Last year, its seven work-force
centers provided career training
and English-as-a-Second-Language
workshops for nearly 200 people
and placed more than 700 candi-
dates in jobs. The new Chicago LEADS program, begun
in January under the auspices of MOWD, is taking
work-force development to the next level by tracking
the long-term results of placements. “Typically, these
programs benchmark how many individuals get jobs.
We’re looking at how many achieve self-sufficiency,”
says MOWD Commissioner David Hanson. LEADS
trains people for employment in industries suffering
worker shortages. Then once hired, LEADS ensures
that workers receive the training needed to advance to
higher-salaried positions. Currently, four pilot pro-
grams are offered in hospitality, transportation, IT and
healthcare. “We’re developing a pipeline of workers for
our needs and … increasing the diversity of the work
force,” says Hanson.
Chicago has also made a $10 million commitment to prepare young workers for the workplace
by offering job-readiness courses and internships. This
year’s expanded Summer Jobs Program will provide
temporary employment to 1,000 14- to 21-year-olds in
communities with the lowest economic opportunities,
while six recently opened career centers will help area
youth land full-time jobs. Plus, the CPS offers language-education courses in Chinese and Arabic and will add a
Russian language high-school program.
The city also continues to invest in the globalization
of its business community. With a roughly $500,000
commitment over three years, the Chicago China
Development Corp. opened its office in Shanghai to
stimulate Chinese investment in Chicago and to help
Windy City companies find new markets overseas.
This global status was recognized earlier this year
when Chicago was named one of four cities bidding for
the 2016 Olympic and Paralympic Games. Said Chicago
resident, U.S. Senator and presidential candidate Barack
Obama at a celebration: “Chicago is not just a city that
works, but a city that’s inspired, creative … and that
reflects the diversity that’s the strength of America.” ❚
___________________________________________
© 2008 DiversityInc®. This advertising section was written by
D’Anne Hotchkiss under contract to DiversityInc. Content is the
property of DiversityInc. For more information or to order reprints,
please contact gzoppo@DiversityInc.com
ALLSTATE’S CONTINUED COMMITMENT
TO INCLUSIVE DIVERSITY
Allstate Insurance Co. has been addressing diversity—in the communities
in which it operates as well as within the
workplace—for decades. Long before
Anise D. Wiley-Little became the
Northbrook, Ill.-based insurance carrier’s first chief diversity officer in 2006,
for instance, it displayed its commitment
to diversity by embracing the notion of
corporate social responsibility and supporting a number of civil-rights organizations. Allstate formalized its diversity
efforts in the 1990s by implementing a
diversity department.
This long-term commitment is just
one reason Wiley-Little made a smooth
transition from working in the company’s compensation department to leading its diversity efforts.
As Allstate’s CDO, Wiley-Little
has developed and implemented “the
framework for espousing our company’s
people values as it relates to corporate
diversity. This not only includes work-force diversity, but the accountability for
integrating, strengthening and expanding
diversity in all areas of the company.”
Wiley-Little also oversees Allstate’s
supplier-diversity program. “We actively
seek out diverse suppliers for procurement opportunities, and we work to
develop partnerships with small and diverse businesses to help support their
growth and prosperity,” she explains.
Last year alone, the company channeled more than $200 million to nearly
2,600 minority- and women-owned business enterprises nationwide. And, says
Wiley-Little,
“we’re committed to increasing
our efforts in
that area even more.” That was evident
this past February, when Allstate held its
inaugural Supplier Diversity Exchange,
a networking event that drew more
than 70 diverse suppliers, representatives from 45 outside companies, more
than 200 Allstate employees and Rev.
Jesse Jackson. “The exchange helped
introduce Allstate employees in charge
of purchasing decisions to the products
and skills offered by diverse suppliers,”
Wiley-Little says of the event, which she
hopes is the first of many that will economically empower the communities
where Allstate does business. —B. O.
