Integrated Approach to Driving Diversity & Inclusion at Rockwell Collins
|
|
- Janice Thornton
- 5 years ago
- Views:
Transcription
1 October 15, 2013 Integrated Approach to Driving Diversity & Inclusion at Rockwell Collins Providing Thought Leadership in Support of Corporate D&I Strategy & Goals
2 Rockwell Collins Overview Rockwell Collins is a pioneer in the design, production and support of innovative solutions for our customers in aerospace and defense. Our expertise in flight-deck avionics, cabin electronics, mission communications, information management and simulation and training. We have over 20,000 spanning 27 countries. 2
3 Diversity Business Case Our employees must reflect the changing demographics to meet the needs and expectations of a global economy. Establishing a diverse, talented and motivated workforce increases our ability to develop innovative solutions by embracing diversity of thoughts, opinions, backgrounds and styles. To compete in an ever-changing global marketplace, our diverse workforce will position us for future opportunities. Diversity and Inclusion is a business imperative
4 Definitions of Diversity and Inclusion Diversity Difference such as race, gender, work and educational background, sexual orientation, learning styles, interpersonal traits, personal beliefs, age, geography, lifestyles and physical attributes. Inclusion Creating an environment where everyone feels welcomed, valued, respected and heard. Valuing every individual. 4
5 Diversity Strategy People Recruit, Retain, Develop and Advance diverse talent Workplace An environment that encourages and accepts a free exchange of ideas and perspectives Marketplace Diversity Providing innovative solutions to best serve customers and other stakeholders
6 Diversity and Inclusion Overview Diversity and Inclusion Strategic Framework People Workplace Marketplace Employee Resource Groups Mentoring Training Executive Diversity Council Workforce Planning Diversity Advisory Council Branding Strategic Partnerships Philanthropy Supplier Diversity Retain Develop Attract 6
7 Executive Diversity Council 7
8 Diversity Advisory Council (DAC) Executive Chair African American Professionals Forum Disability Employee Resource Group Friends of Asia Latino Employee Network New Hire Employee Network Pride Employee Resource *Comprised of Chairs & Co-Chairs Veterans & Military Employee Resource Group Women s Forum
9 Employee Engagement Enterprise-wide Learning Events Education & Awareness Heritage Month Events Culture & Respect Community Involvement Leadership & Ownership Speed Mentoring Growth & Development 9
10 The D & I Learning Continuum Inclusive Behaviors Valuing difference as a competitive edge Diversity of Thought Appreciation and valuing Building a Culture of Openness Acceptance and respect Taking Ownership of Diversity and Inclusion (ILT) Understanding Understanding Diversity and Inclusion (CBT) Awareness Leading Diversity (ILT & Leader Led Discussion) Business Case for Diversity (CBT) Exclusive Behaviors Affirmative Action (CBT) 10 10
11 Strategic Partner Model 11
12 Measure of Success and Accountability Corporate Diversity Scorecard & Business Scorecards Retention Development Leadership Engagement Supplier Diversity Affirmative Action Voice of the Employee Survey Satisfaction Engagement Index Diversity Index Performance Reviews Integration 12
13 Link to Enterprise Scorecard Corporate Diversity and Inclusion Scorecard Quarterly Global Retention Goal Actual Last Qtr. >95% Corporate D&I Metrics & Goals Domestic Demographic Enterprise Retention % of Population Retention Goal Minority 93% 0-5 YOS 91% Millennial 91% Enterprise BU/SS Commercial Systems Government Systems Operations Finance E&T BU/SS Workforce Demographics Women in Leadership (% of Population) Last Qtr. Women (% of Exempt Population) Enterprise Leadership Engagement Goal 100% Training/Awareness % Complete (minimum of 2) Training Goal Actual Taking Ownership for D&I 100% by end of FY13 Affirmative Action Metric Goal Actual Female 50%-100% Minority 50%-100% Minorities in Leadership (% of Population) Minorities (% of Exempt Population) Leaders Mentoring Metric Mentees Mentors All Employees Tier 1 Supplier Diversity Metric Goal Actual Women 5.0% Minority 3.0% Veteran 4.0% Service Disabled 1.0% Employee Resource Groups Metric Members Non-members % Development Moves % Retention HR e-business Corp Dev OGC CURRENT D&I SCORECARD Wash Ops I&SS 13
14 Q&A 14
DiversityInc Executive Diversity Councils Web Seminar. Barbara Frankel Senior Vice President, Executive Editor October 22, 2013
DiversityInc Executive Diversity Councils Web Seminar Barbara Frankel Senior Vice President, Executive Editor October 22, 2013 Assistance 2 For assistance dialing in to the conference, please call 888-898-3178.
