DiversityInc - Winter 2012

CEOs and Talent
Development
CEO Involvement

DiversityInc Top 50 data shows that when CEOs take a hands-on approach to diversity, there’s more diversity in management.

OUR FINDINGS

As we stated at the beginning of this article, the most vital part of talent development is relationships, and none is more important than the relationship of the CEO with the staff. The CEO sets the tone for an inclusive and open culture. Regardless of whether he or she is an extrovert or an introvert, a willingness to listen and value differences—and uphold moral values—will permeate an organization.

At companies that are seeing a noticeable improvement in the diversity of people promoted, we note data correlations showing stronger CEO commitment and stronger connection with the CEO and employees.

5 Years Ago 88%

Today

44%

36% 42%

CDO BEST PRACTICES

Inclusive Leadership

BETH BROOKE Jim Turley (Ernst
& Young’s chairman and CEO)
is a good listener. He’s an inclu-
sive leader, so he invites dissent.
If three-quarters of the room is
speaking and a quarter of the room
isn’t speaking, he will notice and
invite the quarter that’s not speak-
ing because chances are they’ve
got something negative to say. He
invites that, listens to it and acts on
it. The evidence is in behavior. It’s
not just talking about diversity and
inclusion. For example, when Jim
and I are sitting on a stage togeth-
er in front of thousands of people,
he will make a point to bring up our
politics. We are of different politi-
cal parties, and we joke and banter
with each other about it a lot.

DEBORAH DAGIT Actions do speak louder than words. Our CEO grew up in our company. He was our general counsel and he not only had a diversity council within his department but he did a lot of pro bono work and encouraged all the other attorneys to do the same in the community. He insisted that any law firm that did business with Merck had to mirror our values in terms of diversity in our workforce and who was representing Merck. He then went on to be the global head of sales and marketing, and

Average DiversityInc Top 50

Women Receiving
Management
Promotions
CEO Meets
With ERGs

again, you really saw him leaning to the diversity of our customers from a healthcare standpoint.

He was also the executive sponsor for our LGBT group, and he played a critical role in getting domestic-partner benefits in place.

I’ll never forget when we took to the executive committee what we thought was a really bold proposal to have same-sex domestic-partner benefits in every country where we do business where it’s legally permissible.