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DiversityInc Announces its First-Ever Inductees into the DiversityInc Top 50 Hall of Fame

EY, Kaiser Permanente, Novartis, PwC and Sodexo have been inducted into DiversityInc's Top 50 Hall of Fame. The companies inducted into the Hall of Fame have demonstrated exceptional human capital management accomplishments and superior corporate values and culture.

The criteria for the Hall of Fame is based on companies who have at one time ranked number one since the 2012 survey. The inductees reflect the longstanding and consistent commitment to diversity & inclusion and results.

In order to maintain one's Hall of Fame status, companies are re-evaluated annually in the Top 50 competition. The Hall of Fame inductees will stand on top of the Top 50. Future number one companies will all be added to the Hall of Fame.

Since 2001, the Top 50 list has recognized the nation's top companies for diversity and inclusion management. These companies excel in such areas as hiring, retaining and promoting women, minorities, people with disabilities, LGBT and veterans. Companies with more than 1,000 U.S.-based employees are eligible and there is no cost to participate. Companies are judged in the following areas:

  • Talent Pipeline (including recruitment at all levels)
  • Talent Development
  • Leadership Accountability (responsible for results, communications, visibility)
  • Supplier Diversity (percent of tier-I and tier-II spend with minority, women-, LGBT-, disability- and veteran-owned businesses)

The DiversityInc Top 50 learning sessions and announcement dinner will take place on May 1 at Cipriani Wall Street in New York City. Nile Rodgers & CHIC will be our musical entertainment. Our keynote speaker is Paul Butler, author of "Chokehold: Policing Black Men."

Click here to register for the event. For more information contact Anita Ricketts, VP, Audience Development, at 973-494-0501 or

About DiversityInc: A web-based publication serving more than 450,000 unique monthly visitors. DiversityInc is a VA certified veteran-owned business and a USBLN certified business owned by a person with a disability. For more information, visit and follow us on Facebook, Twitter and LinkedIn @DiversityInc

The Conversation (1)
26 Jul, 2018
Not sure how I feel about Novartis being inducted into the Hall of Fame. The internal promotion process, especially with the disabled and veterans, is in name only. As a member of both diversity groups, I have applied for numerous next level promotions only to be passed over for an external candidate. They should show more loyalty to their stable of competent and capable employees before bestowing this honor.

PwC Data Uncovers Disconnect Between C-suite Perception and Employee Experience with Workplace Technology

Global PwC report shows employees are eager for better tech options at work, and are ready to upskill for the future.

Originally Published by PwC.

A large majority of C-suite executives (90%) believe their company pays attention to people's needs when introducing new technologies in the workplace, yet only half (53%) of staff say the same, according to the latest report in PwC's Consumer Intelligence Series, Our status with tech at work: It's complicated. PwC surveyed more than 12,000 full-time employees globally to research how employee experience with technology is helping people deliver their best work and adapt quickly as work changes.

"Technology is such a central part of the overall work experience that you can't separate it from your people agenda. Organizational leaders looking to institute a technology-led transformation or implement new workplace technology need to also now consider what motivates people when it comes to technology at work. It cannot be one or the other."
Carrie Duarte, Partner and Workforce of the Future leader at PwC

Leaders think they're choosing tech with their people in mind—yet the survey shows a disconnect where leaders and staff do not agree. This disconnect highlights the experience gap between executives and end users within organizations. The resulting blind spot between strategic technology decisions and real-time execution and implementation matters. If leaders do not have a clear and accurate understanding of how their people use technology at work, and what motivates them to use these tools, both business ambition and the employee experience can suffer.

While this disconnect does illustrate a pain point, it also provides areas for improvement. The study found that people's willingness to adopt new technologies is linked to key motivations related to experiences that employers can offer: improved efficiency and rewards that can improve status. Employees at all levels are willing to spend an average of two days (15 hours) per month to upgrade their digital skills and prepare for the new ways of work in the future.