More informationWorkforce Inclusion Sample Entry
Workforce Inclusion Sample Entry Agency Name Gravity Media Program Name ECHO: Driving Success and Inspiring Cultural Change Executive Summary As part of an ongoing effort to recognize and foster the diversity
More informationDriving Higher Performance Through Inclusion & Diversity June 28, 2013
Driving Higher Performance Through Inclusion & Diversity June 28, 2013 Copyright 2013 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture. Workshop
More informationGlobal Diversity and Inclusion
Global Diversity and Inclusion Every voice matters it s essential at Xerox. A History of Commitment Joseph C. Wilson, our first CEO Our founder clearly understood innovation and creativity are the offspring
More informationdiversity & inclusion Where your talent makes an impact
diversity & inclusion 2014 Where your talent makes an impact INSIDE A Message from Chairman & CEO Steve Angel... 3 A Message from Chief Diversity Officer Vanessa Abrahams-John... 4 Diversity & Inclusion
More informationTo achieve our vision of helping patients around the world, we are creating an organization that can fully leverage diversity.
Labor At a Glance To achieve our vision of helping patients around the world, we are creating an organization that can fully leverage diversity. Takeda is endeavoring to attract and develop diverse global
More informationEffective Diversity Recruiting: Building a Workforce for Today and Tomorrow
Effective Diversity Recruiting: Building a Workforce for Today and Tomorrow Section 1: Introduction Welcome Emergency Exits Restrooms Food/Drink Behavioral Agreement Etc. etc. etc. Learning Objectives
More informationFocus on Retail. Employee Resource Groups Best Practices for Hourly Employees. February, 2017
Focus on Retail Employee Resource Groups Best Practices for Hourly Employees February, 2017 Copyright 2017 by Diversity Best Practices. All rights Reserved. The Business Case for ERG Engagement of Hourly
More informationManaging the Future; Multigenerational Workforce in 2017 and Beyond Tiffany Glenn, Sr. Director, HR Business Partner Raymond King III, HR Manager
Client Conference Managing the Future; Multigenerational Workforce in 2017 and Beyond Tiffany Glenn, Sr. Director, HR Business Partner Raymond King III, HR Manager Copyright 2017 ADP, LLC. Proprietary
More information2017 South / Southeast Region Meeting
2017 South / Southeast Region Meeting 2017 Goals Update 2 CEWD Mission Build the alliances, processes, and tools to develop tomorrow s energy workforce Workforce Planning Career Awareness Industry Solutions
More informationDIVERSITY AND INCLUSION
2012 Snapshot BEST PLACES TO WORK IN THE FEDERAL GOVERNMENT ANALYSIS DIVERSITY AND INCLUSION U.S. demographics are shifting, with the federal government serving a more diverse population than ever before.
