15
MASTERCARD
WORLDWIDE
LEADERSHIP
PROFILES 11–18
AJAY BANGA
• PRESIDENT AND CEO
PROFILES 19–26
DONNA JOHNSON
• CHIEF DIVERSITY
OFFICER
MasterCard has made a determined effort to improve its diversity-management efforts, and the results are impressive. Under Chief Diversity Officer Donna Johnson, the company has developed effective resource
groups, which meet every month with the CEO.
These groups are used for recruitment, talent development and
market outreach. The company has 23 of them, which it calls business-resource groups. They are also used to help with diversity training.
For example, the PRIDE group, representing the LGBT community,
produced a video for the “It Gets Better” campaign that is featured on
MasterCard’s external website. Resource-group members are part of
panels during events and have the opportunity to speak to the global
organization about the benefits of being in these groups and how diversity has made an impact on their lives and on the business.
MasterCard also has a well-developed mentoring program, with
more than 50 percent of its managers in the United States participating.
The board of directors has two female members, three Asian members and two Latino members. The company has senior executives
serving on multicultural-nonprofit boards and more than half of its
philanthropic donations going toward multicultural charities.
MasterCard is balanced in all four areas measured, including supplier diversity, where it requires Tier II (subcontractor) diversity, audits
its numbers and has financial assistance and education for suppliers.
COMPANY FACTS
U.S. HEADQUARTERS
Purchase, N. Y.
GLOBAL EMPLOYEES
6,700
U.S. EMPLOYEES
3,600
LAST YEAR’S
DIVERSITYINC TOP
50 RANKING
No. 31
PROFILES 27–34
16
MERCK & CO.
LEADERSHIP
PROFILES 35-42
KENNETH FRAZIER
• VICE PRESIDENT AND
CHIEF DIVERSITY OFFICER
Merck has been in the top half of the DiversityInc Top 50 since 2007 and on the list consistently since 2003. Chief Diversity Officer Deborah Dagit, a long-time national diversity leader, selects members of the
executive diversity council, which is chaired by CEO and President
Kenneth Frazier.
Frazier signs off on diversity goals and metrics and meets with
resource groups. Senior leaders see their bonuses tied to diversity
metrics, with factors such as cross-cultural mentoring, recruitment,
promotions and retention of Blacks, Latinos, Asians and women and
involvement in external organizations related to diversity.
Both resource groups and mentoring are available throughout the
U.S. operations, with established metrics and accountability measures. Merck also has been a pioneer in establishing global resource
groups and connecting them with the U.S. groups.
Particularly strong both for its industry and overall is the percentage of procurement spend directed toward minority- and women-owned businesses. Merck directs a combined 17 percent of its total
procurement toward those businesses. These numbers, which are
audited and promoted internally, reflect a considerable increase over
last year and greater than 100 percent of its stated goals. Merck also
has strong metrics for tracking the success of supplier diversity.
COMPANY FACTS
DIVERSITYINC LISTS
U.S. HEADQUARTERS
Whitehouse
Station, N.J.
GLOBAL EMPLOYEES
86,000
U.S. EMPLOYEES
33,271
LAST YEAR’S
DIVERSITYINC TOP
50 RANKING
No. 15
NO.
3
The DiversityInc
Top 10 Companies
for Asian Americans
NO.
4
The DiversityInc
Top 10 Companies
for People With
Disabilities
NO.
8
The DiversityInc
Top 10 Companies
for Global Diversity
