COMPANIES FOR
DIVERSITY
No. 19 DELOITTE & TOUCHE USA
Barry Salzberg,
CEO
Redia Anderson Banks,
Chief Diversity Officer,
National Principal,
Diversity & Inclusion
Specialty Lists:
No. 6 on the Top 10 Companies
for Executive Women
No. 10 on the Top 10 Companies
for People With Disabilities
Industry: Accounting, Professional
Services
Main Competitors: Ernst & Young,
KPMG, PricewaterhouseCoopers
U.S. Headquarters: New York, N. Y.
Number of U.S. Employees:
37, 118
Annual Revenue: $8.77 billion
of Operations Outside U.S.:
56
WHY IT’S IN THE TOP 50: Deloitte has
very strong leadership commitment
from Salzberg, who had been managing partner and takes over as
CEO this month. He chairs the
internal diversity council. Deloitte
voluntarily set up an external diver-
sity council, chaired by noted attorney Weldon Latham.
DIVERSITY STRENGTHS: The company has mandatory diversity
training for its entire work force
(only 58 percent of Top 50 companies have this) and powerful
employee-resource groups. The
company also has unbiased retention for its work force and its
managers, meaning retention
rates are level across race/ethnicity and gender.
RECENT DIVERSITY SUCCESS:
Launched Future Leaders
Apprentice Program to help the
company recruit people of color.
No. 20 WELLS FARGO & CO.
Specialty Lists:
No. 8 on the Top 10 Companies
for Latinos
No. 10 on the Top 10 Companies
for Asian Americans
Industry: Financial Services
Main Competitors: Bank of America,
U.S. Bancorp, Washington Mutual
U.S. Headquarters: San Francisco, Calif.
Number of U.S. Employees:
166,000
Annual Revenue: $35.6 billion
of Operations Outside U.S.: Less than 5
WHY IT’S ON THE TOP 50: The bank,
which has been on the Top 50 every
year, has one of the strongest multicultural-marketing initiatives in the
country. It’s also known for its
work-force initiatives aimed at
GLBT people and people of color.
DIVERSITY STRENGTHS: Twenty-two
percent of its advertising budget
goes to multicultural advertising
aimed at people of color, GLBTs
and people with disabilities, compared with a Top 50 average of 18. 7
percent. Wells Fargo has strong
employee-resource groups and
mandatory annual reviews that
include diversity as one of the four
key components.
RECENT DIVERSITY SUCCESS: In
2006, it created a committee to help
better reach diverse customers, The
Diverse Growth Segments committee; also created a company-wide
diversity progress report so all business groups can more effectively set
goals and track their progress.
Richard Kovacevich,
Chairman and CEO
Avid Modjtabai
Former Executive Vice
President, Director of
Human Resources and
Diversity
