the analog model as we can.
These employees are dedicated
and already trained in so many
things, it is a big waste to lose
those employees. So some people were retrained. We have a
high objective to be a very
diverse company as far as our
representation is concerned.
We have goals for every
department, and every senior
manager who reports to me has
part of their [annual] bonus
affected by performance in
diversity representation.
Essie [Calhoun] evaluates
me as well, and diversity is the
only way where she becomes
my boss. She judges me at the
end of the year and does that
with everyone who reports to
me. Whatever she says goes.
is the largest online diversity recruitment solution PERIOD!
No other diversity recruitment network can compete.
What is the DRS?
DiversityInc: Kodak states on
its web site that it has a “win-
ning and inclusive culture
strategy.” How are you insti-
tutionalizing that?
Perez: We have an operating
philosophy in the company
that I have introduced. We
call it the Kodak operating
system that is based on lean
culture. That starts with me
setting a series of goals for the
company. Then everybody
else takes their goals into their
own organizations and depart-
ments and they line up what
they’re going to do to achieve
the goals in their bucket.
Diversity is part of all of that.
It is not an external issue.
Diversity is part of the operat-
ing system and gets evaluated
like everything else. This is a
formal process and we don’t
evaluate everything every
month, but we do evaluate
every quarter. Diversity … gets
treated like everything else. DI
Companies using the DRS for
their recruitment needs:
• Tenet HealthCare
• T-Mobile
• Edward Jones
• Philip Morris USA
• OfficeMax
• Nestle Purina PetCare
• WellPoint
• Caremark Rx
• Corning
For more information about the DRS, please
contact Stuart Arnold at 973-494-0530
or SArnold@DiversityInc.com
