tips for the 2013 diversityinc top 50 survey
TRANSCRIPT
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Tips for the 2013
DiversityInc Top 50 Survey
Barbara Frankel
Senior Vice President, Executive Editor
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2012 DiversityInc Top 50 Companies for Diversity
1. PricewaterhouseCoopers
2. Sodexo
3. Kaiser Permanente
4. AT&T
5. Procter & Gamble
6. Ernst & Young
7. Kraft Foods
8. Deloitte
9. Prudential Financial
10. Colgate-Palmolive
11. Johnson & Johnson
12. Accenture
13. Novartis Pharmaceuticals
Corporation
14. American Express
15. MasterCard Worldwide
16. Merck & Co.
17. IBM
35. jcpenney
36. Booz Allen Hamilton
37. Allstate Insurance Company
38. Medtronic
39. Verizon Communications
40. Time Warner
41. Toyota Motor North America
42. Northrop Grumman
43. Rockwell Collins
44. Monsanto
45. Chrysler Group
46. The Coca-Cola Company
47. Capital One
48. Lockheed Martin
49. Kellogg Company
50. MetLife
18. Cummins
19. Health Care Service Corporation
20. Abbott
21. Marriott International
22. KPMG
23. CSX
24. Aetna
25. Cox Communications
26. Dell
27. Automatic Data Processing
28. General Mills
29. Eli Lilly and Company
30. Target
31. Bank of America
32. Starwood Hotels & Resorts
Worldwide
33. Wells Fargo
34. WellPoint
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The 2013 DiversityInc Top 50 Survey Is Out Now
• Submission deadline – March 1, 2013
• Results announced April 23 in New York City
• Contact [email protected] to participate or
if you have questions
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Movement on the List
•20 moved up in ranking
• 3 of the 25 Noteworthy Companies jumped onto the list
• 2 returned to the list
•1 that never ranked made the list
• 1 first-time participant made the list
•24 moved down in ranking
• 5 fell off the list
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Four Areas of Measurement
• Women/Minority Businesses, Lesbian, Gay, Bisexual and Transgender, People with Disabilities, Veterans Spend
• RFPs
• Accountability
• Mentoring
• Resource Groups
• Philanthropy
• Consistency
• Effectiveness
• 5 Management Levels
• Promotions Into Management
• Promotions in Management
• Accountability
• Personal Communications
• Visibility
• Diversity Councils CEO
Commitment Human Capital
Supplier Diversity
Corp. & Org. Comm.
5
CEO
Commitment
Human
Capital
Corp. & Org.
Comm.
Supplier
Diversity
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Executive Diversity Councils
6
2005 DiversityIncTop 50
2010 DiversityIncTop 50
2012 DiversityIncTop 50
32%
42%
54%
CEO Chairs Executive Diversity Council Tip
Executive diversity
councils set strategy
and companywide
diversity goals. When
council members’
compensation is
linked to those goals,
we note a dramatic
improvement in
human-capital
demographics.
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Mentoring
7
2005DiversityInc
Top 50
2007DiversityInc
Top 50
2009DiversityInc
Top 50
2012DiversityInc
Top 50
19%
27.1%
37.5% 39.7%
% of Managers in Mentoring
Tip
This references only
formal mentoring,
with pairings set by
company and results
(engagement,
retention, promotion)
measured. Pairings
are cross-cultural
and senior execs
participate.
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21% five
years ago
27% five
years ago 38% five
years ago
Resource Groups
2008 2012 2008 2012
DiversityInc Top 10 DiversityInc Top 50
16%
29%
16%
22%
Tip
Most companies count
membership as
someone who attends at
least three meetings a
year or assumes a
leadership position.
Hourly workers
increasingly are being
included through off-
shift activities and
permission to leave
shifts if they take on
leadership positions.
% of Employees in Resource Groups
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9 Using Resource Groups
to Track Talent Development
2005 DiversityIncTop 50
2011 DiversityIncTop 50
2012 DiversityIncTop 50
8%
26%
42%
Tracks Retention, Promotions
of Resource Group Members Tip
Measuring resource-group
member promotions and
engagement often leads to
more money for resource
groups, as it demonstrates
value in talent
development. This turns
diversity management from
a ―soft‖ initiative to one
directly contributing to
business results.
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Multicultural Philanthropy
10
Was 32%
two years
ago
Tip
Count employee
volunteer hours and in-
kind promotions.
Multicultural groups are
nonprofits that primarily
benefit Blacks, Latinos,
Asians, American
Indians, LGBT people,
people with disabilities
and women in STEM
jobs.
2005DiversityInc
Top 50
2009DiversityInc
Top 50
2011DiversityInc
Top 50
2012DiversityInc
Top 50
5%
23%
37% 40.6%
% of Total Philanthropy Spent
With Multicultural Nonprofits
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What to Expect in 2013 DiversityInc Top 50 Survey
• Senior Level Accountability – New questions concerning the
involvement of the top two levels of the organization
• Senior-Management Tenure – New questions looking at the
length of service (broken down by race and gender) for the top two
levels of the organization
• Recruitment by Business Segment – Examination of areas
of business that have the most new hires by race/ethnicity/gender
• Attrition/Retention – Racial/gender breakdown of those who left
voluntarily and involuntarily
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More Tips
•Don’t be too conservative – contact DiversityInc if you
are unsure on how to answer a question
•Don’t leave questions unanswered unless you are
100% certain there is no answer
•Make sure your chief diversity officer thoroughly goes
over the answers — do not leave this to a lower-level
person or someone new to the organization
•Check your answers from last year and if something
has changed negatively, be prepared to tell us (and
your management) why