1%
( 5 of 500)
ANTONIO PEREZ
EASTMAN KODAK CO.
GEORGE PAZ
EXPRESS SCRIPTS
PAUL RAINES
GAMESTOP
ENRIQUE SALEM
SYMANTEC
JOSUE ROBLES
UNITED SERVICES
AUTOMOBILE
ASSOCIATION (USAA)
DiversityInc Top 50
0%
(0 of 50)
Source: HACR
;WOMEN CEOS Fortune 500
2.6%
( 13 of 500)
CAROL A. BARTZ
YAHOO
ANGELA F. BRALY
WELLPOINT
URSULA M. BURNS
XEROX
LYNN L. ELSENHANS
SUNOCO
ANDREA JUNG
AVON
ELLEN J. KULLMAN
DUPONT
CAROL M. MEYROWITZ
TJX
BETH MOONEY
KEYCORP
DENISE MORRISON
CAMPBELL SOUP CO.
INDRA K. NOOYI
PEPSICO
IRENE B. ROSENFELD
KRAFT FOODS
LAURA J. SEN
BJ’S WHOLESALE CLUB
PATRICIA A. WOERTZ
ARCHER DANIELS
MIDLAND
DiversityInc Top 50
4%
( 2 of 50)
Kraft Foods and
WellPoint are Nos. 9 and
36, respectively, in the
2011 DiversityInc Top 50
ANGELA F. BRALY
WELLPOINT
IRENE B.
ROSENFELD
KRAFT FOODS
Source: Fortune
BETH MOONEY
KEYCORP
One of DiversityInc's
25 Noteworthy Companies
FOR MORE
2011 DiversityInc Top 50 lists
THE DIVERSITYINC TOP 10 COMPANIES
FOR BLACKS ON PAGE 98
THE DIVERSITYINC TOP 10 COMPANIES
FOR LATINOS ON PAGE 100
THE DIVERSITYINC TOP 10 COMPANIES
FOR ASIAN AMERICANS ON PAGE 100
THE DIVERSITYINC TOP 10 COMPANIES
FOR EXECUTIVE WOMEN ON PAGE 100
You can also access all our lists at
www.DiversityInc.com/top50
BY C. CRAIG JACKSON
[EMPLOYEE-RESOURCE GROUPS]
How do I start ERGs
based on generations
and/or disabilities?
Would you be able to point us to best practices/
research related to disabilities and generational/new
professional/young professional affinity groups?
48%of DiversityInc Top 50 companies
have generational resource
groups. This number is up from 44
percent in 2009. No companies
had generational resource groups
in 2005.
The approaches to generational groups vary, depending on the
specific needs of your company.
When we say varied, we mean
some companies have one “
generational group” that is focused on
generational communications, talent development and planning for
Generation Y to step into leadership roles. Some companies have
a specific need for onboarding
and retention and may focus their
group specifically on Generation X
or Y. Some companies might have
an aging workforce or concerns
around retirement transition,
eldercare or succession planning
and may focus the group on boomers and beyond. Some companies
have both. The most successful
groups communicate across
generations and don’t restrict
membership to one group. For
example, a Gen X group would be
open to older members who want
to learn more about Gen X.
48% 72%
DIVERSITYINC TOP 50 COMPANIES THAT HAVE:
A GENERATIONAL
RESOURCE GROUP
A RESOURCE GROUP FOR
PEOPLE WITH DISABILITIES
72%of DiversityInc Top 50 companies
have a resource group for people
with disabilities. This number is up
from 70 percent in 2009 and 48
percent in 2005.
Important to the disabilities
groups—we have seen—is
to have it be inclusive of
“friends.” This may increase
membership as employees who
may have invisible disabilities
and/or feel isolated or uncomfortable sharing might be more
inclined to join. It is also always
important, for every group,
to have outside advocates.
Advocates help bridge communication gaps and, to an extent,
provide additional exposure or
credibility.
Also relevant here is a
mention of some of the more
innovative groups found in the
DiversityInc Top 50, including groups for telecommuters,
parents, military and caregivers.
Caregiver groups and disability
groups often have overlap and
sharing of information. Veterans
groups and disabilities groups
may also have overlap.
44%
70%
48%
2005
0%
2009
2011
2005
2009
2011
