Top 5 Ways to Use Your Resource Groups

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.

How can your organization increase its potential for bottom-line growth? Leverage your resource groups for improved talent development and innovative go-to market strategies.


Data from the DiversityInc Top 50, as detailed in our exclusive Resource-Group Report, shows that these resource groups are crucial to business success with multicultural communities.  When used effectively, they increase diversity in recruitment and promotions as well as improve overall employee engagement. Resource groups also are used increasingly to reach customers, clients and vendors and to help in product development.

Here, DiversityInc provides the best of our resource-group success stories, exclusively available to DiversityInc Best Practices subscribers, that offer case-study examples to help you replicate their significant results.

Resource Groups Web Seminar

One culturally competent word from American Express's Latino group resulted in a new bestselling product and significant revenue.

Our First Innovation Fest! 10 Companies Use Diversity to Drive Change

Novartis saved millions of dollars in research when it relied on its own resource groups, while McGraw-Hill's digital group boosted employee productivity and cross-departmental collaboration.

How Kraft Increased Promotions of Women in Sales by 39%

One of 12 case-study examples: Kraft shares how to leverage employee-resource groups to increase representation of women, especially in senior management.

Ways to Use Resource Groups

JCPenney's Asian resource group reveals that a simple cultural custom at the point of sale can improve customer satisfaction and loyalty.

Why Resource Groups Are Business-Resource Groups

Latino and African-American resource groups enhanced WellPoint's quality of service to consumers with an increased awareness of family models.

For more best practices and case studies, read our other resource-group articles and watch our web seminar on resource groups, featuring insights from MasterCard and Aetna.

Marvin Ellison, one of three Black CEOs in the Fortune 500, shared his career journey during DiversityInc's Top 50 Companies for Diversity event May 1. On Tuesday, it was announced that Ellison will leave his position as CEO of JCPenney to take the helm of Lowe's.


Ellison joined JCPenney at a time when they were struggling with $5 billion in debt, and an almost $1.5 billion operating loss. Their customers had been alienated. He stated at the Top 50 Event that as soon as he learned that women were his major customers, he made leadership in the company reflect that. Also pulling from his experience at Home Depot for 12 years, he reduced the debt and modernized its e-commerce, as well as expanded their offerings in the home market.

With his sights now set on Lowe's, the home improvement competitor of his former employer, he has similar issues to contend with.

Lowe's has not participated in the Diversity Top 50 in the past, but their new history starts today.

Ellison, who had chaired the executive diversity council at JCPenney, served as an executive sponsor and made the majority of his direct reports women, said he owes his success to the values taught by his sharecropper father and mother, who was a factory worker: faith and moral strength, hard work and education, as well as gratitude for those who came before him and sacrificed. "Every day I am grateful," said Ellison.

JCPenney Builds Plus-Size Fashion Cred

JCPenney is uniquely positioned to serve the plus-size market because our plus-size private brands are designed and curated by plus-size women.

Originally Published by JCPenney.

Every body deserves great style and there are 100 million plus-size women who experience difficulty finding everything they need in terms of great fashion, quality and value. At JCPenney, we know if we can offer her clothes that are designed to fit her unique body type, we'll have a customer for life.

We recently sat down with two of our senior designers who create some of our most popular plus-size private brands to talk about their design process, inspiration and why they are passionate about creating fashion for full-figured women.

JCPenney is uniquely positioned to serve the plus-size market because our plus-size private brands are designed and curated by plus-size women. Not only does our design team understand the technical and fit aspects of creating plus-size clothing, they understand what a full-figured woman wants to wear on a personal level because they are wearing their own designs.

Each private brand, including Boutique+, Worthington Plus, Liz Claiborne Plus and Bold Elements Plus, is designed specifically to complement a curvier shape, rather than just extending the styles found in the women's department. Our dedicated team of design, trend and product experts take into account the diverse shapes of plus-size women and ensure the colors, prints and fabrications accentuate and enhance curvy silhouettes.

JCPenney Elevates Big & Tall with Shaquille O'Neal Partnership

Shaq will showcase his unique style and fun-loving personality throughout JCPenney marketing initiatives to support its Big & Tall business.

REUTERS

JCPenney (a DiversityInc Noteworthy Company) has announced that NBA legend and television personality, Shaquille O'Neal (Shaq), will serve as the Company's exclusive style ambassador for its men's Big & Tall business, reinforcing the retailer's leadership as a destination for special sizes.

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