More informationEffective Diversity Recruiting: Building a Workforce for Today and Tomorrow
Effective Diversity Recruiting: Building a Workforce for Today and Tomorrow Section 1: Introduction Welcome Emergency Exits Restrooms Food/Drink Behavioral Agreement Etc. etc. etc. Learning Objectives
More informationChecklist for Internal and External Leadership Messaging
Checklist for Internal and External Leadership Messaging Senior leaders act as advocates for veteran s by prioritizing and sharing their organization s business case and its veteran initiatives. They link
More informationUK Gender Pay Gap Report 2018
UK Gender Pay Gap Report 2018 Our Commitment At Marriott International we pride ourselves on our people-first culture, which has consistently been an enabler of our business success, and has earned us
More informationDiversity Awareness: Fostering a Climate of Inclusion, Sensitivity, and Respect in the Workplace
Diversity Awareness: Fostering a Climate of Inclusion, Sensitivity, and Respect in the Workplace Nicole F. Smith, M.Ed, CDBC Director, Instructional Design and Learning Development nsmith@americanpayroll.org
More informationWinCo Foods LLC Texas Workforce Conference Diversity and Inclusion in Today s Business
WinCo Foods LLC Texas Workforce Conference Diversity and Inclusion in Today s Business Session Overview Leading companies are developing diversity and inclusion strategies to attract and retain a talented
More informationCERTIFICATIONS IN HUMAN RESOURCES» Senior Professional in Human Resources - International TM. SPHRi EXAM CONTENT OUTLINE
CERTIFICATIONS IN HUMAN RESOURCES» SPHRi TM Senior Professional in Human Resources - International TM SPHRi TM EXAM CONTENT OUTLINE SPHRi EXAM CONTENT OUTLINE AT-A-GLANCE SPHRi EXAM WEIGHTING BY FUNCTIONAL
More informationK-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services
K-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services 1. What are your Major Unit s mission and vision and how does your organization contribute to achieving the University
More informationThe Association of the Bar of the City of New York. Statement of Diversity Principles
The Association of the Bar of the City of New York Statement of Diversity Principles The Association of the Bar of the City of New York and the signatories hereto remain committed to fostering diversity
More informationInclusion & Diversity Blueprint
Inclusion & Diversity Blueprint Ontario Public Service This page is intentionally left blank. D + I = Idea s Message from the Secretary 3 Call to Action 4 Opportunity 6 Priorities & Actions 9 Our Responsibility
More informationCERTIFICATIONS IN HUMAN RESOURCES. SPHRi TM Senior Professional in Human Resources - International TM SPHRi. Exam Content Outline
CERTIFICATIONS IN HUMAN RESOURCES SPHRi TM Senior Professional in Human Resources - International TM 2018 SPHRi Exam Content Outline SPHRi Exam Content Outline At-a-Glance: SPHRi Exam Weighting by Functional
More informationBreaking the Glass Ceiling: Reaching for the Stars
Breaking the Glass Ceiling: Reaching for the Stars Kelly Mahon Tullier EVP & General Counsel Diversity Best Practices Visa 3.2B Visa Cards (as of March 31, 2017) Millions of Merchant Locations 200 Countries
More informationCultural Competency and Diversity Plan
Cultural Competency and Diversity Plan Committed to Cultural Competency and Diversity Fairbanks Native Association (FNA) is committed to the continuous utilization of this Cultural Competency and Diversity
More informationK-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services
K-State 2025 Strategic Action and Alignment Plan for the Division of Human Capital Services 1. What are your College s/major Unit s/department s mission and vision and how does your organization contribute
More informationCultural Competence for Veterans. Barbara Frankel Senior Vice President, Executive Editor Nov. 5, 2014
Cultural Competence for Veterans Barbara Frankel Senior Vice President, Executive Editor Nov. 5, 2014 1 Assistance 2 For assistance dialing in to the conference, please call 888-259-8414. Basic technical
