For more on micro-inequities and
cultural competency, read the Jan./
Feb. issue of DiversityInc magazine,
www.DiversityInc.com/subscribe.
LESSON 7
DON’T IGNORE
MICRO-INEQUITIES
LESSON III
DIVERSITY IMPROVES
LESSON 6
RODRIGUEZ: My thinking has
evolved in looking at diversity
in terms that we call “Big D” and
“Little D” in our diversity advisory
board. The Big D is what you might
refer to as traditional ways of
thinking about diversity: race, gender, religion. Little D is more
subtle or less obvious
ways of thinking about
diversity: style differences, generational differences. What has evolved is
that the Little D is becoming as important as the Big D. Not that we
have solutions for the Big D—the
race and the gender issues—but
with some of the generational differences and the emerging trends
from a population standpoint,
we’re going to be looking at those
Little D questions and issues more
and more as we progress.
LESSON 5
MARGIN
From recruiting top talent, to retention and
promotion of key individuals, to making life-
long connections with customers, suppliers
and investors, solid diversity management
has a direct and lasting impact on the bottom
line. That connection between strong diversity
management, excellent corporate governance
and real results is provable.
LESSON 4
RECRUIT & RETAIN
THE BEST & BRIGHTEST
LESSON 3
ANDERSON BANKS: It’s helped
us to see that we can attract and
retain some very talented people,
and do so while developing them
DIVERSITYINC TOP 50 INDEX (RETURN FOR 10 YEARS)
and helping them understand that
our place of employment is really a
place where they want to stay and
grow their career as long as they
want. If we can reduce our
turnover by 1 percent, it
goes straight to the bottom line in terms of the
savings that you get.
LESSON 2
1997
2007
3500
3000
Top 50 Index
Nasdaq
DJIA
SP500
2500
2000
LESSON 1
1500
1000
500
Mar. Dec. Dec. Dec. Dec. Dec. Dec. Dec. Dec. Dec. Dec. Apr.
97 97 98 99 00 01 02 03 04 05 06 07
Source: Ramirez & Co.
ANAND: We need to hire over
2 million people over the next
10 years globally, so unless we
broaden the recruitment base that
we hire from, we’re not going to be
able to hire the best and the brightest talent. We’ve seen all the demographics around the aging population, the new jobs to be created,
and we know that there is going to
be a shortage of employees in the
future, so unless we brand
ourselves as diversity
leaders, we’re not going
to be able to attract and
retain the best talent.
