The presenters—David Casey, Vice President of Workforce Strategies and Chief Diversity Officer, CVS Caremark; Susan Autera, Director, Business & Technical Leadership, and Shivani Kathuria, Business & Technical Leadership Partner, IBM; and Christine Talbot, Vice President, Human Resources, and Barry Myers, Director, National Leadership Development, Kaiser Permanente—discussed:

• How CVS Caremark Tracks Talent Development: the company’s nine-box talent matrix rates employees’ current performance and future potential. The goal is to have a diverse in-house slate for higher-level openings.
• Why IBM Promotes Learning From Leaders: Rather than a traditional mentoring program, female high-potentials interview women senior executives in an effort to understand and document their career journeys. The company then tries to replicate recurring themes to accelerate the careers of its future women leaders.
• How Kaiser Permanente Sets High Standards: To make sure that high-potentials have the right tools to take on leadership roles, Kaiser has four management-development programs, including a Diversity Leadership Program that pairs executives and mentees.

Takeaways include: How to on-board of new hires to improve retention, set requirements for diverse candidate slates, use your executive diversity council to set diversity goals, and get senior-level executives involved in cross-cultural mentoring.

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In our diversity web seminar on mentoring and sponsorship, BASF’s Chief Diversity Officer Patricia Rossman, and Deloitte Consulting’s Kelvin Womack, Principal, Lead Client Service Partner, Federal Health Practice, and Managing Principal, Diversity, discussed:

• How BASF Successfully Launched a Mentoring Program: The company utilizes an eHarmony-style digital system to match mentors and mentees, which increases engagement and customizes each mentoring pair for optimal results.
• Why Sponsorship at Deloitte Drives Careers: The company’s pilot Navigation to Excellence formal sponsorship program nationally paired 15 Black, Latina and Asian women with sponsors. Participants reported improved relationships with senior sponsors, networking and communication skills.

Additional insights from BASF and Deloitte include:

• Relationship Must-Haves: What you need to formalize and integrate mentoring and sponsorship programs into your corporate culture.
• Benefits of Formal Programs: How are they different from informal programs and why companies opt to formalize their talent development.
• Metrics & Data: What are the best metrics to assess progress, especially involving retention, engagement and promotion?
• Consistency: How to achieve a sustainable program at your organization.

Please log in to DiversityIncBestPractices.com to watch the presentation and download the slides.

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Executive Diversity Councils: Best Practices From Kellogg Company, Comcast Corporation.

The greatest change that we’ve observed among executive diversity councils is the increasing number of CEOs chairing the council: This is true for 54 percent of DiversityInc Top 50 companies with executive diversity councils, up from 32 percent in 2005.This sends a strong message throughout the organization that this is a business priority and that the council is driving actual results (not just setting strategic direction).

In our web seminar on diversity councils, Kellogg Company Global Head of Diversity & Inclusion Mark King and Comcast Corporation Vice President of Administration Karen Dougherty Buchholz discuss the strategies and goals their companies used to create and implement effective executive diversity councils—and how they keep their council members accountable for results. (Kellogg Company is No. 49 in the DiversityInc Top 50 and Comcast is one of DiversityInc’s 25 Noteworthy Companies.)

Kellogg President and CEO John Bryant serves as chair: The nine members of Kellogg’s executive diversity and inclusion council (EDIC) oversee the company’s 12 diversity councils from its respective business divisions.

Comcast’s Joint Diversity Council oversees diversity strategy of 14 councils: Comcast/NBC Universal also leverages an external diversity council for additional guidance.

In this web seminar, you will learn:

• How to create clear diversity-council objectives
• Why resource-group members should be included on the council
• When meeting size and frequency can impact council effectiveness
• How to promote your executives’ diversity leadership throughout the organization

This 90-minute diversity web seminar is available to DiversityIncBestPractices.com subscribers. Click here to watch.

Visit our web seminar library to view our full archive of web seminars.

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In DiversityInc’s diversity web seminar on talent development, Senior Vice President and Executive Editor Barbara Frankel leads a discussion on the importance of leveraging diversity metrics to drive talent-development programs, in particular those that include formal cross-cultural mentoring.

Amy Munichello, director, diversity and inclusiveness center of expertise, Ernst & Young (No. 6 in the DiversityInc Top 50), and Mohit Misra, executive director, talent management, OD, staffing, Novartis Pharmaceuticals Corporation (No. 13), provide comprehensive case studies of how their companies increase the representation in their talent pipelines to drive both business results and professional growth.

In this 90-minute web seminar, readers will learn:

• How to measure the success of a cross-cultural mentoring program
• The top four best practices for talent development in resource groups
• Why Ernst & Young takes a global approach to talent and the three key elements that bring its program success
• The impact and challenge of unconscious bias on talent-development goals
• How Novartis makes talent development about more than traditional training programs

Watch diversity web seminar on talent development on DiversityIncBestPractices.com.

