U. S. HEADQUARTERS
U. S. EMPLOYEES
COMPANY FAC TS
There are good reasons JCPenney was named DiversityInc’s Top Company for Diversity-Management Progress at our event in November 2010. The keen involvement of Chairman and CEO Mike Ullman, who heads the diversity council, has been instrumental in
JCPenney’s rise as a diversity-management leader in the retail sec-
tor and throughout corporate America.
In its second year on the list, JCPenney jumps 11 spots. The company’s workforce-diversity gains are reflected in the increased efforts
to reach multicultural customers and in the alignment of diversity-management efforts with supplier diversity and philanthropy.
JCPenney is using its associate-resource groups in the field, where it
has created regional councils to understand specific customer markets.
Building community is critical to this company, which gives 60 percent
of its philanthropic allocations to multicultural nonprofits, including
the UNCF and several charities in the Dallas area.
JCPenney is a strong believer in diversity training. Its Diversity &
Inclusion Training is both stand-alone and incorporated into
other training for its employees. The training is mandatory for the
For this company, culturally competent customer service is essential to business goals. As Ullman said when accepting the Diversity-Management Progress award: “Our entire focus on customer
satisfaction has been about associate engagement.”
MYRON E. (MIKE)
• CHAIRMAN AND CEO
Top 10 Companies
• VICE PRESIDENT,
INCLUSION & DIVERSITY
• CHAIR, PRESIDENT
WellPoint moves up 14 spots on the list this year. The huge jump reflects WellPoint’s contin- ued commitment to diversity, especially talent development. Chair, President and CEO Angela Braly is deeply
committed to diversity, and together with Linda Jimenez, vice president
and chief diversity officer, is leading the effort to integrate diversity
management throughout the company.
A strong focus has been to increase the number of people from
traditionally underrepresented groups in its leadership ranks through
talent development and mentoring. In recent years, WellPoint has
introduced a number of diversity initiatives to encourage more diverse
hiring and recruitment strategies, especially with women and people
WellPoint has seven employee-resource groups that serve as an
important talent-development venue, helping to identify and groom
talent that may not have been identified through the company’s formal
succession planning. In addition, the company’s ERGs work collaboratively in the design and implementation of programs that are specifically geared toward leadership skills and competency.
Seventy percent of the company’s philanthropic endeavors are
directed toward ethnic, LGBT and/or disability nonprofit groups.
MAIN COMPE TI TORS
COMPANY FAC TS
• VICE PRESIDENT