DIVERSITY: PROGRAMS BECOME VALUABLE TOOLS FOR INCREASED PROFITABILITY.

There has been a sea of change in diversity programs. Corporations are putting real "teeth" into established programs; tying diversity to bottom-line goals; and even going global. After a lull in the early 1990s, diversity programs appear to be taking off again.

"There is a lot of activity now," reports Michelle Smead, a Vice President in the executive search firm of A.T. Kearney, headquartered in Chicago. Surveys by her firm detected only minimal growth in corporate diversity activity from 1993 to 1995. "Today major corporations are asking us about our diversity initiatives and what we can bring to the table. They want to know how networked we are in terms of minority executives."

Diversity consultants, too, report an upsurge in diversity activity. Some attribute this to the tight job market. Others say it is employers coming to grips with the predictions of the Hudson Institute's Workforce 2000 study. By the early 21st century over 50% of the workforce will be people of color, and companies want management to reflect this. The growth of segmented and ethnic marketing, plus globalization, are two additional factors.

Today the focus is on making the business case for diversity. Many executive search firms and corporate executives strongly recommend the inclusion of the following initiatives in the overall diversity strategy to underscore the business implications and benefits.

Support from the CEO. Top management support is crucial for a successful program.

Senior Management Visibility. People of color and women at Top management, the executive level-presidents of divisions or CEOs of subsidiaries are excellent role models and are highly sought by recruiters.

Compensation Tie-In. More companies are tying compensation to meeting diversity or "parity" goals.

Stronger Retention Initiatives. Plans for greater formal professional development, job rotations and succession planning, for minorities and women must be developed/executed.

More Mentoring. As more companies recognize their value, formal mentoring programs are becoming a standard element of diversity programs.

Active Vendor Programs. Despite some legislative rollbacks, large corporations still strongly support their minority and women-owned business vendor programs.

Diversity Training at All Levels. According to experts, Managing Cultural Diversity (MCD) programs, the foundation of many diversity efforts, are a good starting point.

Global Initiatives. U.S. companies with multiple offices or subsidiaries abroad find it necessary to tailor diversity programs to each country or region's specific conditions.

Education/Special Initiatives. Companies understand the importance of their initiatives aimed at graduate students of color for achieving diversity objectives.

While it is understandable that people of color are somewhat discouraged by the statistics reported in the Glass Ceiling Report released in 1995(fewer than 5% of all top corporate jobs are held by minorities and women), progress has been made. A study by the American Management Association released a few years ago found that organizations with formal MCD programs show a somewhat higher level of minorities in management positions.

ALLSTATE INSURANCE COMPANY: Leveraging Leadership

"Diversity is borne of the desire to see the world through another's eyes." So reads an Allstate Insurance Company advertisement encouraging potential employees to consider Allstate's commitment to maintaining a work force that is truly diverse. As the nation's largest publicly-held personal lines insurance company with more than 20 million customers, Allstate contends that leveraging differences is the advantage on which to sharpen its competitive edge in the insurance marketplace.

While diversity is just becoming a hot button in some boardrooms in corporate America, at Allstate diversity has long been more than just a topic for discussion. "Building a workforce that reflects the diversity of the clients we serve is just good business", says Sharon Cruise, Senior Consultant in Human Resources and member of the Allstate Diversity Team. Tom Wilson, CFO of Allstate has this to say about their most valuable asset, "We have no manufacturing plants or patents. What we have at Allstate is exceptional people. It is these people who meet the needs of over 20 million customers every day, and provide us with a competitive advantage. We intend to continue to win by attracting and retaining the best and the brightest people.

Consider these engaging reasons to pursue a career with Allstate:

* By year-end 1996, life insurance polices in force through Allstate Insurance Company rose to $205 billion, a 21% increase.

* Allstate is the #1 writer of non-standard auto-insurance in the US, growing revenues more than 27% in each of the past two years.

* Allstate is poised for strong growth in several European and Asian insurance markets.

* Allstate isn't "just another insurance company", but is now increasingly recognized as a leading investment manager.

