Generating buy-in from white men is a challenge in some companies, especially for middle management. Even the DiversityInc Top 50 companies are split on strategies, with some choosing to directly focus on white men as a demographic group while others insist they are included in all workplace-diversity efforts.

In Do White Men Really Need Diversity Outreach? DiversityInc’s Barbara Frankel, Senior Vice President and Executive Editor, addresses this issue head-on in a 3,124-word analysis. Frankel interviewed 20 companies to learn how they handle including white men in their workplace-diversity efforts.

Companies include: Sodexo (No. 2 in The 2012 DiversityInc Top 50 Companies for Diversity), PricewaterhouseCoopers (No. 1), The Coca-Cola Company (No. 46), Merck & Co. (16), CSX (No. 23), Aetna (No. 24), Health Care Service Corporation (No. 19), AXA Equitable (one of DiversityInc’s 25 Noteworthy Companies), Harley-Davidson, Ameren, Comerica, Choice Hotels, Staples and the Army & Air Force Exchange.

Readers will also receive need-to-know answers to key questions in workplace diversity including:

• Can white men be diversity leaders in the workplace?
• What aggressive workplace-diversity efforts are companies, such as Coca-Cola and PricewaterhouseCoopers, making?
• Why do you need to keep senior management accountable for diversity efforts in the workplace?
• How can you make a business case for workplace diversity to middle managers?
• How will creating an action plan help make workplace diversity meaningful?
• Should white men have resource groups?

Read Do White Men Really Need Diversity Outreach? at DiversityIncBestPractices.com.

Watch the video below to hear DiversityInc CEO Luke Visconti discuss the business case for workplace diversity and why it is important for ALL groups to be included in diversity efforts.

Read DiversityInc CEO Luke Visconti’s Ask the White Guy column, Can a White Man Speak With Authority on Diversity?, for more on this subject.

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Companies in The DiversityInc Top 50 Companies for Diversity know that talent development and building a healthy, diverse pipeline for management starts early. That is, when new hires first come on board. It’s a strategy that not only attracts the brightest recruits but also keeps top performers engaged.

Diversity leaders Steve Bucherati, chief diversity officer, The Coca-Cola Company (No. 46 in the 2012 DiversityInc Top 50), and Susan Hamilton, assistant vice president, diversity, CSX (No. 23), discuss in our diversity web seminar on talent development the best practices that have allowed their companies’ talent to thrive, resulting in sustained business success.

Watch Diversity Web Seminar on Talent Development: How Diversity Metrics & Corporate Culture Affect Your Success.

The 90-minute diversity seminar on talent development, led by Barbara Frankel, senior vice president and executive editor for DiversityInc, also offers insights into current trends from exclusive DiversityInc Top 50 data.

Highlights from the presentation include:

• Identifying the most common gaps among senior-level managers
• An exclusive example of Coca-Cola’s diversity-metrics scorecard and the top roles they measure
• How cross-cultural mentoring creates a full-circle strategy for pipeline through talent development
• How both internal and external resource groups can help pinpoint your top performers and increase retention
• Why CSX tailors its Associate Development Programs to align with corporate culture and foster company traditions

The diversity seminar is available as a video presentation and a downloadable PDF.

Watch Diversity Web Seminar on Talent Development: How Diversity Metrics & Corporate Culture Affect Your Success.

For more on talent development, read about IBM’s innovative best practices in Talent Development & Mentoring: How to Find & Develop Hidden Gems.

The post Diversity Web Seminar on Talent Development: How Diversity Metrics & Corporate Culture Affect Your Success appeared first on DiversityInc.

A panel moderated by DiversityInc CEO Luke Visconti, explored the backgrounds and benefits of five chief diversity officers and was preceded by a talk from new PricewaterhouseCoopers Chief Diversity Officer Maria Castañón Moats. PricewaterhouseCoopers is No. 3 on The DiversityInc Top 50 Companies for Diversity list. “It’s a unique opportunity to get in front of our 2,400 partners,” says Moats of her new position” to talk about diversity as a critical business issue, respective to the line of service, geography and industry you are in.” 

Moats spoke of how the professional-services firm works to marry the role of CDO with that of revenue-generator. Moats recently took over from Niloufar Molavi. The position at PwC is a rotational role, where the firm’s line partners serve for two to three years at a time.

“I am not an expert,” she says, admitting that the rotational model only works because “I have a terrific team supporting me.” She acknowledges that her team’s knowledge of diversity and its insight into the continuity of business relationships is critical to her success. Read the full-length, 1,039-word What Background Is Best for Chief Diversity Officers? article at DiversityIncBestPractices.com to watch the exclusive videos of her presentation.

Putting Diversity in P&L Terms

“Diversity is hard to measure but having a hard-ended discussion with our leadership is something I have done and am not afraid to do,” says Shaun Hawkins, chief diversity officer at Eli Lilly (No. 39). Hawkins has an investment background and attributes those P&L roots to his success as chief diversity officer. “We really rely on employee engagement, so diversity and inclusion have to be there. We have to be able to translate what we are doing here to some sort of business in an appropriate way.

Hawkins discussed these issues along with three other diversity leaders—Linda Jimenez, chief diversity officer and vice president, diversity and inclusion, WellPoint (No. 36), who is an attorney; Steve Bucherati, chief diversity officer at The Coca-Cola Company (No. 12), who was previously with the Coca-Cola Foundation; and Andrea Snorton, manager of diversity and inclusion at Southern Company (one of DiversityInc’s 25 Noteworthy Companies and Top Company for Diversity-Management Progress), who has an HR background. Read the full-length, 1,039-word What Background Is Best for Chief Diversity Officers? article at DiversityIncBestPractices.com for more insights and the exclusive video of this interactive panel.

Making Friends with Legal

Jimenez says that her background as a lawyer has helped her in finding solutions and ultimately becoming a mediator for employees and managers’ qualms with diversity issues and goals. “It’s one of the things we like to do as a CDO. It’s about having everyone walk away with a win-win situation,” she says.

Understanding the Community

Chief Diversity Officers with experience in corporate community outreach know the value of these good relationships within and outside the company. Bucherati used to run the Coca-Cola Foundation, which enabled him to see the value in “connecting the dots” and working as a team, especially since CDO’s don’t manage every aspect of the business.

Linking Back to HR 

This is not to discredit those in traditional HR careers, as Andrea Snorton attests that her “background in HR has definitely been an asset, in terms of what our succession slates look like, determining which organizations we’re going to recruit from.” Knowledge of HR gave her the understanding of what the challenges were, allowing her to leverage her relationships and credibility within the organization.

Read the full-length, 1,039-word What Background Is Best for Chief Diversity Officers? article at DiversityIncBestPractices.com for more insight and the exclusive videos of these sessions.

Referenced Articles:
PwC Chairman Bob Moritz Makes Diversity Personal
Why Do P&L Guys Head Diversity at Deloitte, Lilly?
Retention Best Practices
Employee-Volunteer Programs
4 Ways to Overcome Global Diversity Challenges

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