When allowing employees to celebrate the holidays with tasteful decorations and celebrations, how do organizations make sure that people are not offended?

Resource groups that leverage cultural competence provide the innovative marketplace solutions companies need to increase sales and workplace diversity. Learn best practices from American Express and Procter & Gamble in this diversity web seminar.

A networking discussion with American Express’ diversity leader reveals how top companies are using resource groups to reach the marketplace and increase resource-group participation.

Why do companies need resource groups? There are four key reasons: recruitment, retention, talent development and market outreach.

Case studies and real-life examples from more than 20 companies show you how to leverage resource groups to develop talent and connect to customers/clients for improved sales results.

Chief diversity officers from American Express, KPMG, Ernst & Young and IBM lead real-world discussions of the best practices and greatest concerns on critical diversity-management areas.

Starting global resource groups presents many diversity-management challenges. Experts from four companies share best practices.

Diversity metrics help optimize diversity-council effectiveness. What are the four best practices you need to know?

While the Big Four accounting firms fiercely compete against each other, they all have one common challenge: the retention of talent. Ernst & Young (No. 5 in The DiversityInc Top 50 Companies for Diversity), PricewaterhouseCoopers (No. 3), KPMG (No. 29) and Deloitte (No. 8) all work hard to recruit Blacks, Latinos, Asians, American Indians, LGBT people, people with disabilities [...]

Anré Williams, president, Global Merchant Services, American Express, accepts the award for Top Company for Employee-Resource Groups.

Luke Visconti, CEO of DiversityInc, led a senior panel discussion examining the critical role employee-resource groups play in developing and supporting business strategy.