Top 10 Companies
This year for Cox was marked by change in its diversity leadership, with the promotion of Rhonda Taylor to executive vice president and chief people officer. Long- time diversity champion Mae Douglas, who retired at the
end of 2011, assisted with the transition. Taylor reports directly
to Cox President Pat Esser, who personally signs off on diversity
metrics and chairs the executive diversity council.
Cox’s key strength is its consistency in each of the four areas
measured in the survey. The mentoring program is available across
the organization, with cultural-competency training for mentors
and follow-up. Mentoring pairs are evaluated every six months.
The resource groups are used for recruiting, on-boarding, talent
development and to assist with mentoring, marketing and diversity
training. Cox has added two industry-focused groups: The Betsy
Magness Leadership Institute and NAMIC (National Association for
Multi-Ethnicity in Communications) Alumni Groups are focused on
increasing visibility of past participants to senior leadership, maxi-
mizing engagement and allowing members to “give back—leaders
Cox reports that 48 percent of its philanthropic spend is to multi-
cultural nonprofits, and a third of its senior leadership has positions
on multicultural boards. Cox directs more than 17 percent of its Tier I
(direct contractor) spend to minority- and women-owned businesses.
• EXECUTIVE VICE
PRESIDENT AND CHIEF
Round Rock, Texas
Top 10 Companies
for Global Diversity
In its second year on the list, Dell continues to make substan- tial progress in creating an inclusive workplace. The company increased the diversity of its representation on several levels and redefined its competencies to make diversity and inclusion a pri-
ority to all employees.
The company has dramatically increased the utilization of its resource
groups this year. Dell now has seven global groups, three of which have
formal chapters outside of the United States: WISE (Women in Search
of Excellence), PRIDE (for the LGBT population) and TrueAbility (for
employees or family members of people with disabilities).
Dell asks each group to provide a charter of their strategy and mission and requires that the groups submit their results, targeted goals and
objectives annually. Group leaders are asked to articulate a strong value
proposition for members. Value-added programs include: a six-month
Cross ERG Leadership Series, a speaker series focused on career development, and brown-bag sessions to help group members learn new software
and social-media applications.
The commitment to diversity starts at the top, with Chairman and CEO
Michael Dell visibly supporting diversity, holding executives accountable
for results, and meeting in small-group sessions as well as virtual meetings
with resource groups regularly.
• EXECUTIVE DIRECTOR,
• CHAIRMAN OF THE
BOARD OF DIRECTORS
DELL WILL RECEIVE DIVERSITYINC’S 2012 TOP COMPANY FOR
RESOURCE GROUPS SPECIAL AWARD.
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