More informationOffice of the Director of National Intelligence. IC Annual Employee Climate Survey. April Summary Results
April 2006 Summary Results 1 Background In October 2005, the Director of National Intelligence conducted the first-ever Intelligence Community (IC) Employee Climate Survey to gauge the state of the IC
More informationDiversity & Inclusion Strategic Plan NextConnect Marketing Summit Atlanta, GA April 24-25, 2017
& Inclusion Strategic Plan 2017 NextConnect Marketing Summit Atlanta, GA April 24-25, 2017 OFFICE OF DIVERSITY nfff 2 OFFICE OF DIVERSITY "As the nation becomes more diverse, so too must Scouting if we
More informationA Toolkit for Establishing and Maintaining Successful Employee Resource Groups
A Toolkit for Establishing and Maintaining Successful Employee Resource Groups January 31, 2011 Prepared by the National Business & Disability Council and the National Employer Technical Assistance Center
More informationIMPROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE AND BETTER SERVE SO- CIETY AND
IMPROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE PROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE PROVE PERFORMANCE AND BETTER SERVE SOCIETY AND IMPROVE PERFORMANCE
More informationSearch Committee Process
Search Committee Process 1. Obtain the committee s charge from the hiring official. Clarify issues such as: Role of the committee: selection of candidate or recommending finalists Budget Timeframe 2. Review
More informationPRESTON S COLLEGE WORKFORCE EQUALITY AND DIVERSITY STRATEGY
PRESTON S COLLEGE WORKFORCE EQUALITY AND DIVERSITY STRATEGY 2016-2019 1 2016-2019 1. The College Preston s College is a large and diverse General Further Education College providing teaching, learning
More informationSupplier Diversity Why is it important? Kristine Martin Supplier Diversity
Supplier Diversity Why is it important? Kristine Martin Supplier Diversity AGENDA Diversity & Inclusion The Importance of Supplier Diversity Sodexo s Program Supplier Diversity 101 Metrics we track 2 Sodexo:
More informationDiversity and Inclusion Best Practices
Diversity and Inclusion Best Practices US Lacrosse seeks to foster a national lacrosse community that encourages understanding, appreciation and acceptance of all within its membership, volunteer base,
More informationDiversity & Inclusion: An Overview
Chapter 1 Diversity & Inclusion: An Overview Contributor: National MultiCultural Institute In corporate America, a common mission, vision, and purpose in thought and action across all levels of an organization
More informationDiversity Policy. Version Control. Revision 1.0. DMS Number Scope of Application
Version Control Revision 1.0 DMS Number 25637 Scope of Application Document owner Approver All Workers of Pacific Brands Limited and all subsidiary companies globally Group General Manager HR Board Published
More informationRMIT Diversity and Inclusion. Gender equality ACTION PLAN
Gender equality ACTION PLAN Introduction RMIT is a dynamic institution, known for its innovation, creativity and relevance to contemporary society. The University s mission is to create transformative
More informationDorchester Hotel Ltd. Gender Pay Narrative
Dorchester Hotel Ltd Gender Pay Narrative November 2017 1 Table of Contents 1. Introduction... 3 2. Foreword... 3 3. Gender Pay Gap... 4 4. Closing remarks... 6 2 1. Introduction In light of the recent
More informationLearning Center Key Message Guide. 3M Company
Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC
More informationState Diversity Council Roles and Responsibilities
DIVERSITY COUNCIL N AT I O N A L...a diverse community, a better nation. State Diversity Council Roles and Responsibilities 1 Officers 2 Officers President Reports to the Executive Director of the Diversity
More informationIdentifying and evaluating workplace diversity and inclusion best Diversity Best Practices
2 0 1 7 Identifying and evaluating workplace diversity and inclusion best practices @2017 Diversity Best Practices IN SCORING THE APPLICATIONS, COMPANIES WERE EVALUATED IN THREE AREAS: Results from the
