Tips for the 2013 DiversityInc Top 50 Survey

Barbara Frankel Senior Vice President, Executive Editor bfrankel@DiversityInc.com

2012 DiversityInc Top 50 Companies for Diversity

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. PricewaterhouseCoopers Sodexo Kaiser Permanente AT&T Procter & Gamble Ernst & Young Kraft Foods Deloitte Prudential Financial Colgate-Palmolive Johnson & Johnson Accenture Novartis Pharmaceuticals Corporation American Express MasterCard Worldwide Merck & Co. IBM 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. 32. Cummins Health Care Service Corporation Abbott Marriott International KPMG CSX Aetna Cox Communications Dell Automatic Data Processing General Mills Eli Lilly and Company Target Bank of America Starwood Hotels & Resorts Worldwide 33. Wells Fargo 34. WellPoint 35. 36. 37. 38. 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. jcpenney Booz Allen Hamilton Allstate Insurance Company Medtronic Verizon Communications Time Warner Toyota Motor North America Northrop Grumman Rockwell Collins Monsanto Chrysler Group The Coca-Cola Company Capital One Lockheed Martin Kellogg Company MetLife

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The 2013 DiversityInc Top 50 Survey Is Out Now Submission deadline March 1, 2013 Results announced April 23 in New York City Contact top50@DiversityInc.com to participate or if you have questions

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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

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Four Areas of Measurement

Accountability Personal Communications Visibility Diversity Councils 5 Management Levels Promotions Into Management Promotions in Management

CEO CEO Commitment Commitment

Human Capital Capital

Human

Mentoring Resource Groups Philanthropy Consistency Effectiveness

Corp. & & Org. Corp. Org. Comm. Comm.

Supplier Supplier Diversity Diversity

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

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Executive Diversity Councils

CEO Chairs Executive Diversity Council
54% 42% 32%

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.

2005 DiversityInc Top 50

2010 DiversityInc Top 50

2012 DiversityInc Top 50

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Mentoring
% of Managers in Mentoring
37.5% 39.7%

Tip
27.1% 19% This references only formal mentoring, with pairings set by company and results (engagement, retention, promotion) measured. Pairings are cross-cultural and senior execs participate. 2009 DiversityInc Top 50 2012 DiversityInc Top 50

2005 DiversityInc Top 50

2007 DiversityInc Top 50

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Resource Groups
% of Employees in Resource Groups
29% 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 offshift activities and permission to leave shifts if they take on leadership positions.

16%

16%

21% five years ago

38% five years ago

27% five years ago

2008

2012

2008

2012

DiversityInc Top 10

DiversityInc Top 50

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Using Resource Groups to Track Talent Development

Tracks Retention, Promotions of Resource Group Members
42%

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.

26%

8%

2005 DiversityInc Top 50

2011 DiversityInc Top 50

2012 DiversityInc Top 50

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Multicultural Philanthropy
% of Total Philanthropy Spent With Multicultural Nonprofits
37% 40.6%

Tip Count employee volunteer hours and inWas 32% kindtwo years promotions. Multicultural groups are ago nonprofits that primarily benefit Blacks, Latinos, Asians, American Indians, LGBT people, people with disabilities and women in STEM jobs.

23%

5%

2005 DiversityInc Top 50

2009 DiversityInc Top 50

2011 DiversityInc Top 50

2012 DiversityInc Top 50

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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
Dont be too conservative contact DiversityInc if you are unsure on how to answer a question Dont 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

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