Key findings from PwC's Consumer Intelligence Series: Our status with tech at work: It's complicated:

Leadership/staff gap

  • 90% of C-suite executives agree their company pays attention to people's needs when introducing new technology. But only about half (53%) of staff say the same
  • 92% of C-suite execs say they're satisfied with the technology experience their company provides for making progress on their most important work, only 68% of staff agree
  • 73% of people surveyed say they know of systems that would help them produce higher quality work

Upskilling/digital skills

  • 84% say they do their work because they want to learn new things—good news for leaders who are working to build a culture of continuous learning
  • Employees are willing to spend up to 2 days per month to upgrade digital skills; a median response of 15 hours each month
  • Only half (50%) of staff are satisfied with the resources they have at their disposal to learn how to use new technology
  • 46% say their company doesn't value employees who are technologically savvy

Technology/digital experience

  • Forty to forty-five percent of employees prefer face-to-face interactions for tasks like performance reviews, getting help with difficult problems, and asking questions of their Human Resources (HR) team; the rest prefer more digital interactions.
  • Half of employees prefer that HR tasks, like looking for a new job in the company, scheduling work or time off, or enrolling in benefits, be primarily digital and not face-to-face
  • Digital experiences can improve:
    • Nearly half of employees in a supervisory role (46%) say they feel overwhelmed by technology at work
    • Supervisors also feel like their time isn't managed better—61% say the tech they use at work requires them to do more transactional or administrative work than they'd like
    • Half of employees (56%) say they feel technology is taking them away from human interaction at work

Driving usage/motivations to adopt new tech

  • For a third of the workforce (34%), the motivation to use technology comes from curiosity and the promise of better efficiency and teamwork
  • Another third (37%) say they're more likely to adopt new tech if it helps them advance their careers or gain status, such as the opportunity for promotion or other external recognitions
  • The third segment (29%) prefers individual achievement within a predictable environment. They're willing try new things, but they're less apt to be motivated by either efficiency or status

For more information and additional findings, visit


Students Leading Sustained and Innovative Hunger-Fighting Solutions Can Apply for $10,000 from the Sodexo Stop Hunger Foundation

Applications for the 2019 Stephen J. Brady Stop Hunger Scholarships now being accepted.

Originally Published by Sodexo.

The Sodexo Stop Hunger Foundation today announced the opening of the application period for the 2019 Stephen J. Brady Stop Hunger Scholarships which will run from October 5 through December 5, 2018. The scholarship program urges students to apply to #Get5KGive5K to help end hunger in their communities. Students from kindergarten through graduate school are eligible to apply for a $5,000 scholarship with matching $5,000 grant for the hunger-related charity of their choice. Visit to apply.

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Kaiser Permanente: With the Flu Season Underway, New Study Shows Vaccine Benefits for Pregnant Women

"Expecting mothers face a number of risks to their health and the health of their baby during pregnancy, and getting the flu is one of them."

Originally Published by Kaiser Permanante.

The 2018­-2019 flu season is here, and Kaiser Permanente is once again urging its employees and members to get vaccinated. While the effectiveness of the flu vaccine varies from year to year, the message from the Centers for Disease Control and Prevention has remained the same: to prevent flu, the best thing you can do is get a flu shot every year.

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EY: Over Half of US Executives Plan to Pursue M&A Amid Steady Economic Growth and Heightened Geopolitical Uncertainty

Tapping new markets, navigating trade policy, and adapting to new customer behaviors are cited as top strategic drivers for M&A.

Originally Published by EY.

Encouraged by strong economic conditions in the US, but cognizant of a changing global business and political landscape, 51% of US business executives intend to pursue M&A over the next 12 months, while 54% expect an increase in their deal pipelines over the same time period, according to Ernst & Young LLP's (EY) twice-annual Capital Confidence Barometer (CCB).

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Sodexo Launches New Plant-Based Menus Across Hundreds of University, Healthcare and Corporate Services Accounts Nationwide

200 Plant-Based Recipes Created in Partnership with the Humane Society of the United States and the World Resource Institute-Better Buying Lab.

Originally Published by Sodexo.

Sodexo Launches New Plant-Based Menus Across Hundreds of University, Healthcare and Corporate Services Accounts NationwideAccording to a Nielsen global survey, 39% of American consumers are working to incorporate more plant-based foods in their diets. Sodexo, a food services and facilities management company committed to improving Quality of Life, launched its new plant-based menus in hundreds of accounts across its Universities, Healthcare, and Corporate Services segments. The new menus featuring 200 plant-based recipes were created in partnership with the Humane Society of the United States (HSUS) and the World Resource Institute-Better Buying Lab (WRI), to meet consumer demand for plant-based options and reduce the environmental impact of food offerings.

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PwC Revenues Rise to Record US$41.3 Billion

Over $1 billion investment in quality and transforming into one of the world's leading Cloud enabled businesses.

Originally Published by PwC.

For the year ending 30 June 2018, PwC firms around the world earned total gross revenues of US$41.3 billion, topping US$40 billion for the first time. In local currency revenues grew by 7% and in US dollars by 10%.