More informationStrategic Diversity Plan
Strategic Diversity Plan 2017-2022 Policy Statements Equal Employment Opportunity Policy Statement Regarding Gender Discrimination Policy Statement Regarding Discrimination Shared Values Integrity We act
More information2012 Employee Climate Survey. Monica R. Allen, PhD Performance & Evaluation Manager September 18, 2012
2012 Employee Climate Survey Monica R. Allen, PhD Performance & Evaluation Manager September 18, 2012 Overview Background Survey Methodology Corporate Results Department Results Summary and Next Steps
More informationState Diversity Council Roles and Responsibilities
DIVERSITY COUNCIL N AT I O N A L...a diverse community, a better nation. State Diversity Council Roles and Responsibilities 1 Officers 2 Officers President Reports to the Executive Director of the Diversity
More informationHuman Resources and Organisational Development: Outcomes
1 Aston People 2020 - Human Resources Strategy Proactively supporting Aston s 2020 Vision Contents Background Page 4 Vision Page 4 Purpose Pages 4-5 Human Resources and Organisational Development: Outcomes
More informationINCLUSION RESOURCE GUIDE
2017-2018 INCLUSION RESOURCE GUIDE A LISTING OF EMPLOYERS COMMITTED TO SUPPORTING INCLUSION & DIVERSITY EFFORTS AT SJU, PRESENTED BY THE CAREER DEVELOPMENT CENTER ON BEHALF OF THEIR EMPLOYER PARTNERS www.sju.edu/careers
More information2017 Cultural Competency & Diversity Training. Promoting Excellence Through Training
2017 Cultural Competency & Diversity Training Learning Objectives After completing this training, you will be able to: Define and describe Cultural and Linguistic Competency and Cultural Diversity Properly
More information2016 ANNUAL DIVERSITY REPORT
2016 ANNUAL DIVERSITY REPORT WE BELIEVE EACH PERSON COUNTS. In this report, we ll take a look at ways we measure this commitment and how it makes a difference in the lives of the people we serve. 2 BlueCross
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 Serco - a place people are proud to work Our ambition to be a superb provider of public services by being the best managed business in our sector is underpinned by our four strategic
More information2016 Inclusive Workplace Culture Survey: Small Business
2016 Inclusive Workplace Culture Survey: Small Business 1. Please share a quick narrative (100 words or less) of work you are doing with your company/organization related to diversity and inclusion in
More informationGender pay gap to 2018 reporting year
Gender pay gap 2017 to 2018 reporting year 2 Close Brothers Group plc Gender pay gap 2017 to 2018 reporting year Welcome to our gender pay gap report We are confident that men and women are paid equally
More informationThe Diversity Challenge Building an Inclusive Culture To Create Competitive Advantage. February 2015
The Diversity Challenge Building an Inclusive Culture To Create Competitive Advantage February 2015 Agenda! The business case for diversity! Diversity & the link with Saudi Aramco strategy! Business &
More informationWF ED 573 Diversity in the Workplace Needs Assessment: Courtney Bugg. The Pennsylvania State University
WF ED 573 Diversity in the Workplace Needs Assessment: Courtney Bugg The Pennsylvania State University Introduction: A needs assessment is a way for individuals to get a raw and honest objective description
More informationheading continued INVESTING IN OUR PEOPLE
heading continued INVESTING IN OUR PEOPLE 40 Developing and empowering high-performing people Developing, empowering and retaining values-driven, high-performing employees with the right skills and experience
More informationAdvocacy & Resource Center SDS Staff Training Diversity The main goal of this training is to help you understand the importance of diversity in the
Advocacy & Resource Center SDS Staff Training Diversity The main goal of this training is to help you understand the importance of diversity in the workplace and how you can support it for everyone s benefit.
More informationGlobalization of HR and How Digital Transformation can Help. In partnership with: HR.Payroll.Benefits.
