Twelve NEW sponsors are 'Top Companies for Diversity'
Thursday, April 25, 2013
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
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
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
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.
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.
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
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.
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
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