Along-time DiversityInc Top 50 company, Verizon continues to build an inclusive workplace and to use its diversity efforts to reach an increasingly multicultural marketplace. The company has a diverse board of directors, which is a
third female, a quarter Black and 8.3 percent Latino. Verizon cascades
its diversity commitment down throughout the workforce. It has 10
resource groups, which are available to all employees, including hourly
workers. The groups meet during the workday, have company funding
and have senior executive sponsors. They are used for recruitment, talent development, on-boarding, mentoring, supplier diversity and market
outreach. The company says it views individual participation in resource
groups as “assisting with their overall development and leadership skills.
Ultimately, these skills lead to employees’ promotional opportunities.”
• CHAIRMAN AND CEO
Verizon is very cognizant of the need to positively impact the communities it serves. Sixty-two percent of its philanthropic budget goes
to multicultural nonprofits, including LULAC National Educational
Service Centers, the San Diego LGBT Community Center, the American
Foundation for the Blind, the Point Foundation and the ASPIRA
The company has a well-established supplier-diversity program,
which includes a strong certification process, mentoring for its diverse
suppliers, procurement compensation tied to diversity goals, and financial assistance and financial education provided to these suppliers.
• CHIEF TALENT AND
TIME WARNER 40
Time Warner’s Chairman and CEO Jeffrey L. Bewkes per- sonally signs off on executive compensation tied to diver- sity. He also meets regularly with the company’s resource groups and personally reviews and signs off on diversity
metrics and progress.
Half of Time Warner’s managers participate in its cross-cultural
mentoring programs. The programs have formal follow-up and there
is cultural-awareness training for mentors. The company has measurable goals for assessing the success of its mentoring programs, and it
internally communicates the benefits of these programs.
JEFFREY L. BEWKES
• CHAIRMAN AND CHIEF
Time Warner’s resource groups are open to all employees, and
it ensures employees across the company understand the value of
joining these groups. Senior executives are members of each group,
which are used for marketing, recruitment and talent development. Twenty-five percent of employees are members of at least one
resource group. The company measures the success of the groups by
their ability to align events with business objectives, retention and
overall company engagement. The groups also provide feedback on
diversity training and other diversity initiatives.
Diversity training is mandatory for all employees and is offered on
a monthly basis. There are metrics in place to measure the success.
LISA GARCIA QUIROZ
• SENIOR VICE
CHIEF DIVERSITY OFFICER