Globalization of HR and How Digital Transformation can Help In partnership with: HR.Payroll.Benefits. 2 Globalization of HR and How Digital Transformation can Help Globalization of HR and How Digital Transformation
More informationGender pay report 2017
Gender pay report 2017 Introduction Sage is passionate about building a culture where our people feel like they can bring their whole selves to work. Where people know that they will be judged solely on
More informationDeveloped and engaged staff. Individualized career paths. Alternative leadership routes. Diverse workforce
FIRM inmotion A PCPS e-toolkit: Transition Continuum and Checklist Transitioning to a high-performing firm of the future doesn t have to be an overwhelming ordeal. In fact, chances are good that your practice
More informationDiversity Metrics. Barbara Frankel Senior Vice President, Executive Editor Nov. 4, 2014
Diversity Metrics Barbara Frankel Senior Vice President, Executive Editor Nov. 4, 2014 1 Assistance 2 For assistance dialing in to the conference, please call 888-259-8414. Basic technical assistance,
More informationCollege of Architecture, Design and Construction Strategic Diversity Plan to
College of Architecture, Design and Construction Strategic Diversity Plan 2012-13 to 2014-15 Vision: The College of Architecture, Design and Construction (CADC) is committed to create a diverse learning
More informationDEFINING AND MEASURING YOUR ERGs IMPACT
DEFINING AND MEASURING YOUR ERGs IMPACT Deepali Bagati, PhD, Executive Director, United States Rita Chhabra, Regional Director, Northeast, United States Agenda Welcome & Ice Breaker ERGs for Inclusion
More informationCHANNEL FOUR TELEVISION CORPORATION 2014 REPORT ON COMPLIANCE WITH THE GENERAL EQUALITY DUTY
CHANNEL FOUR TELEVISION CORPORATION 2014 REPORT ON COMPLIANCE WITH THE GENERAL EQUALITY DUTY Background Channel 4 s public service remit makes us a different kind of broadcaster, one that broadcasts different
More information2017 Annual Corporate Social Responsibility Statement
2017 Annual Corporate Social Responsibility Statement 1 Corporate Social Responsibility Statement Contents Introduction... 3 1. Our Responsibilities... 4 2. Our Communities... 5 3. Our Environment... 6
More informationStrategy Group kpmg.ca
Inclusion and Diversity Strategy Group kpmg.ca An effective inclusion and diversity strategy drives cultural transformation, fosters innovation, and mitigates organizational risk. #MeToo In an age of transparency
More informationBP s UK gender pay gap in 2017
BP s gender pay gap in 2017 BP s UK gender pay gap in 2017 Building a diverse BP where every employee is valued is one of the ways we ll succeed together. Bob Dudley, Group chief executive At BP, we work
More informationEquality, diversity and inclusion in the civil service
Report by the Comptroller and Auditor General Cabinet Office and cross-government Equality, diversity and inclusion in the civil service HC 88 SESSION 2015-16 25 JUNE 2015 Equality, diversity and inclusion
More informationThey ll GO if they don t GROW. The strategic imperative for business today: Learning and Development
The strategic imperative for business today: Learning and Development The HR Imperative: Education as a BENEFIT The L&D Imperative: Education as a strategic, COMPETITIVE ADVANTAGE Why HR and L&D need to
More informationDIVERSITY, EQUITY AND INCLUSION YEAR 2 PLAN
DIVERSITY, EQUITY AND INCLUSION YEAR 2 PLAN MEDICINEDEI@UMICH.EDU Diversity Equity and Inclusion Year 2 Plan 1 Year 2 Plan I. Diversity, Equity and Inclusion Strategic Plan: Overview President Schlissel
More informationWe all know that diversity makes good business sense and it s the right thing to do, but what does that look like?
