“It’s not about what I think I represent but what our people think I represent,” said  Kelvin Womack, Principal, Deloitte, at DiversityInc Innovation Fest! Wolmack detailed Deloitte’s best practices to retain and develop talent by leveraging the connection between diversity, innovation and stronger collective thinking.

Additionally, Womack says this inclusive leadership is key in helping LGBT employees feel comfortable enough to “come out” at work, which can drastically improve retention among this group. He explained how the firm improves its innovation potential and marketplace success by leveraging its inclusive culture and encouraging employees to bring their whole selves to work.

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Walmart announced the promotion of Karen Roberts to Executive Vice President and General Counsel. She manages a department that is responsible for all legal matters affecting the company in its domestic and international markets. A 17-year veteran of the company, Roberts previously was Senior Vice President and President of Walmart Realty, overseeing close to 1 billion square feet of real estate. Roberts has a bachelor’s degree from Harding University and a juris doctor from the University of Arkansas.

Charmaine Brown, Director of Diversity & Inclusion at Forest City, was named Diversity Executive of the Year by Commercial Property Executive magazine. CPE cited Brown’s role in implementing a new recruitment strategy and in helping bring the Real Estate Associate Program to Forest City’s hometown of Cleveland. Brown is also involved in the Greater Cleveland Partnership’s Commission on Economic Inclusion and the Northern Ohio Minority Supplier Development Council. Brown has a bachelor’s degree from Michigan State University.

Lissiah Hundley has been named Director of Diversity and Inclusion at Cox Communications. She is the primary advisor on the research, development, execution and enhancement of D&I programs and initiatives at Cox, working closely with HR and senior leaders to develop D&I strategies for the business. Previously, Hundley was Vice President and Diversity Project Management Manager at Wells Fargo. She has a bachelor’s degree and a juris doctor from St. Mary’s University in Texas and a master’s degree from the University of Texas. She is a member of the board of directors of Urban League of Central Carolinas. Cox is No. 25 in the DiversityInc Top 50.

Kellogg Company has promoted two women to new leadership roles in its human-resources department. Sammie Long has been named Senior Vice President, Global Human Resources. In her new position, Long is responsible for all of the company’s HR functions for its 31,000-plus employees worldwide. The England native graduated from the University of Salford outside Manchester. Replacing Long as Vice President, Human Resources, Kellogg North America, covering the company’s operations in the United States and Canada, is Lyn Frantz, formerly Vice President, Human Resources, Kellogg North America Supply Chain. Frantz has a bachelor’s degree from Central Michigan University. Kellogg Company is No. 49 in the DiversityInc Top 50.

Kellogg Company announced the election of Mary Laschinger, Senior Vice President of International Paper and President of IP’s xpedx division, to its board of directors. Laschinger, who is responsible for IP’s North American distribution business, was also appointed to the board’s Manufacturing Committee and to its Social Responsibility and Public Policy Committee. Laschinger has a bachelor’s degree from the University of Wisconsin and a master’s degree from the University of Connecticut.

Wyndham Worldwide has named Tiziana Sullivan as Vice President, Diversity and Inclusion. She will focus on D&I initiatives in recruitment, development and retention of global talent, as well as customer and stakeholder relations. She will also manage diversity initiatives among Wyndham’s associate business groups. Sullivan previously served as Director, University Relations and Diversity Recruitment. She has a bachelor’s degree from Concordia University. Wyndham Worldwide is one of DiversityInc’s 25 Noteworthy Companies.

New York Life announced the appointment of Troy Glover as Senior Vice President in charge  of the company’s Long-Term Care Insurance operation. He is responsible for all facets of product development, marketing and administration of the Long-Term Care Insurance line. Glover most recently was Chief Operating Officer of the unit, which is based in Austin, Texas. He has a bachelor’s degree from Brandeis University and a master’s degree from Cornell University.

Ernst & Young has named Chobani founder Hamdi Ulukaya as the 2012 Overall Award winner in its National Entrepreneur Of The Year program, for his vision in jumpstarting the U.S.’s Greek yogurt boom. The award encourages entrepreneurial activity and recognizes leaders and visionaries who demonstrate innovation, financial success and personal commitment as they create and build world-class businesses. Winners in 10 industries were selected by an independent panel of judges from among 244 regional honorees. Ernst & Young is No. 6 in the DiversityInc Top 50.

Rhonda Davenport Johnson has been named Senior Vice President and Director of the Comerica Loan Center. She oversees all Comerica Loan Center operations for mortgage, home equity, consumer and small-business loans generated through Comerica’s national operations. Davenport has bachelor’s and master’s degrees from Western Michigan University and is a graduate of the Consumer Bankers Association’s Graduate School of Retail Bank Management. Comerica Bank is No. 3 in DiversityInc’s Top 10 Regional Companies.

