Battle Creek, Mich.
In the very competitive consumer-goods industry, Kellogg has made significant progress in the last year. President and CEO John Bryant has been instrumental in leading the improvements. He has instituted a policy of holding executives
accountable for diversity results through compensation, he chairs the
executive diversity council, and he visibly communicates how critical
diversity is to connecting with the customer base. Bryant will speak
at our Oct. 11–12 event. For more information, visit www.DiversityInc.
Bryant and four of his direct reports serve as executive sponsors
for the six resource groups—and he meets quarterly with the groups.
The groups are available to all employees, including hourly workers,
which can be a challenge in this industry. They are used for recruitment, talent development, customer and community relationships,
and diversity training.
The company’s supplier-diversity initiative has improved significantly, with a six-fold increase in spending in the last decade to
minority-owned suppliers, women-owned suppliers and suppliers
owned by veterans with disabilities.
The company is known for its strong philanthropic commitment
to underserved communities. The Kellogg Corporate Citizenship
Fund’s $75,000 donation to the NAACP funds the NAACP Law
Fellows Program, an internship program to develop the next generation of civil-rights attorneys. Over the past few years, the Kellogg
Specialty Channels team has donated more than $100,000 to the
Marriott Foundation’s “Building Bridges … From School to Work”
program, which helps young people with disabilities.
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• PRESIDENT AND CEO
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MetLife returns to the list this year with strong board- of-directors diversity. The company’s nine-member board has four women, two Black people, one Asian person and one Latino person. The head of diversity
formally presents diversity-management progress to this board.
The company, which is currently undergoing a major organizational shift to focus more on global markets, has 45 employee groups,
which are used for recruitment, talent development, mentoring and
diversity training. The groups are available company-wide.
MetLife has mandatory diversity training for all its U.S. employees. The training lasts one day and is held every quarter. It is both
stand-alone training and training embedded into other training, and
it focuses on cultural competency as well as global education. Both
in-person and virtual training are offered.
MetLife has had great success with its outreach to multicultural
communities, especially the Asian community. The company’s
philanthropy reflects that outward connection, with 39 percent of
its overall philanthropy allocated to multicultural nonprofits. These
include the National Council of La Raza, the National Organization
on Disability, the American Indian College Fund, the Asian & Pacific
Islander American Scholarship Fund, INROADS, National Medical
Fellowships, The Actuarial Foundation and UNCF.
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