Embracing diversity: companies that create an all-inclusive atmosphere run the risk of improving their outlooks, their products and ultimately, their sales.

A missionary was sent to a jungle tribe reported to be cannibals. Upon meeting the chief of the tribe he asked, "Do your people know anything about religion?" The chief replied, "Well, when the last missionary was here, we got a little taste of it ..." Or so the story goes.

If only the tribe had embraced its foreign visitors instead of eating them. But we all look at one another differently depending on our perspective. We cannot have a world of people who look, act, think and conduct business the same, as we all are not cut from the same cloth. It's a concept known as diversity. Yet, as an industry we are not as diverse as we would like to think.

In the insurance world, we are in need of expanding our diversity mind-set not only to our customers, but to our own employees. We have to be committed to increasing diversity among the professionals within our agencies and companies. Diversity improves the performance and effectiveness of our companies, both inside and out.

We are succeeding--but not at a very rapid pace. It's a work in progress, and in most cases, it is challenging and more protracted than the majority would like to see.

Our industry has a history of being a predominantly white male institution, largely because of the approach of recruiting professionals and the social mores of our society. But recruiting efforts are changing, and insurance and brokerage human resources teams need to be the leaders in this area by looking at candidates with diversity as a subset of the hiring profile.

By recruiting with diversity in mind, we strengthen the quality of talent, the quality of the product and the reputation of the company. A department that has diversity within its work force usually has the ability to work collaboratively and recognize varying points of view. Collaborative departments tend to communicate more openly and in varying ways. That is the basis for teamwork and creativity.

Hanging a diversity poster in the HR department or placing a diversity statement on the company's Web site is nice, but meaningless. Your company has got to walk the talk, from the chief executive officer down to the front-line personnel, as it welcomes a diverse approach. Companies need to invest time and resources to support diversity through formal training, team coaching and individual mentorship.

The prospective employee has to do his or her homework as well, routinely asking such questions as: Does the company have a diversity officer? Have there been Equal Employment Opportunity Commission cases against the company? What are the office policies on conflict resolution and discrimination? All of these should be answered before accepting a position. Prospective employees also should check with former and current employees on the sincerity of the company's diversity efforts.

There are organizations and associations making strides in adding diverse professionals to the ranks of our agents, brokers, customer service representatives and underwriters. These include the National African-American Insurance Association, the Latin American Agents Association and the Diversity Task Force of the Independent Insurance Agents & Brokers of America.

Our carriers, agencies and brokerages can do the same. Embracing diversity will make all the difference.

Lance Ewing, a Best's Review columnist, is vice president, risk management, for Harrah's Entertainment. He can be reached at [e-mail].