2014 50 OUT FRONT: Best in Class Companies

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MEDIA ADVISORY
Communications Contact:
sheila@diversitymbamagazine.com

DIVERSITY MBA ANNOUNCES BEST IN CLASS
“50 Out Front:
Best Places to Work for Women & Diverse Managers Ranking”

CHICAGO, IL– Diversity MBA Magazine, a national leadership publication targeting managers, executives in leadership; as well as professionals, students, and the business community; publishes its eighth annual list of “50 Out Front for Diversity Leadership: Best Places to Work for Women & Diverse Managers Ranking – Best in Class Companies.

Diversity MBA Magazine established the Best in Class categories that provide specific recognition in the areas we benchmark so we can continue to recognize companies that have demonstrated outstanding systems, impact and results in our benchmarking categories of recruitment, representation, board diversity, succession planning, workplace inclusion & retention, and accountability. This release recognizes the Top Ten Companies in each category that have leading practices.

“The Best in Class companies have effectively implemented performance metrics to measure inclusion on a routine basis that has impact to support driving change, says, Pam McElvane, CEO & Publisher of Diversity MBA. The top ten companies have successfully demonstrated these practices, which propelled them to the top of the “50 Out Front for Diversity Leadership: Best Places to Work for Women & Diverse Managers” list. The six areas measured for best practices in management and leadership are defined below; Recruitment, Representation, Succession Planning, Workplace Inclusion, Accountability, and Board Diversity.

Recruitment programs for our 50 Out Front companies are a critical part of their diversity strategies. In fact, this is the place where most companies begin the process. We continued to expand this area to further understand not just the recruitment strategies, but the results and impact of all groups targeted.

Representation – This area is the ultimate outcome that companies want to have with women and people of color in the most senior leadership roles. While on one hand, we analyze representation at all management levels to determine the overall progress of the marketplace, there are still challenges with consistent and timely movement of people of color into the most senior leadership roles.

Succession Planning is successfully done by more than 90% of our 50 Out Front companies having succession planning processes. The opportunity is for more companies to develop intentional strategies that provide exposure, access and assignment for women and people of color. Less than 30% of our participants have intentional diverse strategies for people of color in their succession planning process.

Workplace Inclusion is the final milestone that must be achieved for cultural institutionalization of diversity. It is the blend of cultural competencies and career disciplines resulting in the differences of thoughts, approaches, and et.at. to getting solutions It is about full employee engagement.

Accountability – CEO and board commitment are keys to the success of any organization developing a cultural institutional process for achieving diversity and inclusion results. Accountability must be systematic in all processes of recognition from the bottom up to ensure organizational buy-in to any transformational change.

Board Diversity – continues to be a growth opportunity for companies. More and more companies are engaging their boards in their diversity strategy. Board composition is a critical indicator for Diversity MBA to insure inclusion. Our Top 10 companies average 45% board diversity.

Best in Class: Top Ten “50 Out Front for Diversity Leadership: Best Places to Work for Women & Diverse Managers,” (listed in alphabetical order) are listed below.

 

 

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