DiversityInc - December 2006

“If people of color have a sense that a store doesn’t like to do business with Latinos or blacks, it will get communicated.”

retail employees are women, according to the U.S. Census Bureau. At the corporate level, the retail industry has been among the leaders for promoting women into the executive suites, with 13. 6 percent of the top corporate titles held by women, reports Catalyst.

Still, this is an industry in transition. For one, the nature of the job has gradually changed. Twenty years ago, 40 percent of retail jobs were part-time positions; today, part-timers account for 60 percent, according to the NRF. Often, those are low-paying, entry-level positions that attract young, inexperienced workers who can work odd hours. (An estimated 4 million retail employees are under the age of 24.) Without adequate diversity training, these employees may not understand the needs of diverse customers.

What’s more, the combination of part-time work, low pay and odd hours has created a revolving door: Annual turnover rates in retail are as high as

Employment in Retail

50

In Percent

48.8%

40

30

20

12%

10%

10

4.2%

0

Women

Source: U.S . Census Bureau, 2004

Latinos

Blacks

Asian
Americans

Staples’ Culture of Inclusion

At Staples, creating an inclusive environment involves more than race and gender.

It also values the diversity of people, experiences and thought. “Our customers come to us with a wide array of cultures, ethnic backgrounds, genders, ages, lifestyles, beliefs and philosophies,” says Doreen Nichols, director of associate relations and global diversity. “Our vision is reflecting the face of our customers.”

Staples creates and supports an inclusive Doreen Nichols environment through programs such as the company’s Leadership Challenge, which encourages the development of future leaders from the company’s ranks of women, people with disabilities and people of color.

“When you have a diversity of thoughts, ideas, cultures and people, the competitive advantage that is created is unbelievable,” says Nichols.

In fact, a diverse team of associates created Staples Easy Rebates, which allows customers to easily submit rebate claims online—and get their rebates much faster—rather than mail them in, as is the case with most retailers.

Through its diversity supplier program, Staples seeks out minority- and women-owned business enterprises (MWBEs) that share its commitment to customers and

communities. The company’s Diversity One program connects customers directly with highly respected MWBE office-supply providers. Through this intitiative, customers can place orders directly with MWBE suppliers, who then take full responsibility for managing the orders.

Staples’ philosophy extends beyond the company to the communities where its customers, suppliers and associates live and work. Through the Staples Foundation for Learning,

the company has contributed to hundreds of nonprofit groups across the nation, including the Boys & Girls Clubs of America, Ashoka, Earth Force, Initiative for a Competitive Inner City and the Hispanic Heritage Foundation. These organizations embody the foundation’s mission to teach, train and inspire people from all walks of life by providing educational and growth opportunities.

The success of Staples’ commitment to diversity is evident in the commitment of its associates. “Associates have told us that they chose to work for Staples over our competitors because of our commitment to diversity,” says Nichols. “When you hear that, you know that our philosophy of inclusion makes a difference.”