The Massachusetts Mutual Life Insurance Company (MassMutual) announced two promotions: Chris Mendoza to Vice President of Multicultural Market Development and Brian K. Lee to head of the company’s Greater Los Angeles agency. Mendoza is responsible for the development of multicultural business and market strategies, including securing and leveraging strategic alliances with diverse organizations that support recruiting and business generation. Lee is building on the agency’s decades-long commitment to Los Angeles as well as expanding the agency’s multicultural reach to address the financial needs of various ethnic groups in and around the area. One of Lee’s goals is to double the number of multilingual financial professionals in the Los Angeles office. MassMutual is one of DiversityInc’s 25 Noteworthy Companies.

The Philadelphia Multicultural Affairs Congress, the division of the Philadelphia Convention & Visitors Bureau responsible for increasing the city’s share of the multicultural meetings, conventions and tourism markets, has appointed Nicole Johnson-Reece as its new Executive Director. Reece most recently was Vice President of Global Diversity and Inclusion for ARAMARK. She has a bachelor’s degree from Rutgers University.

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As the healthcare industry is revolutionized under the Affordable Care Act, organizations that are successful will need to evolve to provide the best care for all citizens, says Deloitte’s Kelvin Womack.

Womack, who heads the Federal Health sector practice for Deloitte Consulting, has a new role in which he will help find the best, most diverse talent to address those challenges: He’s now also Managing Principal of Diversity, charged with helping all of Deloitte’s U.S. offices recruit, engage, retain and promote people from underrepresented groups.

“When we talk about diversity, we always talk about the power of differences; I see diversity as providing the power of perspectives—we have talented and smart people and we get better collective innovation,” he says.

Healthcare Revolution

The Supreme Court’s decision to uphold the Affordable Care Act means a major business shift for hospitals, health-insurance companies, retail pharmacies and pharmaceutical companies.

“The Affordable Care Act is transformational to our nation. Our clients are looking at us to help them navigate. We are looking to harness the power of collective thinking and they need to see that we look like them,” Womack says.

His clients are looking for “more today than prepackaged solutions,” he notes, citing the need for innovative ideas to drive patient engagement and business. As an example, he mentioned Deloitte’s Center for Federal Innovation in Rosslyn, Va., where the company uses a Highly Immersive Visual Environment (HIVE) to analyze clients’ data with advanced visualization, interactive modeling and immersive environments to present creative ideas.

Diversity Management Solutions

The priorities of Womack’s new diversity-and-inclusion role are aligned with this need facing healthcare clients. “The challenge in healthcare—and other industries—is how we acquire, develop and retain diverse talent,” he says.

One of his main focuses will be on synchronizing the efforts of all of Deloitte’s U.S. operations. Recruitment of younger people is also another key priority, he says, adding: “We need to compete better for minority and women talent by amplifying the Deloitte brand at colleges and universities. How do we get to these students even earlier in their career? There is a limited population and all the firms like ours are going after the same people.”

Talent development is also an essential focus, with increased emphasis on identifying high-potential talent from underrepresented groups and mentoring and sponsoring them. He cites the Emerging Leaders Development Program, which includes formal sponsorship relationships, with prescribed hours and measurable results.

“We want to give them advice and guidance on how to grow their own careers, develop strategic opportunities, build their confidence in their development areas, and help them connect with others in the firm,” he says. The program, which started in 2005, has helped more than 700 people, many of whom have become Partners, Principals or Directors. Last year, the company had three times as many nominations for the program as there were slots available.

The challenge for diversity-and-inclusion programs today is figuring out how to help leaders become representative of all their employees, regardless of race, ethnicity, gender, sexual orientation, etc., Womack similarly explained at DiversityInc’s Innovation Fest! “It’s not about what I think I represent but what our people think I represent,” he said.

Paying It Forward

Womack understands the value of mentors more than most people. His parents were poor and received welfare when they weren’t working on the assembly lines at Ford Motor Company. Raised in Florida, Ohio and Michigan, Womack was a good student whose life was changed by a high school guidance counselor who suggested he apply to the U.S. Naval Academy. He got in “and my life was changed forever.”

After serving in the U.S. Marine Corps, where he rose to the rank of Captain, Womack went to work in corporate America, landing at Deloitte.

“I am living the American dream and it’s because of people who have helped me. When just one person shows intimate care, it makes all the difference in the world,” he says.

He feels strongly about giving back—both to Deloitte employees from underrepresented groups and to the community, working with the Wounded Warrior Project and with The Children’s Inn at NIH (the National Institutes of Health), a home away from home for children needing lifesaving care.

“When it comes to our people, I want to make sure that not only am I paying it forward, but that our people understand what that means,” he says.

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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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