CVS Health’s colleague resource groups help with recruitment, talent development and commerce.
Johnson & Johnson’s Chief Diversity Officer Wanda Hope gives an overview of the company’s talent development programs. Among the topics covered are unconscious bias training for people managers, development through ERGs, relationship capital and networking, and sponsorship for high potentials.
NFL manager says teams will use Kaepernick as cautionary tale to prevent players “from doing what he did.”
Henson’s stylist shared the reason behind the cut, and DiversityInc asked Tamika Katon-Donegal, an L.A.-based Black actress, why she wears her natural curls.
Comcast NBCUniversal Drives LGBTQ Inclusion through Collaboration, Content, and a Focus on My Community
We want all of our employees to feel comfortable being their full and authentic selves at work. When that happens, our teams are more productive, ideas are better, innovation is enhanced and collaboration is stronger. We’ve implemented several initiatives across our company to celebrate our LGBTQ employees and encourage open dialogue.
Alliance, the name of the LGBT ERG, is focused on making TIAA the employer and financial services partner of choice for individuals within the Lesbian, Gay, Bisexual and Transgender community.
Before a company considers authentically reaching customers, however, it is important to have solid internal policies and practices in place that support and empower LGBT employees.
The Business Case for Diversity: Wyndham Vacation Rentals’ Simon Altham Explains Why Diverse Marketing Makes Dollars and Sense
For Simon Altham, diversity and inclusion is personal. When he joined the company more than 10 years ago, he was the first openly gay employee at Hoseasons by Wyndham Vacation Rentals, a vacation company that is part of Wyndham Worldwide.
It’s been 30 years since LEAGUE (Lesbian, Gay, Bisexual, Transgender and Allies Employee Organizations of AT&T) was formed, making it one of the oldest LGBT ERGs in the nation.
The U.S. Commission on Civil Rights expressed its “grave concerns” about messages coming from the current administration.
The Top 10 promoted 25.4 percent more Black, Latino and Asian managers and 14 percent more women managers than companies ranked 11-50.
On average, the DiversityInc Top 10 ranked 30 spots higher in Talent Pipeline, Talent Development, Leadership Accountability and Supplier Diversity, than companies ranked 11-50.
Leaders from Novartis, Sodexo, Johnson & Johnson and Marriott International provide insights into critical factors that enabled their companies to make progress in gender balance in senior leadership.
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.
DiversityInc’s analysis on gender parity found that utilization of three critical best practices leads companies to gender parity quicker than non-utilization.