News From A Colorful Perspective
Abbott talent vice president offers best practices including involvement from the top, formal tracking and an egalitarian approach. By Eve Tahmincioglu A strong mentoring program requires buy in from senior leadership, formal monitoring and opportunities for all employees at every level to participate. That’s Abbott’s recipe for success when it…
Jill Campbell owes a remarkable career to a mentor who “saw something in me I didn’t see.” That man, Curt Hockemeier, was her boss when 22-year-old Jill took her first job at Cox Communications right out of college. She was happy in her job in communications (traditional for women), writing…
By Barbara Frankel There’s a reason DiversityInc Top 50 companies have more diversity in their management, CEOs, senior levels and boards of directors than Fortune 500 companies. They use established diversity-management best practices to build and retain a pipeline of diverse talent. Thirty-two of the DiversityInc Top 50 companies are…
I have some thoughts on what executive presence looks like from my experience of meeting with close to 60 chief executive officers and presenting to well over 150 different executive committees. I’ve served three Chiefs of Naval Operations on the CNO executive panel and been on the boards of colleges…
Michelle Lee didn’t plan on being a banker. Now, she’s about to become one of the most influential bankers in the country. Lee, currently the executive vice president and Northeast regional president at Wells Fargo, is moving from her Summit, N.J. base to Charlotte, N.C., where she will replace Laura…
Click here to download the PDF of this presentation. Debbie Storey Senior Vice President Talent Development and Chief Diversity Officer AT&T In her role as Senior Vice President Talent Development and Chief Diversity Officer at AT&T, Debbie Storey is responsible for identifying and developing future leaders, companywide employee engagement and…
Top Company for Talent Development: Time Warner Accepting Award: Jeff Bewkes, Chairman and CEO Reasons for Honor: Accountability: To ensure an effective pipeline of talent from underrepresented groups, the company has Diversity Performance Goals for each division, with divisional CEOs signing off. Thirty percent of executive compensation is dependent on…
How do you determine which people from underrepresented groups should be fast-tracked in your talent pipeline How do you give them the tools to stay and succeed To access the presentation slides, go to DiversityInc Best Practices. Diane Evans Senior Vice President, Talent Planning Office Wells Fargo As Senior Vice…
How do you retain women and others from underrepresented groups and keep them from leaving before they get to the top How important is having a flexible workplace and an inclusive culture To access the presentation slides, go to DiversityInc Best Practices. Mark King Global Head, Diversity & Inclusion Kellogg…
How do you move people from underrepresented groups into the highest level What happens if no one at the top is leaving To access the presentation slides, go to DiversityInc Best Practices. Dr. Ronald Copeland Senior Vice President, National Diversity Strategy & Policy and Chief Diversity Officer Kaiser Permanente Ronald…
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