Diversity MBA Magazine – Managing Diversity, Executive Leadership Development, Diversity Jobs & Hiring

Plano, TX
19,000 employees
Founded 2008
CEO: Larry Young
CDE: Terri Harrell
www.drpeppersnapplegroup.com

DPS is committed to providing an inclusive workplace where all employees are empowered to contribute to its success. The firm believes the right people with the right tools and skills can deliver high-quality performance by working together. More than 20% of the company’s vice presidents and above and nearly 60% of its total workforce are women or minorities. To further strengthen the diversity DPS, it cultivates and establishes relationships with, supports and often participates in job fairs hosted by numerous organizations on a local and national level, including the National Society of Hispanic MBAs, NAACP, the National Urban League, the Hispanic Heritage Foundation, the United Negro College Fund and the National Black MBA Association, among others. The firm is also a supporter of Students In Free Enterprise, an international organization that mobilizes university students around the world to make a difference in their communities while developing skills to become socially responsible business leaders.

Chicago, IL
55,000 employees (approx.)
Founded 1864
CEO: Thomas Quinlan III
CDE: Damayanti Vasudevan
www.rrdonnelley.com

Donnelley’s D&I efforts have been challenged over the past seven years given its numerous acquisitions and restructuring activities, but it has had consistent, increased investment in its inclusion councils and corporate executive leadership mentoring programs. It has about 36 inclusion councils that work at the site level; the firm sets guidelines, monitors and surveys them annually, shares best practices and Quality Certifies them when they’re on track. Donnelley requires all senior leaders to have a good-faith effort goal that impacts representation at their level and culture and opportunities for diverse talent. All site leaders are expected to set good-faith effort goals and cascade them through their leadership. Donnelley’s mandatory on-line training is required annually, with additional training optional by site. It is also training and certifying regional inclusion facilitators to deliver a module for employees/managers on the business case, strategic approach, behavioral expectations and impact on individual and business performance

Chicago, IL
40,300 employees
Founded 1997
CEO: Colin Dyer
CDE: Cedric Thurman
www.joneslanglasalle.com

At JLS, diversity and inclusion are important values, and mean creating a culture in which people of different backgrounds and points of view are valued and integral to how it collaborates and delivers its best work to clients. It fosters an environment that values the richness of differences. It recruits a diverse group of talented people and develops and promotes exceptional individuals from a range of backgrounds and embraces the varied experiences of all employees. Women make up 33% of its global workforce. Additionally, JLS employees represent a vast spectrum of cultures, backgrounds and ethnicities. Its diversity committee is responsible for the development/ management of the supplier diversity initiative, and establishes and monitors corporate minority, women and disabled veteran business enterprises.  In 2009, JLS launched the inaugural corporate solutions leadership rotation program, an 18-month program where three new employees, all recent MBAs, completed six-month assignments in facility management, transaction management and project and development services.

Mayfield Village, OH
24,638 employees
Founded 1937
CEO: Glenn Renwick
CDE: Tiffany Collins
www.progressive.com

Though Progressive is in the infancy stages (year three) of its diversity/inclusion efforts, it’s firmly committed to them. It believes that by investing in an inclusive culture, it will create an outstanding work environment for employees, exceptional service to customers and extraordinary performance for shareholders. It also feels that hiring people who bring added diversity to its overall workforce is important to the firm’s future. Most of Progressive’s work has involved education and infrastructure to support diversity efforts. Its agenda focuses on four key areas: building a talent pipeline, creating and inclusive work environment, learning about diversity, and measuring its success. It sees employees with different backgrounds and experiences as bringing important perspectives to the company’s overall business challenges and thinking, and that maintaining an atmosphere where everyone feels like they are part of one community is crucial to sustaining Progressive’s unique culture.

Santa Clara, CA
82,500 employees
Founded 1968
CEO: Paul Otellini
CDE: Rosalind Hundell
www.intel.com

Intel is committed to ensuring that women, minorities, people with disabilities, veterans, and other diverse groups are appropriately represented in its workplace. Each year at each of its sites, Intel prepares an affirmative action plan to assess its workforce diversity, specifically the utilization of women and minorities, and to address any possible areas of under-representation. In addition, the company’s long-standing Open Door guidelines encourage employees at every level, regardless of their title or role, to raise issues and to expect a timely response and resolution. Intel regularly conducts worldwide internal organizational surveys that include diversity aspects, and shares the survey results and their related action plans with all its employees. It believes this open exchange of ideas and concerns promotes a fair and respectful workplace for all of its employees worldwide. In its succession process, Intel’s senior management team identifies approximately 15-20% diverse and/or female candidates as part of the process it uses.

Chicago, IL
59, 100 employees
Founded 1919
CEO: Greg Case
CDE: LaShana Jackson
www.aon.com

Aon’s diversity/inclusion group partners with its leadership to ensure workplace diversity with inclusive practices across the company. Open to all employees, Aon’s Business Networking Groups are independent voluntary groups that respond to employee needs. While they primarily focus on professional development and connecting to our clients, Aon Working Parents and Aon Inc (for employees under 35) are employee-driven groups. Inspired by the concept of “think Globally, act locally, Aon’s local diversity councils are international, and work to enhance smaller local office inclusiveness through awareness activities and community focused events. Aon’s supplier diversity program is designed to provide diverse suppliers equal access to purchasing and sourcing opportunities. The firm is committed to a meaningful supplier diversity strategy, both within the organization and to the extent it can help clients enhance their supplier diversity strategy. Finally, Aon’s recruiting team is dedicated to seeking out the best talent possible, creating a diversity recruiting task force.

Houston, TX
4,020 employees
Founded 1927
Chancellor: Renu Khator
CDE: Craig Clayton
www.uh.edu

Ranked second in the country among research universities for campus ethnic diversity by U.S. News & World Report last year, UH’s student population is 12.6 % African-American, 19.5% Asian-American, 22.3% Hispanic, 1.6% multiracial, and .3% each Pacific Islander and Native American. Beyond this, the College of Liberal Arts and Social Sciences wants the school to also lead in faculty diversity and interdisciplinary collaboration. To partially reach that objective, it created an ad hoc committee on diversity. The committee’s initial charge is to review the college’s data on ethnic, gender and racial diversity and retention of faculty, staff, and students and recommend enhancements. UH also holds an annual Diversity Institute, a campus- wide event developed to explore issues related to diversity and multiculturalism. Beyond these, the school’s International Institute for Diversity & Cross Cultural Management offers a diversity management certificate program, a training program that provides real world opportunities for people to learn the skills necessary for diversity professionals.

Columbus, IN
40,000 employees
Founded 1919
CEO: Tim Solso
CDE: Lisa Gutierrez
www.cummins.com

Cummins feels that diversity is integral to its business, and its commitment to diversity and respect for other cultures and communities gives it an edge in doing global business. Inclusion has been a part of Cummins’ core values for over 40 years. It has a number of women and minorities among its senior leaders. It defines diversity within the firm in three ways: 1) the diversity of an individual is defined by his/her cultural and personal differences, as well as life/professional experiences; 2) diversity is created through the distinct personalities and capabilities of each individual within the group; and 3) the diversity of individuals and organizations creates an environment where innovation and ideas flourish. When Cummins enters new markets/geographies, it employs people who understand the local culture and speak the local language who are an integral part of the local community.