WBENC NAMES ELITE 8
Six return to list of top corporations for women's business enterprises

The Women's Business Enterprise National Council (WBENC) has released its fourth annual listing of America's Top Corporations for Women's Business Enterprises. The list honors the "Elite 8" companies that have used women-owned enterprises throughout their respective supplier diversity programs. Six of last year's Elite 8 are returning to this year's list including: Avis Rent A Car System; J.P. Morgan Chase and Co.; Office Depot; SBC Communications; TXU, and UPS. New to the list are PepsiCo and ChevronTexaco. "Companies that connect with a diverse supply base will be the success stories of the next 50 years," said Susan Phillips Bari, president of the Women's Business Enterprise National Council. "This list of stellar companies demonstrates that it is simply good business for U.S. companies to create world-class programs that ensure diversity among their vendors and suppliers." Representatives of America's Top Corporations for Women's Business Enterprises will be honored at a special ceremony at The Eisenhower Executive Office Building attended by government officials such as the event's host, U.S. Secretary of Commerce Donald Evans. The Women's Business Enterprise National Council (WBENC), founded in 1997, is the nation's leading advocate of women-owned businesses as suppliers to America's corporations. It also is the largest third-party certifier of businesses owned and operated by women in the United States.

Kroger names coordinator of corporate supplier diversity

The Kroger Co. has named Denise R. Thomas as coordinator of corporate supplier diversity. Ms. Thomas, who has spent the past 29 years with Kroger, will be responsible for managing all aspects of the company's supplier diversity program. Established more than 20 years ago, Kroger's supplier diversity program has helped the promotion, growth and development of minority-owned business enterprises (MBEs) and women-owned business enterprises (WBEs). The program helps MBEs and WBEs analyze their business capabilities to determine whether their products or services fit within Kroger's corporate strategies and the market as a whole. "We view supplier diversity as a key business strategy that will enable Kroger to better serve our customers in an increasingly diverse marketplace," said David B. Dillon, Kroger president and chief operating officer. "Denise brings a great deal of retail experience to this new position, and we are confident that she will help take our supplier diversity program to the next level." Headquartered in Cincinnati, Ohio, Kroger is one of the nation's largest retail grocery chains.

MDI Forum addresses supplier diversity in tough economic times

IT professional services firm MDI has recently met with local executives in Atlanta to address the impact of the economy and vendor consolidation on supplier diversity. At the firm's MDI Diversity Forum, representatives from Cox Enterprises, Delta, BellSouth, AFC Enterprises, Johnson Controls, Home Depot, Six Continents Hotels, and UPS gathered to exchange ideas and develop diversity best practices. "Local business leaders come to the forum because it is an excellent opportunity for them to discuss their diversity issues in a peer-to-peer environment," said Ella Koscik, chief executive officer of MDI. "These business executives are looking at how to benchmark their diversity programs, how to mentor their diversity suppliers, and how to motivate management in all departments to use diversity vendors. Developing best practices is the key to implementing a successful diversity program." The forum discussed the status of supplier diversity programs in the face of a tough economy and vendor consolidation. With more attention on cutting costs and streamlining processes, smaller diversity suppliers are often cut from the vendor list. Diversity executives stress that if diversity suppliers want to remain competitive, they must be flexible in their business relationships. Most participants agree that though times are tougher, supplier diversity is still an important issue for their company. "MDI is committed to promoting diversity in the marketplace and giving the business community a format in which to discuss the issues. We are taking a leadership role in dealing with the complexities of diversity by mentoring minority suppliers and hosting additional diversity forums," added Ms. Koscik. MDI is a certified woman-owned, IT and professional services firm that provides contract, contract-to-hire and direct-hire staffing services to Fortune 1000 companies.

