By the Editors of DiversityInc
©
DiversityInc 2007 ® All rights reserved. No article on this site can be
reproduced by any means, print, electronic or any other, without prior written permission of the
publisher.
To read this story from the DiversityInc magazine CLICK HERE
A total of 317 companies competed in The 2007 DiversityInc Top 50 Companies for Diversity® ranking, a 100 percent increase over the last three years and a 24 percent increase over last year.
Now in its seventh year, The DiversityInc Top 50 Companies for Diversity list is determined entirely by a statistical analysis of responses to our 230-question survey. The survey is sent to any company requesting it that has more than 1,000 employees. There is no fee to enter and no requirement to advertise. The methodology is unbiased and is completely independent of business conducted with DiversityInc.
Companies in The DiversityInc Top 50 Companies for Diversity demonstrate consistent strength in the four areas the survey measures: CEO Commitment (the most heavily weighted), Human Capital, Corporate Communications and Supplier Diversity.
The survey also is used to determine the nine specialty lists: the Top 10 Companies for Recruitment & Retention, the Top 10 Companies for Supplier Diversity, the Top 10 Companies for African Americans, the Top 10 Companies for Latinos, the Top 10 Companies for Asian Americans, the Top 10 Companies for Executive Women, the Top 10 Companies for GLBT Employees, the Top 10 Companies for People With Disabilities, and the 25 Noteworthy Companies.
Companies are assessed within the context of their industry, company size, geographical reach and employee skill sets. Almost all of the survey's questions are consistent year to year, with the heaviest emphasis on CEO Commitment. That consistency is evidenced by the fact that 36 of the Top 50 were on the list last year. Of the 14 that were not, 11 were previously on Top 50 lists and three are new. Two of those three newcomers were on the 25 Noteworthy Companies list last year, companies that our editors believe have the potential to make the Top 50.
This year, questions were added on Native Americans, CEO commitment, mentoring, work/life, management retention, people with disabilities and GLBT people. Our commitment to GLBT rights is so strong that we determined that a negative answer to one question-giving domestic-partner benefits to same-sex couples-disqualified a company from appearing on the Top 50 or any of the specialty lists.