DIVERSITY SPEAKS! We all know that diversity makes good business sense and it s the right thing to do, but what does that look like? The NOLA SHRM Diversity Committee is pleased to present a summary of
More informationCALS Workforce Diversity Recruitment and Retention
CALS Workforce Diversity Recruitment and Retention Leadership CALS makes work force diversity (definition as in the DIVERSITY RECRUITMENT AND RETENTION BEST PRACTICES document) a priority in each recruitment
More informationCross-Cultural Leadership, Diversity,
Cross-Cultural Leadership, Diversity, CHAPTER 14 Learning Objectives Understand why cross-cultural research on leadership is important. Understand different types of cross-cultural research. Understand
More informationCAPITAL ONE FINANCIAL CORPORATION*
CAPITAL ONE FINANCIAL CORPORATION* 1680 Capital One Drive McLean, VA 22102 Phone: (703) 720-1000 www.capitalone.com/careers * (www.capitalone.com) is a financial holding company whose subsidiaries, which
More informationour equality and diversity action plan 2010 to 2012
our equality and diversity action plan 2010 to 2012 As a public-service provider, a statutory body and an employer, the Financial Ombudsman Service is fully committed to the fair and equal treatment of
More informationThe Attraction, Retention and Advancement of Women Leaders:
The Attraction, Retention and Advancement of Women Leaders: STRATEGIES FOR ORGANIZATIONAL SUSTAINABILITY July 2013 ATTRACTION, RETENTION AND ADVANCEMENT OF WOMEN 01 AUTHOR: Mary L. Bennett, MLBennett Consulting
More informationReporting our Gender Pay Gap
Company Report April 2018 Reporting our Gender Pay Gap 1. The importance of diversity within Hitachi Consulting Diversity underpins Hitachi s innovation and drives our growth. Hitachi regards personal
More informationSupplier Diversity. John Gonzalez Deputy Chief Sourcing Officer
Supplier Diversity John Gonzalez Deputy Chief Sourcing Officer September 24, 2014 Agenda What is Supplier Diversity? Why Supplier Diversity? Huntington s Commitment to Inclusion Supplier Diversity as a
More informationAvoidable Turnover Rate By Position
Faculty / Staff Retention Background Avoidable turnover is the most significant measurement of employee retention. It represents the portion of employee turnover that management has opportunity to control.
More informationGender Pay Gap Report 2017 IKEA UK. Inter IKEA Systems B.V. 2018
Gender Pay Gap Report 2017 IKEA UK Inter IKEA Systems B.V. 2018 2 A message from Gillian and Carin Across the UK, around 10,900 people work in our stores, distribution centres and offices. It is their
More informationDIVERSITY & INCLUSION REPORT 2016
DIVERSITY & INCLUSION REPORT 2016 A MESSAGE FROM OUR CEO At PubMatic, we believe that diversity of thought is the driving force that has allowed us to be at the forefront of digital advertising innovation
More informationThe Business Imperative of Cultural Competency Patient Care Safety Patient Satisfaction Employee Satisfaction
The Business Imperative of Cultural Competency Patient Care Safety Patient Satisfaction Employee Satisfaction A Diversity to Inclusion Transformation Baptist Health South Florida is the largest faith-based,
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 Barclays commitment to building a diverse and inclusive culture It has been my experience, not just as a business leader but also in my life beyond work, that equality and diversity
More informationPrinciples & Best Practices
Principles & Best Practices For Diversity and Inclusion In Advertising Agencies Published by AMERICAN ASSOCIATION of ADVERTISING AGENCIES As part of Operation Success A Diversity Initiative for Advertising
More informationManaging Diversity. California Park and Recreation Society Region 1 Fall Forum November 20, 2013
Managing Diversity California Park and Recreation Society Region 1 Fall Forum November 20, 2013 Cultural Iceberg What is Diversity? State Farm Diversity is the collective strength of experiences, skills,
More informationPart 3 - Beyond hire: The long-term impact of talent acquisition on an organization.
The Talent Forecast Part 3 - Beyond hire: The long-term impact of talent acquisition on an organization. A global study to uncover what today's talent acquisition leaders can tell us about tomorrow's workplace.