Companies finding importance of developing female employees

According to a survey conducted by research and consulting firm Best Practices, LLC, companies that deploy effective programs to retain and develop female employees are finding the value that women can bring to their organizations. The study, which profiles a broad group of 13 financial, technology, telecommunications, manufacturing and pharmaceutical companies, found that 82 percent indicated an increase in promotions for women and 64 percent noted an increase of women in senior management. Fifty-five percent cited an increase in female candidates and employees as a result of women's programs. Best Practices, LLC is a research and consulting firm that studies the best business practices, operating tactics and winning strategies of world-class organizations.

Xerox appoints chief diversity and employee advocacy officer

Xerox Corporation has appointed Philip Harlow as its chief diversity and employee advocacy officer. Mr. Harlow will be responsible for directing the company's diversity strategies and "voice of the employee" initiatives, as well as support the company's executive diversity council, minority supplier programs, employee caucus groups, training and development, university relations, and recruitment activities. Prior to joining Stamford, CT-based Xerox, Mr. Harlow served as vice president human resources of Bausch & Lomb. "Xerox's commitment to maintaining an inclusive environment and a diverse work force is a cornerstone of our culture; valuing and respecting our employees is a core value," said Patricia M. Nazemetz, vice president human resources, to whom Harlow will report to. "Phil's extensive expertise and leadership will enhance our efforts to ensure Xerox is an employer and partner of choice."

CareerJournal hosts diversity job fairs in New York and Boston

CareerJournal.com, the executive career site of The Wall Street Journal, hosted its first-ever executive job fair targeted to diversity candidates in early April in New York City. The fair, which was free, featured companies that are seeking to interview candidates from diverse backgrounds who are looking for new executive, managerial and professional career opportunities. A few days later in Boston, CareerJournal.com also sponsored a half-day executive career-strategy seminar that focused on helping attendees work more effectively with executive recruiters, create a more powerful resume and excel in the corporate environment. The seminar featured workshops from a top-flight faculty, including Tony Lee, editor in chief and general manager of CareerJournal.com, senior recruiters from Korn/Ferry International, Russell Reynolds Associates and Taylor Haley Search Partners and career advisors Larry Stybel, Peter Newfield and Debra Feldman.

Point Foundation creates national scholarship program

The Point Foundation has created the first truly national scholarship program for gay and lesbian students. The Foundation's focus is to foster a generation of leaders and scholars who will create a greater level of acceptance, respect and tolerance for all people, regardless of sexual orientation. In addition, the Foundation has retained Los Angeles-based executive search firm McCormack & Associates to lead in its search for an executive director. Reporting to the Foundation's three-person board of directors and collaborating with a 13-person board of trustees, the executive director will be an integral part of the team as the Foundation's first paid full-time staff. McCormack & Associates was founded in 1993 and specializes in diversity recruiting for a wide array of industries. Founded in 2001, The Point Foundation is the first nationwide LGBT scholarship foundation granting scholarships to undergraduate, graduate and post-graduate students of distinction.

WorkplaceDiversity sales and marketing VP receives award

Raphael Sebastian, vice president sales and marketing of diversity-focused job board WorkplaceDiversity.com, has been honored by National Basketball Association's New Jersey Nets with an Outstanding African American Professionals Award. The award is given to individuals who make substantial contributions professionally, as well as to the community. Mr. Sebastian, who received the honor at a February Nets home game in celebration of Black History Month, becomes one of the first recipients of this new award. "Raphael is a very deserving individual, and we are proud to honor his accomplishments," said Rod Thorn, president and general manager of the New Jersey Nets. Mr. Sebastian aids high-profile corporations in hiring qualified, diverse candidates. He is an active member of The Leaders of Tomorrow and a board member and mentor for I Love Our Youth and is a president emeritus of the National Black MBA Association. "It's a tremendous honor to receive this award," stated Mr. Sebastian. "As a CYO basketball coach, an award from the Nets is especially meaningful to me and my team."

