LEADERSHIP
PROFILES 11–18
CARLOS RODRIGUEZ
•;PRESIDENT;AND;CHIEF
EXECUTIVE;OFFICER
PROFILES 19–26
TARA AMARAL
•;CHIEF;DIVERSITY
OFFICER;AND;VICE
PRESIDENT,;TALENT
ACQUISITION
Automatic Data Processing (ADP) returns to the list for the third time with an improved ranking. ADP’s multi- faceted approach to diversity management starts with strong accountability measures at the top. The company’s
senior executives have their compensation tied to diversity metrics.
Diversity goals, such as sponsoring resource groups and recruiting for diversity, are included in executive-performance reviews.
The executive diversity council, which meets quarterly, signs off on
diversity goals and metrics, communicates findings and recommendations to the board of directors and has its members’ compensation tied to its goals. Additionally, the council is chaired by the CEO,
and all of its members participate in the mentoring program.
ADP is distinguished by its flexible work culture and strong work/
life benefits. The company provides an ADP Alumni Site (
post-retirement benefits), national wellness programs such as free flu shots,
and various other paid resource and referral benefits. The company’s
summer-internship program piloted reverse mentoring between
interns and hiring managers.
ADP thoroughly tracks all of its initiatives, assesses progress
of underrepresented groups in the succession-planning process,
and reports on its community outreach, business development and
advancement statistics for its resource-group members and on
the integrity of all data within the supplier-diversity systems. The
company uses a third party to authenticate its supplier-diversity
qualifications.
ADP received DiversityInc’s Top Company for Working Families
special award in 2011.
COMPANY FACTS
DIVERSITYINC LISTS
U.S. HEADQUARTERS
Roseland, N. J.
U.S. EMPLOYEES
34,335
LAST YEAR’S
DIVERSITYINC TOP
50 RANKING
No. 38
NO.
10
The DiversityInc
Top 10 Companies
for Recruitment &
Retention
NO.
3
The DiversityInc
Top 10 Companies
for Latinos
NO.
10
The DiversityInc
Top 10 Companies
for Executive
Women
PROFILES 27–34
GENERAL MILLS
28
LEADERSHIP
PROFILES 35-42
General Mills has been a mainstay in the DiversityInc Top 50, making the list for the eighth time. This is no small feat considering that participation and competition have increased every year and that this company competes in
one of the most innovative and progressive industries.
This performance reflects a consistent strategy and balance
between performance and results. General Mills reports that its
formal, cross-cultural mentoring program has more than half of its
managers participating, including executives in the top three levels of
management. Additionally, the program has competency training for
mentors and the relationships are evaluated every six months.
The company has 38 resource groups, including groups for teleworkers and veterans. These groups include 40 percent of its total
employee population as members. The groups are used for recruiting,
on-boarding, talent development, and to augment marketing efforts
and implement diversity-training initiatives. For example, one group
partnered with a minority-owned business enterprise to develop a
micro-inequities training course on developing as an effective leader.
The resource groups have formal charters, and performance is measured utilizing a scorecard process.
A total of 5. 8 percent of the company’s total revenue is spent
on philanthropy. Of that, half is directed toward multicultural
communities.
COMPANY FACTS
U.S. HEADQUARTERS
Minneapolis
GLOBAL EMPLOYEES
35,000
U.S. EMPLOYEES
16,900
LAST YEAR’S
DIVERSITYINC TOP
50 RANKING
No. 27
KEN POWELL
•;VICE;PRESIDENT
OF;GLOBAL
DIVERSITY;AND
INCLUSION
