GENERAL MILLS
LEADERSHIP
27
GLOBAL REVENUE
$14.88 billion
COMPANY FAC TS
INDUSTRY
Consumer Products
General Mills moves up two spots on the DiversityInc Top 50 list this year. Making its seventh appearance on the list, this company continues to build a diverse and inclusive workplace through its successful mentoring program and active employee-resource groups.
MAIN COMPETITORS
Dannon, Kellogg
Co., Kraft Foods
PROFILES 11–20
U. S. HEADQUARTERS
Minneapolis
The company has 31 ERGs, which include an American Indian
Council, Consumer Insights Diversity Council, Customer Service
Center Diversity Council, Sales Diversity Council, Betty’s Family
(LGBT employees) and Black Senior Leaders in Marketing Diversity
Groups. The company uses its ERGs to encourage, assess and implement diversity-training initiatives.
KEN POWELL
• CHAIRMAN AND CEO
U. S. EMPLOYEES
16,970
GLOBAL EMPLOYEES
33,000
General Mills has a long history of mentoring, both informal and
formal. The company has 16 different mentoring programs, some
of which have been in force for more than 10 years. The company
formally evaluates mentoring relationships every six months and
communicates the benefits of mentoring internally.
KEN CHARLES
The company also has a formal succession-planning program for
Blacks, Latinos, Asians and American Indians and formal diversity
metrics to monitor and advance its diversity efforts.
• VICE PRESIDENT OF
GLOBAL DIVERSITY
AND INCLUSION
Thirty-four percent of its philanthropic endeavors are directed
toward ethnic, LGBT and/or disability nonprofits.
PROFILES 21–30
GLOBAL REVENUE
$26.89 billion
COMPANY FAC TS
LEADERSHIP
INDUSTRY
Media &
Entertainment
TIME WARNER 28
MAIN COMPETITORS
NBC Universal,
The Walt Disney Co.
U. S. HEADQUARTERS
New York
U. S. EMPLOYEES
21,712
In its second year on the list, Time Warner moves up 11 spots for its broad and inclusive approach to creating a diverse workplace. The company gets high marks for its leadership commitment, its strong network of employee- resource groups, and its formal cross-cultural mentoring and
diversity-training programs.
PROFILES 31–40
GLOBAL EMPLOYEES
31,000
Time Warner Chairman and CEO Jeff Bewkes regularly participates
in employee-resource-group events and internship programs, personally signs off on goals and achievements for supplier diversity and regularly uses the company intranet to personally communicate diversity
commitment. The company ties 30 percent of executive bonuses to
diversity goals.
JEFF BEWKES
• CHAIRMAN AND CEO
The company has 29 ERGs that are used to identify and nurture
management talent, augment marketing efforts, on-board new employees and assist in diversity training, talent development and mentoring
initiatives. Time Warner also has an ERG Leadership Council, which
consists of the chairs of each ERG at every division and in every region
in North America who share and communicate best practices.
LISA GARCIA-QUIROZ
• SENIOR VICE
PRESIDENT,
CORPORATE
RESPONSIBILITY AND
DIVERSITY
The company also excels at positioning diversity on its corporate
website, featuring images and/or videos or text to specifically address
Blacks, Latinos, Asians, American Indians, the LGBT community and
people with disabilities.
