Tips for the 2013 DiversityInc Top 50 Survey

Tips for the 2013

DiversityInc Top 50 Survey

Barbara Frankel

Senior Vice President, Executive Editor

[email protected]

mailto:[email protected]

© DiversityInc. Reproduction Prohibited.

2012 DiversityInc Top 50 Companies for Diversity

1. PricewaterhouseCoopers

2. Sodexo

3. Kaiser Permanente

4. AT&T

5. Procter & Gamble

6. Ernst & Young

7. Kraft Foods

8. Deloitte

9. Prudential Financial

10. Colgate-Palmolive

11. Johnson & Johnson

12. Accenture

13. Novartis Pharmaceuticals

Corporation

14. American Express

15. MasterCard Worldwide

16. Merck & Co.

17. IBM

35. jcpenney

36. Booz Allen Hamilton

37. Allstate Insurance Company

38. Medtronic

39. Verizon Communications

40. Time Warner

41. Toyota Motor North America

42. Northrop Grumman

43. Rockwell Collins

44. Monsanto

45. Chrysler Group

46. The Coca-Cola Company

47. Capital One

48. Lockheed Martin

49. Kellogg Company

50. MetLife

18. Cummins

19. Health Care Service Corporation

20. Abbott

21. Marriott International

22. KPMG

23. CSX

24. Aetna

25. Cox Communications

26. Dell

27. Automatic Data Processing

28. General Mills

29. Eli Lilly and Company

30. Target

31. Bank of America

32. Starwood Hotels & Resorts

Worldwide

33. Wells Fargo

34. WellPoint

2


3

The 2013 DiversityInc Top 50 Survey Is Out Now

• Submission deadline – March 1, 2013

• Results announced April 23 in New York City

• Contact [email protected] to participate or

if you have questions

mailto:[email protected]


Movement on the List

•20 moved up in ranking

• 3 of the 25 Noteworthy Companies jumped onto the list

• 2 returned to the list

•1 that never ranked made the list

• 1 first-time participant made the list

•24 moved down in ranking

• 5 fell off the list

4


Four Areas of Measurement

• Women/Minority Businesses, Lesbian, Gay, Bisexual and Transgender, People with Disabilities, Veterans Spend

• RFPs

• Accountability

• Mentoring

• Resource Groups

• Philanthropy

• Consistency

• Effectiveness

• 5 Management Levels

• Promotions Into Management

• Promotions in Management

• Accountability

• Personal Communications

• Visibility

• Diversity Councils CEO

Commitment Human Capital

Supplier Diversity

Corp. & Org. Comm.

5

CEO

Commitment

Human

Capital

Corp. & Org.

Comm.

Supplier

Diversity


Executive Diversity Councils

6

2005 DiversityIncTop 50



32%

42%

54%

CEO Chairs Executive Diversity Council Tip

Executive diversity

councils set strategy

and companywide

diversity goals. When

council members’

compensation is

linked to those goals,

we note a dramatic

improvement in

human-capital

demographics.


Mentoring

7

2005DiversityInc

Top 50

2007DiversityInc

Top 50

2009DiversityInc

Top 50

2012DiversityInc

Top 50

19%

27.1%

37.5% 39.7%

% of Managers in Mentoring

Tip

This references only

formal mentoring,

with pairings set by

company and results

(engagement,

retention, promotion)

measured. Pairings

are cross-cultural

and senior execs

participate.


8

21% five

years ago

27% five

years ago 38% five

years ago

Resource Groups

2008 2012 2008 2012

DiversityInc Top 10 DiversityInc Top 50

16%

29%

16%

22%

Tip

Most companies count

membership as

someone who attends at

least three meetings a

year or assumes a

leadership position.

Hourly workers

increasingly are being

included through off-

shift activities and

permission to leave

shifts if they take on

leadership positions.

% of Employees in Resource Groups


9 Using Resource Groups

to Track Talent Development




8%

26%

42%

Tracks Retention, Promotions

of Resource Group Members Tip

Measuring resource-group

member promotions and

engagement often leads to

more money for resource

groups, as it demonstrates

value in talent

development. This turns

diversity management from

a ―soft‖ initiative to one

directly contributing to

business results.


Multicultural Philanthropy

10

Was 32%

two years

ago

Tip

Count employee

volunteer hours and in-

kind promotions.

Multicultural groups are

nonprofits that primarily

benefit Blacks, Latinos,

Asians, American

Indians, LGBT people,

people with disabilities

and women in STEM

jobs.

2005DiversityInc

Top 50

2009DiversityInc

Top 50

2011DiversityInc

Top 50

2012DiversityInc

Top 50

5%

23%

37% 40.6%

% of Total Philanthropy Spent

With Multicultural Nonprofits


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What to Expect in 2013 DiversityInc Top 50 Survey

• Senior Level Accountability – New questions concerning the

involvement of the top two levels of the organization

• Senior-Management Tenure – New questions looking at the

length of service (broken down by race and gender) for the top two

levels of the organization

• Recruitment by Business Segment – Examination of areas

of business that have the most new hires by race/ethnicity/gender

• Attrition/Retention – Racial/gender breakdown of those who left

voluntarily and involuntarily


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More Tips

•Don’t be too conservative – contact DiversityInc if you

are unsure on how to answer a question

•Don’t leave questions unanswered unless you are

100% certain there is no answer

•Make sure your chief diversity officer thoroughly goes

over the answers — do not leave this to a lower-level

person or someone new to the organization

•Check your answers from last year and if something

has changed negatively, be prepared to tell us (and

your management) why

Documents

Tips for the 2013 DiversityInc Top 50 Survey