problem.