list. Every time we publish one of these things, there is
a hot link at the bottom [giving the option to unsub-scribe]. We did one on Mother Teresa, we did one on
Joseph Smith, we did one on the Pope. We’ll try to
associate what we’re publishing with what’s going on
that month.
We absolutely do not use our group to proselytize.
That would be offensive. I have really strong beliefs;
that’s why I participate. So does everyone else. We’re
there to do things. We’ve long said that we focus on
the values that we share rather than the doctrines
where we differ, so it’s lots of things we can come
together on to accomplish good things without getting
caught up in or sidetracked by discussions of “I don’t
believe what you believe.”
TOP 50 BEST PRACTICE:
CONNECT WITH CUSTOMERS
Wolfe: The bottom-line function is a business-oriented function, and that comes in two different
ways: Are they helping us understand the marketplace? Are they helping us connect to the customer?
I’ve gone to a lot of their meetings to hear some of the
discussion [on] how they can use their faith to make
sure that they are being consistent with the integrity
and principles of the company and be more productive
with what they do every day. There is no proselytizing,
there is no view that it should be one way or another;
it is a group of people who have a common interest.
They get together and they do this. We have objectives, we have a mission, we have sponsorship so that
people are staying within a particular kind of range.
Visconti: From the top, the environment is inclusive
and mutually supportive and not exclusive and combative, and that’s what keeps your resource groups on
track. And the same can be said for Ford.
Bennett: Employees of diverse beliefs are tremendous
resources in terms of product design, in terms of not
making really dumb marketing mistakes.
TOP 50 BEST PRACTICE:
ZERO TOLERANCE FOR DISCRIMINATION
Athman: It’s fine to have a religious network, to create
an understanding of other people’s religion, so long as
it does not create favorable treatment of one religion
over another or over a person who does not believe in
that particular religion.
Barbara Frankel: How much legally and from a company point of view can your groups get involved in what
everyone is calling the overzealous employee, the ones
who go too far in putting their own views out there?
