SPECI A L AWARDS
PAT ESSER
WILLIAM
GREEN
DENNIS NALLY & LUKE VISCONTI
LORD MICHAEL HASTINGS
In November 2009, DiversityInc came out with its first seven special awards for companies with unique
achievements in specific areas of diversity management. CEOs from these seven companies attended
our black-tie event to accept the awards and acknowledge their company’s remarkable efforts.
DiversityInc Special Awards
TOP COMPANY FOR TALENT PIPELINE
Cox Communications
WHAT MAKES IT UNIQUE
A strong college-relations and internship program, as
well as mandatory diversity training for its entire workforce. Almost 37 percent of its workforce is Black, Latino,
Asian or American Indian.
Pat Esser | PRESIDENT
“I hope that if you find a Cox employee and ask them
about Cox Communications, they would say to you the
reason why they flourish at Cox is because it’s a company
that appreciates their experience, appreciates their perspective, and really appreciates their expertise and that
they really are valued and respected in terms of how we
make business decisions inside the company.”
TOP COMPANY FOR WORKING FAMILIES
PricewaterhouseCoopers
WHAT MAKES IT UNIQUE
Mentor Moms program connects new mothers with
PwC moms who have juggled families and work for a
20-month relationship. About 520 women have participated. Participant retention equals male retention.
Dennis Nally | CHAIRMAN OF
PRICEWATERHOUSECOOPERS INTERNATIONAL
“Most of us are familiar with a widely quoted saying:
‘It takes a whole village to raise a child.’ Well, when it
comes to helping our people succeed at work and at
home with their families, it takes a lot of understanding
and quite frankly a lot of commitment from all of the
people in our organization. In our roles as profession-
als, our focus is really on helping our clients succeed. At
PwC, it took us a number of years to really understand
how the demands of many of our people at home—as
mothers, as fathers, as caregivers for families with
special needs—really directly impact their success at
our firm. Family responsibilities, in our view, demand
and deserve a really clear focus for everything that we
do. But the struggle to successfully balance work with
important family concerns can leave a valued employee
feeling unfulfilled, unappreciated and maybe even
uncertain about a once-exciting career path.”
TOP COMPANY FOR EMPLOYEE-RESOURCE GROUPS
KPMG
WHAT MAKES IT UNIQUE
Conducts quarterly online meetings to facilitate ERG
participation; developed a national “hub and spoke” model
to enable participation by employees in offices without an
ERG. Results: ERG participation rose from 23 percent in
2008 to 40 percent in 2009.
Lord Michael Hastings
GLOBAL HEAD OF CITIZENSHIP AND DIVERSITY, KPMG INTERNATIONAL
“We’ve aimed to prioritize places where everyone in our
firm feels that they can be ‘natural,’ to be themselves. If you
are an African American, if you are Latino, if you are part of
a group of women who want to think about the future of our
business, if you identify yourself as gay or lesbian or bisexual
or transgender—whatever the basis of your being is, there’s
On Nov. 8, 2010, in Washington, D.C., eight companies will be honored by DiversityInc, with their CEOs
present to accept the awards. For details on the Nov. 8 dinner, go to www.DiversityInc.com/events.
14 DiversityInc