More informationCultural Competency Plan
Cultural Competency Plan 2011-2012 Definition of Cultural Competency In providing mental health services a good working definition of cultural competency is need in order to ensure that both individual
More informationArmy Diversity. Diversity & Leadership ASA(M&RA) 14 November 2011
1 Army Diversity Diversity & Leadership ASA(M&RA) 14 November 2011 2 Contents Definition of Diversity Comparison of Diversity, EEO, and EO How Diversity & Inclusion Evolve Why Diversity Matters What We
More information2008 Highlights Include:
Serve Our People Qualcomm s most important resource is our people. We are a high-energy company filled with people who want to be challenged and rewarded for meeting those challenges. Our continuing commitment
More informationLeveraging Gender Balance for Success. BIAC Workshop on Gender Equality and Skills October 24, 2016
Leveraging Gender Balance for Success BIAC Workshop on Gender Equality and Skills October 24, 2016 A MESSAGE FROM OUR CHAIRMAN & CEO The real drivers of the global economy in the 21 st century will not
More informationThe Business Case. Increasing Women in SETT [Science, Engineering, Trades & Technology] If Canada is to excel in the global
Increasing Women in SETT [Science, Engineering, Trades & Technology] The Business Case If Canada is to excel in the global knowledge-based economy, we have to call upon our strengths to build and maintain
More informationchevron energy limited 2017 U.K. gender pay gap report
chevron energy limited 2017 U.K. gender pay gap report 1 chevron energy limited 2017 U.K. gender pay gap report At Chevron, we strive to be the global energy company most admired for our people, partnership
More informationTool for Organizational Self-Assessment Related to Racial Equity
Tool for Organizational Self-Assessment Related to Racial Equity January 2014 From the Eliminating Disparities in Child & Youth Success Collaborative August 6, 2013 Re: Tool for Organizational Self-Assessment
More informationPresentation to the Senate Educational Equity Committee November 23, 2016
Employment Equity Presentation to the Senate Educational Equity Committee November 23, 2016 The Equity Office B513 Mackintosh Corry Hall 613-533-2563 equity@queensu.ca QUESTION: What does employment equity
More informationSocial Management Approach. p. 64
2012 Southwest Airlines One Report // People // Social Management Approach Social Management Approach We emulate a Culture of LUV for our Stakeholders, treat our Customers like guests in our home, and
More informationDiversity and Inclusion Policy
Diversity and Inclusion Policy Policy Level: Effective from: Document Owner: L1 Date of listing on the ASX Kylie Bishop Date Approved: 9 October 2014 Approved by: Review Date: 9 October 2015 Version No.:
More informationDiversity & Inclusion. Annual Report 2017
Diversity & Inclusion Annual Report 2017 1 Diversity by the Numbers Con Edison, Inc., Total Employees Total 15,255 Minorities: 7,317 48.0% Women: 3,210 21.0% Con Edison of New York Orange and Rockland
More informationClick to edit Master title style
Click to edit Master title style Leadership 2025: Leaders at all Levels Presentation to 2016 Association of Minnesota Counties Conference December 5, 2016 Developing Leaders at all levels Why is this important?
More informationAirbus The power of women s networks
Airbus The power of women s networks Company information Airbus was founded in 1967 and is a division of the Airbus Group that specialises in manufacturing commercial jetliners and military aircraft. The
More informationAT&T UK Pay Gap Report
2017* AT&T UK Pay Gap Report *Data for 6 April 2016 5 April 2017 UK Gender Pay Overview AT&T has long been committed to encouraging and nurturing a diverse and inclusive workforce. That means creating
More information24,000. 2People and culture
26 2 24,000 We now have approximately 24,000 employees. Their efforts and commitment continue to support people with rare diseases through every step of their journey. Our employees come to work every
More informationWorkforce Planning to Meet Critical Business Needs
Workforce Planning to Meet Critical Business Needs TEXAS PUBLIC POWER ASSOCIATION 2016 Annual Conference July 26, 2016 - Austin, TX Presented by: Yvonne Morales Pelayo, CPS Energy Patricia Cruz, Leidos
More informationPROMOTING EQUALITY, VALUING DIVERSITY STATEMENT OF INTENT. Introduction. Approachable. Challenging. Enterprising
PROMOTING EQUALITY, VALUING DIVERSITY STATEMENT OF INTENT Introduction Shelter strives to continue to be an organisation that values difference and inclusiveness. For Shelter, Promoting Equality, Valuing
More information