"This impressive growth is due to our focus on the marketplace and the hard work, professionalism and dedication of our 250,000 people who continue to develop and innovate to meet the changing needs of our stakeholders around the world," said Bob Moritz, PwC's Global Chairman. "In addition, everything we do is guided by our focus on quality and our purpose to build trust in society and solve important problems. "

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Novartis: Sandoz Healthcare Access Challenge Returns, Seeking Digital Solutions to Local Healthcare Access Challenges

Despite major advances in modern medicine, universal access to healthcare remains the largest unmet medical need.

Originally Published by Novartis.

Sandoz, the Novartis generics and biosimilars division, announces the launch of the second Sandoz Healthcare Access Challenge (HACk).

The Sandoz HACk is a global competition that invites entrepreneurs and innovators in the field of digital technology to submit inspirational ideas with the potential to complement - or even positively disrupt - established approaches to driving access to healthcare. Sandoz HACk opens for entries October 4, closing on November 30, 2018.

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Originally Published by Kaiser Permanente.

Kaiser Permanente and the Alliance of Health Care Unions have reached a Tentative Agreement on a national, 3-year collective bargaining agreement that covers nearly 48,000 unionized Kaiser Permanente health care workers in 22 union locals.

The negotiations, which began in May, were among the largest private-sector contract talks in the United States this year. The deputy director and commissioners of the Federal Mediation and Conciliation Service attended the sessions. The tentative agreement was reached on September 23.

The Tentative Agreement goes far beyond the traditional contract issues of wages and benefits. It includes provisions to strengthen the groundbreaking labor-management partnership between Kaiser Permanente and the Alliance, at the senior leadership level as well as the front-line level. This includes 3,600 unit-based teams — jointly led by pairs of managers and union-represented employees — that are delivering significant improvements in the areas of quality, affordability, service and work environment on behalf of Kaiser Permanente members and patients.

The Tentative Agreement also offers enhanced career development programs to enable Kaiser Permanente's workforce to continue meeting member needs in an evolving health care environment.

"This agreement advances our ability to provide high-quality, affordable health care services and to improve the health of our members and the communities we serve," said Chuck Columbus, Kaiser Permanente senior vice president and chief Human Resources officer. "We're proud of the skilled, dedicated and compassionate people of Kaiser Permanente who are devoted to our mission, our members and patients, communities and each other."

"Our unions are committed to raising the standards of health care delivery, and the living standards of workers everywhere," said Alliance Executive Board Chair Kathleen Theobald, executive director of the Kaiser Permanente Nurse Anesthetists Association. "We have shown that we can deliver top quality care hand in hand with industry-leading wages and benefits. This Tentative Agreement strengthens our partnership and our ability to keep delivering improvement for patients and workers."

The agreement also reaffirms both parties' commitment to working together under a new Labor Management Partnership agreement. The original agreement, reached in 1997, provided a joint strategy for organizational innovation and change, created an environment of continuous learning and improvement, and actively involved the workforce in decision-making. The new agreement builds on that, strengthening the commitment that Kaiser Permanente and the partner unions will promote each other's mutual success.

The new Tentative Agreement includes:

  • Across-the-board wage increases, which vary by region and by year.
  • Enhanced processes to re-energize the Labor Management Partnership and ensure the engagement of senior leaders.
  • A new labor-management trust to fund the partnership with the Alliance.
  • A new educational trust to fund job training, pursuit of academic degrees, professional certification and career counseling services for employees represented by an Alliance union.
  • Continued support for 3,600 front-line teams. Worker engagement and participation in these teams have helped Kaiser Permanente garner recognition for clinical quality, patient safety and member satisfaction from organizations such as the Centers for Medicare and Medicaid Services and the National Committee for Quality Assurance.

The Tentative Agreement was unanimously approved by an Alliance bargaining delegate conference September 29 and will now go to union members for ratification. The voting is expected to be complete by the end of October. A senior Kaiser Permanente leadership group must also give its formal approval. If ratified, the agreement will have a retroactive effective date of October 1, 2018.

The contract will cover nearly 48,000 health care workers: 32,100 workers in California; 6,300 in Oregon and Washington; 2,100 in Colorado; 2,200 in Maryland, Washington, D.C. and northern Virginia; 2,800 in Georgia; and 1,900 in Hawaii. The workers span job classifications from registered nurses and pharmacists to maintenance and service workers.