Along-time DiversityInc Top 50 participant, Allstate has made significant progress in the past two years. The efforts tart at the top. Chairman, President and Chief Executive Officer Thomas J. Wilson personally reviews and signs off
on diversity metrics and progress and meets regularly with the company’s resource groups. Wilson chairs the executive diversity council,
which meets quarterly and establishes and signs off on diversity goals
Allstate’s mentoring program is cross-cultural and consistently available to managers across the organization. The program has cultural-awareness training for mentors, mentoring relationships are formally
evaluated every six months and there is formal follow-up. Measurable
goals are in place to assess the program’s success.
The company offers a cadre of work/life benefits, such as adoption
assistance, dependent-care benefits and paid paternity leave.
Allstate has 28 company-wide resource groups it uses for on-boarding
of hires, mentoring, talent development and marketing. Senior executives are members of each group and the groups provide recommendations on diversity-training-course design, content and delivery.
Forty percent of the company’s philanthropic endeavors are directed
toward multicultural nonprofits. The company makes donations to
groups offering scholarships for multicultural students, such as historically Black colleges and universities, Hispanic-serving institutions and
UNCF. Half of its senior executives in the top two levels sit on boards of
THOMAS J. WILSON
NEW TO THE
50 LIST THIS YEAR
Top 10 Companies
This company’s diversity-management strategy incorporates engagement into diversity and is very much a global plan with local implementation. In 2011, Medtronic created a global executive council that it calls
the Medtronic Inclusion Advisory Group (MIAG), along with more
than 20 Inclusion Coalitions that implement the global strategy at
the local level within each business, geography or corporate sector
across the globe. Each of these Inclusion Coalitions is led by local
business leaders who are working with their teams to create and
implement specific action plans with measurable business goals,
reported to the MIAG annually.
In 2011, Medtronic also initiated a global women’s resource group,
as well as a global engagement and inclusion survey.
Omar Ishrak, who took over as chairman and CEO in June 2011,
frequently communicates the business benefits of diversity internally
and externally and meets quarterly with resource groups. He also
chairs the executive diversity council, which meets quarterly. The
resource groups are used for recruitment, talent development, mentoring and diversity training. Twenty-five percent of employees are
members of these groups.