Diversity initiatives have evolved from a focus on compliance-oriented training to a systematic approach which integrates the many dimensions of diversity in all aspects of business to enhance performance through the practice of organization development (OD) (Bendick, Egan, \u26 Lofhjelm, 2001). Many organizations have implemented short term solutions to address the demographic changes in the workforce, but have had minimal results. When diversity interventions are conceptually grounded in organization development practices the results are much more substantial for both the employees and the organization (2001).  The purpose of this qualitative case study was to explore the perceived influential factors of effective organizational change for instituting diversity initiatives and to investigate the process of implementing diversity initiatives successfully in one hospitality organization. Key findings indicate that OHI utilized the following concepts and strategies while instituting change relating to their diversity efforts: Leadership Commitment, Corporate Values, Education, Communication, Accountability, and Organizational Infrastructure. The findings from this study can assist in highlighting key strategies for implementing diversity interventions that are perceived to be successful for improving future diversity initiatives. It can assist organization development (OD) consultants; workplace learning and performance (WLP) practitioners and human resource (HR) managers develop a better understanding using a systems approach for addressing diversity