For more best practices, watch DiversityInc’s other diversity web seminar on talent development with The Coca-Cola Company and CSX (Nos. 46 and 23) and read Networking & Sharing on Resource Groups, Diversity Councils, CEO Commitment, Talent Development, Mentoring.

The post Diversity Web Seminar on Talent Development: How Diversity Metrics Help Improve Diversity at the Top appeared first on DiversityInc.

Lou Miramontes, partner, KPMG (No. 22 in the 2012 DiversityInc Top 50 Companies for Diversity), Jim Norman, vice president, diversity, Kraft Foods (No. 7), and Nellie Borrero, managing director, global inclusion and diversity, Accenture (No. 12), discuss these issues in our diversity web seminar on diversity metrics/accountability.

Moderated by DiversityInc’s Barbara Frankel, senior vice president and executive editor, these diversity leaders reveal the keys to their diversity-management success through their measurement of diversity metrics and best practices such as resource-group membership, mentoring participation, philanthropy to multicultural organizations, and supplier diversity—and how they link executive compensation to the success of their diversity-metrics scorecards.

The 90-minute diversity web seminar, which is also available as a downloadable PDF, will offer readers comprehensive information in the form of case studies, including:

• Insight into key best practices in diversity management from our exclusive DiversityInc Top 50 data, such as mentoring, philanthropy and metrics measurements
• How KPMG determines its diversity goals and why it takes a layered approach to measurement
• What Kraft Foods’ diversity and inclusion initiatives are and how it uses a diversity-performance factor to hold leaders accountable for results in diversity management
• Why measurement helps Accenture fully utilize its diversity-management initiatives

Borrero says, “Building an inclusive and diverse workplace through a culture of sponsorship and measurement … is a journey.” Make sure your organization is prepared and is measuring the right metrics.

Watch the diversity metrics web seminar on DiversityIncBestPractices.com.

The post Diversity Web Seminar on Diversity Metrics: Which Diversity Metrics Are Most Valuable? appeared first on DiversityInc.

In our 90-minute diversity web seminar on innovation, Capital One Senior Director of Diversity & Inclusion Donna Schaar and The McGraw-Hill Companies Chief Diversity Officer Terri Austin, Digital Innovation Manager Olga Kozak and Enterprise Community Manager Edward Ford present their companies’ diversity-management innovations—Barriers to Greatness and Digital Employee-Resource Groups, respectively—which have resulted in increased productivity and improved employee engagement.

You will learn:

• How Capital One removed 107 operational, cultural and organizational “roadblocks” in six months.
• The best ways to collect employee input and build a culture of openness with high employee engagement.
• How McGraw-Hill launched a digital resource group and how it benefits the company’s product portfolio.
• How to leverage social media and other digital advancements to improve collaboration throughout your organization and increase employee engagement.

“The innovation and success we’ve seen as a company is about the people we hire,” says Schaar. “Innovation links to talent development—that’s truly what we believe. Diverse thought equals innovation.”

Watch the innovation web seminar on DiversityIncBestPractices.com.

Not a subscriber? Buy this web seminar now, or request subscriber information and pricing for DiversityIncBestPractices.com.

The post Diversity Web Seminar on Innovation: 107 Ways Diversity Management Improves Business Efficiency appeared first on DiversityInc.

In DiversityInc’s diversity web seminar on talent development, Senior Vice President and Executive Editor Barbara Frankel leads a discussion on the importance of leveraging diversity metrics to drive talent-development programs, in particular those that include formal cross-cultural mentoring.

Amy Munichello, director, diversity and inclusiveness center of expertise, Ernst & Young (No. 6 in the DiversityInc Top 50), and Mohit Misra, executive director, talent management, OD, staffing, Novartis Pharmaceuticals Corporation (No. 13), provide comprehensive case studies of how their companies increase the representation in their talent pipelines to drive both business results and professional growth.

In this 90-minute web seminar, readers will learn:

• How to measure the success of a cross-cultural mentoring program
• The top four best practices for talent development in employee-resource groups
• Why Ernst & Young takes a global approach to talent and the three key elements that bring its program success
• The impact and challenge of unconscious bias on talent-development goals
• How Novartis makes talent development about more than traditional training programs

Watch diversity web seminar on talent development on DiversityIncBestPractices.com.

For more best practices, watch DiversityInc’s other diversity web seminar on talent development with The Coca-Cola Company and CSX (Nos. 46 and 23) and read Networking & Sharing on Resource Groups, Diversity Councils, CEO Commitment, Talent Development, Mentoring.

The post Diversity Web Seminar on Talent Development: How Diversity Metrics Help Improve Diversity at the Top appeared first on DiversityInc.