Where's the Diversity in Fortune 500 CEOs?
There's a dearth of Black, Latino and Asian CEOs running major companies—but the DiversityInc Top 50 companies have better stats.
There are five Black CEOs of Fortune 500 companies, accounting for 1 percent of all Fortune 500 CEOs. Merck & Co. is No. 14 in The 2014 DiversityInc Top 50 Companies for Diversity and TIAA-CREF is No. 36. CEOs in the DiversityInc Top 50 total 6 percent Black.
• Kenneth C. Frazier, Merck & Co.
• Roger W. Ferguson Jr., TIAA-CREF
• Kenneth I. Chenault, American Express
• Don Thompson*, McDonald's
• Ursula M. Burns, Xerox Corporation<
*Thompson has announced his retirement effective March 1.
There are 10 Asian CEOs of Fortune 500 companies, accounting for 2 percent of all Fortune 500 CEOs. Medtronic is No. 41 in the DiversityInc Top 50 and MasterCard is No. 6. CEOs in the DiversityInc Top 50 are 4 percent Asian.
• Satya Nadella, Microsoft
• Indra K. Nooyi, PepsiCo
• Richard Hamada, Avnet
• Omar Ishrak, Medtronic
• Kevin M. Murai, Synnex
• Kevin Lobo, Stryker
• Francisco D'Souza, Cognizant Technology Solutions
• Ajay Banga, MasterCard Worldwide
• Sanjay Mehrotra, SanDisk
• Lisa Su, Advanced Micro Devices
There are 10 Latino CEOs of Fortune 500 companies, accounting for 2 percent of all Fortune 500 CEOs. ADP is No. 26 in the DiversityInc Top 50. CEOs in the DiversityInc Top 50 are 4 percent Latino.
• George Paz, Express Scripts
• Josue Robles, United Services Automobile Association (USAA)
• Mario Longhi, U.S. Steel
• Bernardo Hees, H.J. Heinz
• Carlos Rodriguez, ADP
• J. Paul Raines, GameStop
• Joseph Alvarado, Commercial Metals
• Joseph Molina, Molina Healthcare
• Robert E. Sanchez, Ryder System
• Paul J. Diaz*, Kindred Healthcare
*Diaz will become Executive Vice Chairman of Kindred's board on March 31.
There are 25 women CEOs of Fortune 500 companies, accounting for 5 percent of all Fortune 500 CEOs. IBM is No. 23 in the DiversityInc Top 50. CEOs in the DiversityInc Top 50 are 6 percent women.
• Mary T. Barra, General Motors
• Margaret C. Whitman, HP
• Virginia M. Rometty, IBM
• Indra K. Nooyi, PepsiCo
• Marillyn A. Hewson, Lockheed Martin
• Safra A. Catz, Oracle
• Ellen J. Kullman, DuPont
• Irene B. Rosenfeld, Mondelez International
• Phebe N. Novakovic, General Dynamics
• Carol M. Meyrowitz, TJX
• Lynn Good, Duke Energy
• Ursula M. Burns, Xerox
• Deanna M. Mulligan, Guardian Life Insurance
• Kimberly Lubel, CST Brands
• Debra L. Reed, Sempra Energy
• Barbara Rentler, Ross Stores
• Sherilyn S. McCoy, Avon Products
• Denise M. Morrison, Campbell Soup
• Susan Cameron, Reynolds American
• Heather Bresch, Mylan
• Ilene S. Gordon, Ingredion
• Jacqueline Hinman, CH2M Hill
• Kathleen M. Mazzarella, Graybar Electric
• Lisa Su, Advanced Micro Devices
• Gracia C. Martore, Gannett
You can also access all our lists at www.DiversityInc.com/top50.
Which CEOs have — and have not — responded to President Trump's handling of Charlottesville?
During a critical time for business leaders, CEOs and other company leaders have faced decisions. Some chose to remove themselves from White House business councils after President Donald Trump did not immediately disavow white supremacy after violent protests in Charlottesville, Va., left one counter-protester dead and many others injured.
Leading retail chain Walmart has apologized for allowing a third-party seller to list a racial slur in the product description of a hair product.
Significant investment in cyber, digital, emerging technology is expected in next three years, according to KPMG's study.
U.S. chief executives are highly confident about their business prospects over the next three years and will focus on investing in new technologies in order to remain competitive and grow, according to a study released today by KPMG (No. 11 on the DiversityInc Top 50 Companies list), the U.S. audit, tax, and advisory firm.
Our timeline of historic women's achievements and detailed facts & figures serve as a year-round educational tool.
National Women's History Month can trace its roots back to March 8, 1857, when women from New York City factories staged a protest over working conditions. International Women's Day was first observed in 1909, but it wasn't until 1981 that Congress established National Women's History Week to be commemorated the second week of March. In 1987, Congress expanded the week to a month.
What is the responsibility of your corporate executives, what should you expect?
It's a tricky time for corporations. President Trump won the Electoral College election by roughly 77,000 votes scattered across three states (less than 1 percent of the vote in each of those states). His core demographic is not one that most consumer product goods companies see as attractive — older, less educated, whiter and more male than average, less affluent. It is certainly not reflective of new entrants to the workforce. Hillary Clinton won the popular vote by almost 3,000,000 people — and the Electoral College gap between her and the president was exceeded almost three-fold by the number of young people voting for third-party candidates.
After viciously and repetitively insulting women, Mexicans, people with disabilities, POWs and Muslims (often with fake facts), is it any wonder why he has the lowest approval rating of any incoming president ever in the history of the United States?
So, if your CEO is called to the White House or the H1B-staffed Mar-a-Lago, what should s/he do?
He is our president, and it is leadership's responsibility to provide advice when asked.
"Provide advice," however doesn't include pandering.
CEOs need to keep in mind who their stakeholders are – and stay true to the organization's morals and ethics. Every company on our Top 50 list is superior in talent management because they are unequivocal in their facilitating the success of women, Black, Latino, Asian (and other ethnic and racial minorities), the LGBT community, people with disabilities, Muslims and other religious minorities. Our Top 50 list, expressed as a stock index, outperforms the rest of the stock market.
This is a remarkable difference between the president's stated values — and his appointments to his Cabinet, which are spectacularly white and male.
Our nation's workforce situation is dire — we have gone from six workers per retiree after WW2, to two workers per retiree by 2025. We are at full employment. New entrants to the workforce are 100,000 short of job creations each month. Baby boomers are retiring in droves and are not being replaced in the same numbers by young people. Significant growth for our economy without immigrants is going to be very difficult — there aren't enough people to fill the jobs being created.
CEOs on our list need to tell the president how they have been successful — embracing people formerly not embraced into the workforce, and making sure they had the corporate knowledge to succeed.
It's been done before — two CEOs from Indiana companies on our Top 50 list went to (then) Governor Pence's office to tell him that his anti-gay bill was going to make it impossible to recruit the best people to their companies. Their influence, plus public pressure, caused Pence to back off his virulent homophobia.
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