TIME
WARNER CABLE
LEADERSHIP
45
PROFILES 11–20
INDUSTRY
Communications
MAIN COMPETITORS
Comcast Corp.,
Direc TV, DISH
Network Corp.
U. S. HEADQUARTERS
New York
U. S. EMPLOYEES
47,445
COMPANY FAC TS
This is Time Warner Cable’s third year on the list, and the commitment to diversity best practices by the compa- ny’s senior leaders remains focused and strong. Time Warner Cable’s Chairman and CEO Glenn Britt personally signs off on executive compensation tied to
diversity, appoints members of the diversity council, meets regularly with ERGs, has a personal quote about diversity on the corporate website, personally reviews and signs off on diversity metrics
and goals, and has a senior advisory position at the Emma Bowen
Foundation and Walter Kaitz Foundation.
The company has 17 employee-resource groups, which it calls
employee networks, including one for caregivers. The groups have a
senior executive sponsor and are used for recruitment and marketing
purposes. Time Warner Cable also has mandatory diversity training
for its entire workforce, which lasts a full day and is held monthly.
The company website is clear about the multicultural commitment, with images and videos featuring people from traditionally
underrepresented groups.
• DIRECTOR, DIVERSITY
& INCLUSION
PROFILES 21–30
TOYOTA MOTOR
NORTH AMERICA
LEADERSHIP
46
YOSHI INABA
• PRESIDENT AND COO
PROFILES 31–40
INDUSTRY
Automotive
MAIN COMPETITORS
American Honda,
General Motors,
Nissan North
America
U. S. HEADQUARTERS
New York
U. S. EMPLOYEES
27,475
GLOBAL EMPLOYEES
317,734
GLOBAL REVENUE
$229.20 billion
COMPANY FAC TS
Toyota makes the list for the fifth time in the last six years, with strong diversity-management best practices, especially employee-resource groups, and good supplier diversity. Toyota’s flat structure gives it a unique opportunity to
have broad-based leadership participation in diversity initiatives. Its
Diversity Advisory Board, chaired by former U.S. Secretary of Labor
Alexis Herman, meets quarterly and is comprised of internal and external leaders.
Toyota has 13 employee-resource groups, which it calls Business
Partnering Groups. These include religious and age-based groups. The
groups have senior executive sponsors, are company funded, and are
used for recruitment and mentoring. Toyota also has mandatory diversity training for its entire workforce, with pre- and post-training surveys
to assess success.
The company has strong roots in its communities, with 43. 5 percent
of its philanthropy aimed at multicultural organizations, including
the National Council of La Raza, the Congressional Black Caucus, the
Congressional Hispanic Caucus, the UNCF, the Hispanic Scholarship
Fund and Push for Excellence.
Toyota also has an excellent supplier-diversity program, with more
than 7 percent of its Tier I (direct contractor) spend going to minority-owned businesses. The company provides financial assistance, financial
education and mentoring/training to its diverse suppliers.
DIAN OGILVIE
• CHIEF DIVERSITY
OFFICER
READ MORE
To read the extended company profiles, visit
