Projects by Year
Total Project Cost (in millions)
Inclusion in this city extends beyond ethnicity and race. “Persons with
disabilities are an essential part of Indianapolis’ diverse culture,” says
Juli Paini, coordinator of the Mayor’s Office of Disability Affairs (MODA).
To help the corporate community recruit talent and integrate
people with disabilities into the workplace ( 70 percent are
unemployed or underemployed nationally), MODA hosts an
annual Accessibility and Diversity job fair. During last year’s
event, dozens of employers met with 300 job seekers. This
spring, the city will host the Mayor’s Summit on Inclusive Employment, featuring disability service providers and accessibility workshops for both corporations and potential employees.
In recognition of such efforts, the National Organization on
Disability ranked Indianapolis one of the top 10 “disability
friendly” cities in the nation.
2003 2004 2005
Economic Empowerment & Development
Part of Mayor Peterson’s overall plan is to provide housing for
all residents to revitalize the region. That’s why the city invests
in redevelopment projects such as Red Maple Grove, a pub-lic/private partnership that will include 165 rental units, 52 sin-gle-family houses and 10,000 square feet of retail space. The
project is expected to be completed by 2009. Nearly all of the
Duke Realty: Building a Culture of Diversity
Diversity is woven into the fabric of Indianapolis-based Duke Realty Corporation. The largest publicly traded office and industrial property owner in the
United States, Duke embraces diversity. And the commitment starts at the top.
Key associates are encouraged to lead and be involved in the community—and they’re evaluated on their level of involvement. MicroInequities
training shines a light on the little things that foster—or detract from—a
culture of inclusiveness. Duke’s Diversity Council promotes diversity
through training, communications and partnerships. “The goal is to create
an inclusive environment and to remain competitive by doing so,” says
Duke CEO Denny Oklak.
Denny Oklak In 2004, the company launched a Supplier Diversity Program, and already
it’s having an impact. Duke spent $4.5 million with minority business enterprises and $31 million with women’s business enterprises in 2005.
Working with nonprofits is another facet of Duke’s commitment to diversity.
Bosma Industries for the Blind, with a mission to enhance opportunities for
blind and visually impaired workers, hired Duke. Through suggestions aimed at
reducing cost, a response to requests for in-kind donations and a relationship
with the customer, Duke helped Bosma build a building with features and conveniences it wouldn’t have had otherwise.
Duke is involved with INROADS, offering minority student internships; Project
REAP, training minority professionals in commercial real estate; and IndyCREW,
a chapter of the Commercial Real Estate Women network. The company builds
its diverse work force by actively recruiting at multicultural and minority career
fairs as well as Historically Black Colleges and Universities.
And once recruited, Duke employees benefit from a culture that supports different backgrounds and lifestyles. Diversity retreats, flexible work arrangements, mentoring programs and a company-sponsored loan for new homeown-ers keep the doors and opportunities open for employees and potential employees.
“Our diversity program is paying off,” says Oklak, who has seen the percentage of Duke employees who are racial or ethnic minorities rise 70 percent since
2002. “And we’re creating a culture that positions us well for the future.”