Burrell assumes management of NAA's diversity department

The NAA Foundation, a non-profit organization representing the newspaper industry and more than 2,000 newspapers in the U.S. and Canada, has appointed Judith A. Burrell to assume management of NAA's Diversity Department. Ms. Burrell is currently senior vice president communications and publisher of Presstime. Toni F. Laws, NAA's former senior vice president diversity, recently announced his retirement. "I look forward to the incredible challenge ahead," said Ms. Burrell. "The newspaper industry continues to look towards its trade association for help in identifying best practices and executing myriad ways to build on the value diversity brings to strengthening the business. There is much work ahead to maintain and add to this momentum for change as NAA responds to its members' needs with pragmatic information and collaborative services." Ms. Burrell joined NAA in 1996 from the administration of former President Bill Clinton, where she served as special assistant to Transportation Secretary Federico Pena and director of his executive secretariat. Before that, she worked for four years as the lead transportation and environmental lobbyist for and public relations advisor to the executive director of the United States Conference of Mayors. Before joining the Conference of Mayors, Ms. Burrell served two consecutive roles under New York City Mayor Ed Koch: press secretary in City Hall and legislative representative in Washington, D.C.

MediaCom and WING Latino Group create media buying service

MediaCom, an independent strategic media planning and buying agency, has formed a partnership with WING Latino Group, a leading Hispanic marketing communications firm, to create MediaComLatino, a joint venture that provides specialized Hispanic media buying services. MediaComLatino was created by combining WING Latino Group's Hispanic marketing communications expertise with MediaCom's proprietary media buying, measurement and optimization tools. Co-directors Jose Aybar, vice president and managing director of WING Latino Group, and Maria Cueva, vice president and director of Joint Ventures, MediaCom, will lead the joint venture. Jackie Bird, president and CEO of WING Latino Group, and Jon Mandel, co-CEO and chief negotiating officer of MediaCom, will serve as strategic and operational directors for MediaComLatino. "The Hispanic population is too large to be considered a niche market any longer, and to target them – it requires media experts with a granular understanding of the language, Hispanic culture, and media interaction," said Ms. Bird. "MediaComLatino delivers this unique mix of general market media tools and Hispanic marketing expertise to effectively create efficient and successful media buys." MediaCom and WING Latino Group are partner companies of Grey Global Group. The partnership addresses not only the largely untapped potential of the Hispanic marketplace but also the proliferation of Hispanic media as well as changing marketers' needs. Spanish-language media ranks number one in several markets, including Los Angeles and New York, where the top radio stations are Spanish-language. Overall, Hispanic radio is the third most popular format. MediaComLatino offers its clients well-respected executives with over 20 years of expertise in Hispanic media planning, media buying, and negotiating for the Hispanic marketplace.

Womensforum.com launches career center with CareerBuilder

Online career network CareerBuilder.com has launched a new career center at Womensforum.com, the second largest destination for women online. Through CareerBuilder, Womensforum.com will offer access to more than 400,000 jobs from 25,000 of the nation's top employers to its eight million women visitors who visit the online community each month. "CareerBuilder is delighted to be a part of the womensforum.com network," said Mary Delaney, chief sales officer of CareerBuilder. "Womensforum.com has created a rich, credible, and inviting community for women. Working together, we are making it easier for hiring managers to find top female talent and for female job seekers to land new career opportunities." Mark Kaufman, chief executive officer of Womensforum.com, added: "Womens forum.com has built a large and valuable network of 100 entrepreneurial Web sites that focus on important issues for today's women. With career choices being one of those key issues, CareerBuilder is a great fit for this network."

