If your company had a particular segment/group that it needed to reach, doesn’t it seem like a prudent move to utilize employees most familiar with that segment/group?
Melissa Harper, Monsanto’s VP of Global Talent and Inclusion & Diversity explains why the company shifted to placing more emphasis on inclusion and putting inclusion before diversity.
The department’s annual non-discrimination policy failed to distinguish between sexual harassment and sexual identity.
The Top 10 promoted 25.4 percent more Black, Latino and Asian managers and 14 percent more women managers than companies ranked 11-50.
Patti Lee from Wyndham Worldwide discusses how having senior leadership representation on the diversity council leads to be successful in managing diversity.
AT&T, Dell and Toyota Motor North America discuss how they utilize their resource groups for workforce skills transformation, increasing employee engagement and productivity and recruitment.
Accenture, Hilton and GM execs discuss successful ways to make mentoring programs successful.
This panel discussion from the 2017 DiversityInc Top 50 Learning Sessions will give you insights into how to develop future leaders through your executive diversity council.
General Motors’ Global CDO Ken Barrett advises on how to get white men engaged with diversity and inclusion.
Top 50 companies show that with effort, managerial emphasis and accountability, there is plenty of gain to be had.
BASF's Chief Diversity Officer Pat Rossman shared with DiversityInc the company's diverse candidate slate initiative.
DiversityInc benchmarking reports compare a client company to the DiversityInc Top 10 Index. This document provides rationale for this practice.
The board diversity questions in PwC’s annual survey reveal differences of opinion between male and female directors as investors seek to increase diversity.
DiversityInc Webinars are live audio and video presentations based on empirical data gathered from The DiversityInc Top 50 Companies for Diversity.
New white paper shows that is the strength of best practices, not the FTEs in the diversity department that drives equity and fairness in talent management.