that, because it really has done so
much for our business in many
ways: great vendors, new ideas, new
products, and a lot of real economic
change to our purchasing lines. It is
a great business case.
LESSON 7
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without, read the Jan./Feb. issue
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com/subscribe.
5 MAKE DIVERSITY
TRAINING MANDATO-
RY AND USEFUL
LESSON 6
BUCHERATI: One of the really cool
things that one of my team mem-
bers developed about a year and
a half ago now was this diversity-
speaker series. Now that’s not very
LESSON 1 LESSON 2 LESSON 3 LESSON 4 LESSON 5
innovative in itself; every month
somebody comes in on a very, very
different topic—and we’ve handled
as many tough topics as we can—
but what I think she’s doing a fabulous job with is then taking those
programs and then developing
broader curriculum opportunities.
For instance, we had a speaker on
micro-inequities earlier this year,
and now we’re developing a broader
micro-inequities education program
that we will drop in periodically to
our education curriculum. We did
the same thing with white males as
full diversity allies.
LANDMAN-GONZALEZ: We made
a commitment to have a diversity-learning experience for everyone in
our company all the way down to
our general managers, and we’re going to continue that, actually take it
down into the restaurants, so that
everyone at Darden will have gone
through this—which is something
that we continue to do and we
make sure that we keep up with the
diversity changes that exist.
ANAND: We have mandatory
compliance training for all of our
18,000 managers. We have a one-day Spirit of Diversity training for
all of our 18,000 managers. We
have learning labs on generations,
micro-inequities, gender, cross-cultural communications, sexual
orientation—five learning labs that
we have that are not mandatory,
but the demand is so great, and we
train our internal folks to deliver
those trainings.
The piece I’d like to get to
is to make sure that
diversity is not just a
separate training but
is integrated into every
single offering. The other
evolution in the learning strategies
is global diversity. We’re looking
at developing a global-diversity
initiative, and I want to put all of
our senior executives through it in
the next year.
CREATE LEVELS
OF MENTORING,
MEASURE RESULTS
Magda Yrizarry
ANAND: We have three different
mentoring initiatives: one, which