NACD finds increasing role for women on boards

The National Association of Corporate Directors (NACD) New England Chapter has found an increasing role for women in corporate America and the growing need for qualified women on boards of directors. The organization drew these conclusions after a recent seminar regarding the involvement of women on corporate boards. The event brought together approximately 100 local executives and board professionals and that the conditions are right for increasing board involvement by women. The NACD New England Chapter also concluded that there is a critical growing need for diversity on boards, and for independent directors. The organization cited that women are playing an increasingly significant role as consumers, income earners, investors and business owners. "The time is ripe for increasing women's involvement on corporate boards," said Patricia M. Flynn, Trustee Professor of Economics and Management at Bentley College, and director, BostonFed Bancorp. The National Association of Corporate Directors (NACD) is an independent not-for profit membership organization devoted exclusively to improving corporate board performance.

WorkplaceDiversity.com selected for Web site guide

IMPLEMENTING A DIVERSITY STRATEGY IN THE GAMING INDUSTRY: PROS, CONS AND WHY IT HASN'T BEEN DONE SOONER

Punam Mathur is the vice president of corporate diversity and community affairs for MGM MIRAGE, one of the world's leading gaming-entertainment-hotel companies headquartered in Las Vegas. She began her career in April 1996 with Mirage Resorts. Ms. Mathur's responsibilities have grown to encompass both the community affairs and corporate diversity efforts of MGM MIRAGE. In this capacity, she is responsible for the implementation and execution of all of the company's diversity efforts as well as all government and community initiatives, including corporate philanthropy. Prior to joining the gaming industry, she held the position of senior vice president of the Las Vegas Chamber of Commerce. Here in an interview with Dale Zupsansky, editor-in-chief of Diversity Monitor, Ms. Mathur discusses what led to MGM MIRAGE implementing a formal diversity strategy and why we have not seen a formal approach to diversity in the gaming industry before.

Monitor: Why haven't there been major diversity initiatives implemented by companies in the gaming industry?

Mathur: Diversity is part of who the industry is and has also been largely responsible for its success. However, I don't believe we have seen a formalized approach and we were simply the first to formalize what we have been naturally doing over the years. I think as we move forward you will see many more formalized approaches.

Monitor: Are there any advantages or disadvantages in creating a diverse workforce for a company in the gaming industry as opposed to other American businesses?

Mathur: In contrast to American business, the gaming industry has been very richly diverse because people have been the element of our business that we compete the most for. For example, it takes 9,000 people to run our Hotel-casino, the Bellagio. So when you are looking to hire that many people you don't place artificial barriers between us and individuals who possess good people skills. As a result, minorities represent more than half of our entire workforce, which is significantly better than other American businesses. The gaming industry is also very young and we do not have a long history within our companies where we may have inherited bad habits, which may place us in a better position than other traditional companies.

Monitor: Are there any unique challenges when creating a diversity strategy for a company in the gaming industry?

Mathur: The challenges are not much different in the gaming industry. As with many other business imperatives, you either create a plan to succeed or one that ultimately fails. When we began creating our diversity strategy we realized that diversity is not something you do it is who you are as a company. The real challenge that we discovered in the process of creating our diversity strategy was how to educate 43,000 people within our organization. Not just to teach them about diversity, but to impact, touch their hearts, minds and souls, and have them view their world differently.

Monitor: When and what led to the idea of incorporating a diversity strategy at MGM MIRAGE?

Mathur: We went through a merger in May 2000 that brought together Mirage Resorts and MGM Grand. Because we are one of the most highly regulated industries in America there is a regulatory approval that is required with any merger. During this regulatory approval process there is always a public comment period where people can make any observation they choose to and a local leader in Las Vegas raised the issue of diversity saying he was concerned about what commitment to diversity would be declared by the resulting merged company. This comment caught our chairman completely flat-footed and we were not prepared to answer that question. Our chairman's response was: "I am going to find out, I have no idea. But if there is an area we can improve, rest assure we will." That led to a 360-degree review within the newly created company and led to our focus on creating a diversity strategy.

Monitor: What benefits does having a diverse workforce bring to MGM MIRAGE?

