Which practice supports the idea of shared leadership in managing diversity?

The practice of individual department ownership supports the idea of shared leadership in managing diversity because it empowers different departments or teams to take responsibility for their own diversity initiatives and approaches. This ownership allows for diverse perspectives and ideas to flourish within each department, fostering an environment where shared leadership can thrive.

By encouraging departments to customize their strategies and practices related to diversity, organizations can better address the unique challenges and opportunities that different areas face. This decentralized approach promotes collaboration, engagement, and accountability among team members, making it more likely that diverse perspectives are integrated into decision-making processes.

The other options, such as centralized decision-making and top-down management, emphasize a hierarchical approach where decisions are made by a select few individuals at the top of the organization. This does not support shared leadership, as it limits input from a broader range of voices and experiences. Uniform diversity initiatives may also fail to recognize the varied needs of different departments, leading to a one-size-fits-all solution that may not effectively promote diversity management.