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Twelve NEW sponsors are 'Top Companies for Diversity'

Thursday, April 25, 2013   (0 Comments)
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Twelve Network of Executive Women sponsors have earned spots on the 2013 Top 50 Companies for Diversity list. Recognized by DiversityInc were NEW foundation sponsors Procter & Gamble (ranked number 7), Kraft Foods Group Inc. (18) and The Coca-Cola Company (38); title sponsors Accenture (9), Johnson & Johnson (10), Deloitte (11) and Kellogg Company (32); and platinum sponsors Novartis (6), Target Corporation (20), Colgate-Palmolive (21), General Mills Inc. (26) and J.C. Penney Company (50).

Novartis jumped six spots into the top 10 this year, under the leadership of President André Wyss. Wyss has helped the company increase its number of women in management by holding executives accountable for D&I results, meeting with resource groups, signing off on diversity metrics and maintaining visibility as a proponent of inclusion. Vice President and Head of U.S. Diversity and Inclusion Rhonda Nesmith Crichlow is equally focused on D&I efforts, utilizing strategic communications and increasing the use of resource groups for talent development. Novartis offers multi-year D&I training at all organizational levels, in classroom and online. Resource group members participate in the pilot of each required diversity-training class.

Procter & Gamble is once again ranked in the top 10. The company features an annual Global Diversity & Inclusion week anchored by International Women’s Day. Last year, the company’s flex@work program was launched as a global strategy designed to better enable work/life integration. Resource groups and marketing efforts have produced multicultural initiatives that include My Black is Beautiful (teamed with Black Girls Rock) and Imagine a Future (in partnership with the United Negro College Fund). The Latinovation Seminar shared with 800 employees how Latino managers drive business through innovation. P&G continues to serve people with disabilities with programs that include Project Reach, which brings students with disabilities into the workplace. The Warriors to P&G recruiting initiative reaches out to veterans by finding and placing qualified wounded or disabled veterans.

At Accenture, mentors and mentees receive cultural-competency training. The company has strong resource groups, and each one has an executive sponsor, with all executive sponsors meeting quarterly to discuss metrics and trends, supporting the company’s significant talent-development efforts for people from underrepresented groups. A highly visible supplier-diversity program includes a formal mentoring program, outreach to LGBT suppliers and an assessment of all suppliers to ensure they promote LGBT equality in their own companies. A dedicated recruiter focuses on people with disabilities and relationships with disability-recruiting organizations. The Skills to Succeed program aims to equip 500,000 people globally with job and business skills within the next two years.

Top-level commitment

Johnson & Johnson
continues to be a diversity leader with a diverse board of directors, including three of 13 members. Mentoring programs include group mentoring and virtual mentoring. More than 60 percent of the company’s managers participate in mentoring programs, and mentors receive cultural-awareness training. Senior executives are included as mentors. Twelve resource groups, including groups based on age and veteran status, are available to employees across the organization, including hourly workers. Subcontractors and their subcontractors are required to show diversity in their suppliers.

Employees at Deloitte appreciate a highly inclusive corporate culture, with 90 percent of employee survey respondents agreeing that "people are treated as individuals regardless of background or beliefs.” Last year, Deloitte expanded its inclusion programming beyond its Women’s Initiative and Diversity Initiative (focused on race/ethnicity, LGBT, military and disabilities) to include generations, well being and flexibility. Talent-development programs include the Emerging Leaders Development Program, an eight-month, multidisciplinary initiative that includes a senior-level sponsor; and WINning Career Strategies/WINning New Business, designed to develop high-potential women.

At Kraft Foods, a strong commitment to D&I continues with talent development serving people from underrepresented groups and a well-developed mentoring program, with 70 percent of pairings cross-cultural. The company’s 10 resource groups are required to demonstrate relevance to business goals before receiving company sponsorship. The JumpStart program helps new managers with leadership training and a heightened understanding of corporate culture.

Target Corporation offers a mentoring program that employs group, virtual and peer mentoring, as well as skip mentoring, which engages senior leaders in mentoring team members two or more pay grades below them. Cross-cultural and diversity training efforts include Asian Leadership Day and the LGBTA Business Council’s ally training for corporate headquarters. Target’s corporate philanthropy serves multicultural organizations, including the National Black MBA Association; the Gay, Lesbian and Straight Education Network; and the National Society of Hispanic MBAs.

At Colgate-Palmolive, a comprehensive D&I effort impacts both the U.S. and global employee population, with diversity factored into succession planning at all senior-management levels. Chairman, President and CEO Ian Cook chairs the executive diversity council, meets regularly with resource groups and signs off on executive compensation linked directly to D&I goals. The Colgate Women’s network has 26 chapters in 36 countries. Twenty-five percent of Colgate’s top two levels of senior executives sit on multicultural boards and a long history of philanthropy includes relationships with the United Negro College Fund and National Hispanic Corporate Achievers.

Resource groups at General Mills are involved in recruitment, on-boarding, talent development and marketing. The company’s inclusive mentoring and talent-development efforts are rated among the best in the industry, with a People and Organization Review process that identifies high-potential women and other underrepresented groups for succession planning. The Manufacturing, Engineering Women’s Group and Sales Women’s Group offer mentoring circles for professional women. The Diversity Mentoring Program is focused on underrepresented second- and third-year employees. Eighty-three percent of all General Mills employees volunteer in their communities.

Kellogg Company has held several resource group events during the past year, including a personal-finance session, executive-leadership sessions, mentorship/sponsorship events and an anti-bullying effort. Seven resource groups, including one for veterans, regularly provide insights into product, packaging and marketing decisions. President and CEO John Bryant chairs the Global Diversity Council and meets with the resource groups every quarter. In the company’s growing mentoring program, seventy-five percent of pairings are cross-cultural, with mentors and mentees both participating in cultural awareness training.

At The Coca-Cola Company, Chairman and CEO Muhtar Kent is a visible diversity leader who personally communicates his support to employees and external stakeholders alike. Nine resource groups are available to all employees, including hourly workers, and are used for talent development, on-boarding, diversity training, community philanthropy and product outreach. Business plan actions are derived from engagement results broken down by race/ethnicity, gender, disabilities, orientation and military service. Coca-Cola maintains its standing as a leader in multicultural philanthropy.

J.C. Penney Company honors a strong commitment to diversity and inclusion. Ten resource groups include one for veterans, one based on age, a group based on environmental sustainability and a group based on volunteer activities. Each group is used for identifying and supporting talent, as well as for recruitment, mentoring, on-boarding and marketing to multicultural communities. Programming and training are designed to educate employees in areas of cultural-competence awareness.

In addition to making the Top 50 list, Deloitte is number one in DiversityInc’s Top 10 Companies for Asian-Americans and Target Corporation was recognized as DiversityInc’s Top Company for Mentoring.

"Our team is our single biggest competitive advantage, helping us grow and prosper despite a challenging and changing retail environment,” said Gregg Steinhafel, Target’s chairman, president and chief executive officer. "By fostering diversity and inclusivity in every area of our business, we strengthen our company for team members worldwide and help make Target a great place to shop in every community we serve.”

The DiversityInc Top 50 Companies for Diversity list measures four areas of each company for ranking: the CEO’s commitment to diversity and inclusion, workforce diversity and human capital, corporate and organizational communication on diversity-related issues and supplier diversity. The DiversityInc Top 50 list is derived exclusively from corporate survey submissions. Companies are evaluated within the context of their own industries, with more than 15 industries represented.

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