Mathur: We are a global company in terms of the customers that provide us with business. Despite the enormous amount of money spent on the appearance of our casinos, our people are what makes our company successful. The greater the diversity in our workforce the more hospitable we are going to make our consumers feel. That may be the centerpiece of many business imperatives around diversity but it is so clearly seen in the gaming industry.

Monitor: Has MGM MIRAGE entered any partnerships with various organizations or universities to help retain minority talent?

Mathur: We have done a lot in community partnerships, which has given very loyal workers who are grateful for the opportunity we have given them and in return been very good employees. MGM MIRAGE has also entered a long-term partnership with the University of Las Vegas (UNLV) College of Hotel Administration. This alliance includes a financial commitment of $500,000 to UNLV during a five-year period and will help establish the next generation of talent for supervisory plus positions within the company. Through the MGM MIRAGE/UNLV partnership, we will travel to communities with the university to help recruit students interested in a career in the gaming/hotel industries. We will also provide scholarships, student internships, mentoring and professor externships.

Monitor: How did MGM MIRAGE go about finding and implementing a diversity training program geared towards a corporation as large as yours?

Mathur: At the end of 2001 we completed a process of evaluating diversity education companies. We were looking for a company that has experience in dealing with corporations as large as ours that operates in different communities. The match we found was a Chicago-based company called Guardian Quest. In May 2002, Guardian Quest began meeting with everyone representing the senior management within our organization. From there they conducted educational sessions at all of our hotel, casino and resort properties as well as various operating units. In addition, Guardian Quest held nine different diversity training sessions that were 40 hours in duration. In those sessions, we had participation by specially identified employees from the company; when the chosen person completed that 40-hour experience they were labeled as a diversity champion. Last year a total of 176 earned the title of diversity champion and these employees, who were supervisor level and above, will carry the diversity education throughout the company working with HR departments to educate our employees about diversity.

Monitor: Can you provide any meaningful statistics on how your company practices diversity with its suppliers?

BUILDING INCLUSIVE CULTURE IS KEY FOR COMPANIES SAYS STUDY

According to a national survey conducted by The New York Times Job Market, the print and online recruitment services offering of The New York Times, in organizations that actively recruit diverse candidates, most hiring managers say their company's efforts are directed toward building a culture that is more inclusive of all employees' needs (88 percent) and generally supports work-life balance and overall flexibility (93 percent). The study, which was conducted by Beta Research Corporation on behalf of The New York Times Job Market, also found that half of hiring managers (55 percent) and job seekers (67 percent) say they define diversity as a mixture of people of different backgrounds, races and cultures. When asked how hiring managers measure their organization's progress for diversity initiatives, respondents said they look at their company's percentage of diverse talent in non-management positions (51 percent), management positions (21 percent), highest paid positions (15 percent), on the company's board of directors (11 percent) and total purchases from minority owned businesses (nine percent). Job Market is the print and online recruitment services offering of The New York Times and includes one of the Internet's leading career sites in the New York metropolitan area, providing employers and job seekers with comprehensive resources to streamline the job recruitment process.

MINORITY RECRUITING STILL A PRIORITY AMONG UNIVERSITIES

Despite the weakened economy, a nationwide hiring slump and the country currently engaged in war, representatives from seven top universities agree that minority recruiting is still a priority. Campus service directors from Carnegie Mellon, Columbia, Cornell, MIT, New York University, Rutgers, and University of Pennsylvania provided their forecast on recruiting undergraduates and MBAs in 2003 at the recent New York City Campus Forum Series presented by Bernard Hodes Group, a provider of recruitment communications and staffing solutions.

"Most enlightened corporations understand the demographics of the future workforce and will continue to seek and hire minority talent on America's college campuses," said Annette Merritt Cummings, VP and national director of diversity services, Bernard Hodes Group. The seven career service directors said they've seen a decrease in campus visits of corporate recruiters from the financial services and consulting sectors but more interest and growth from the pharmaceutical, health care and biotechnology industries.