With Allstate's remarkable performance and global appeal, Allstate offers candidates from all walks of life remarkable opportunities for professional achievement and career growth. If you are interested in pursuing a career with Allstate, you may send or fax your resume to:

ALLSTATE INSURANCE COMPANY 2775 Sanders Road, Suite A-1 Northbrook, Illinois 60062 ATTN: Selection Team Resume Fax Line: [phone]

ANDERSEN CONSULTING

Andersen Consulting is a leading global management and technology consulting firm whose mission is to help its clients become more successful. The firm works with clients from a wide range of industries to help them align their people, processes and technology with the company strategy to achieve the best business performance. Andersen Consulting employs nearly 53,000 people in 47 countries.

At Andersen Consulting, diversity means acknowledging each individual's uniqueness, thereby allowing each person to feel accepted and to contribute to his or her fullest. By recognizing and promoting diversity as an asset, we enable our people to contribute to Andersen Consulting's continued growth and to celebrate the success of the individuals within our firm. To be successful in our business, we require that our uniquely skilled individuals work together with a variety of client personnel in a team environment.

Partner Marie Campagna is a member of Andersen Consulting's Americas Management Committee. She oversees a number of diversity programs, including mentoring for women and minorities, diversity awareness workshops and diversity measure and metrics. In addition, a group of leadership African Americans and Hispanics participate on the diversity core team, which assists in designing and implementing new diversity initiatives. Nellie Gonzalez, national diversity recruiting leader, works with both Campagna and the core team to lead our minority recruitment activities, including relations, scholarship, internship and leadership programs. Andersen Consulting also participates as a board of director member with Inroads, National Action Council for Minorities in Engineering, the National Society of Black Engineers and other related minority organizations.

All of our employees are encouraged to participate in diversity events, ranging from recruiting and mentoring to nonprofit organization involvement. Andersen Consulting will continue to seek and create opportunities that reinforce an inclusive corporate culture.

ARCO FOUNDATION: Investment In the future

Cynthia Mun was a fourth-grader at Tenth Street School in downtown Los Angeles when, with the help of an employee/volunteer from ARCO's Joint Educational Program (JEP), she began learning algebra.

Today Mun is a graduate of Yale University who believes that the time and attention she received from the JEP effort "made a big impact on me. I went on to do community volunteer service projects myself."

Mun is far from alone in benefiting from a program that has helped teach inner-city youngsters about life, about how to cope with problems, and about how to broaden their horizons.

Jenny Hernandez Nicholas Candelas, and Sharon Locke have similar stories. So do hundreds of other youngsters exposed to JEP, a long-running, high-priority concern of the ARCO Foundation.

Since ARCO initiated the program in 1978, the relationship between the company and the Los Angeles Unified School District has touched the lives of some 17,000 students and their parents.

The JEP concept is simple enough: Focus on schools where students require more attention than staff can give them, tap the talents of caring ARCO employees, back up the effort with company dollars and in-kind support, involve parents, and enjoy the rewards of a mutually beneficial relationship.

The program is a natural outgrowth of the ARCO Foundation philosophy that healthy communities are the backbone of American life. They engender a sense of shared values and responsibility essential to a free society -- all part of the goal of helping to build better communities where ARCO employees live and work.

The ARCO Foundation-treats its philanthropic dollars as investments, rather than as charitable gills. The Foundation leverages these investments by encouraging these volunteers and charitable participation of ARCO employees, retiree's, and others in nonprofit organizations serving the community.

As a whole, ARCO -- including the Foundation and other company-related efforts -- edged above $33 million in total giving in 1996, the last year for which figures are available.

Actually, that impact was even greater because of ARCO's commitment to the concept of partnership in giving. Whether joining with existing philanthropy efforts or using challenge grants to inspire cooperative neighborhood action, ARCO's involvement in meeting community needs is never a solo act.

And the return on these investments? You can begin by asking Cynthia Mun. Or Jenny Hernandez. Or Nicholas Candelas. Or Sharon Locke.

BANK OF AMERICA

Bank of America was founded by A.P. Giannini, a successful businessman and immigrant who started the bank to meet the needs of regular people, especially immigrants, who were struggling to make something of their lives and willing to back their dreams with hard work. Originally founded upon the principle of inclusion, today Bank of America is reinforcing their notion by creating an environment where a diverse employee and customer base is welcomed, supported and encouraged.

A top priority has been to establish Diversity Business Councils of middle and senior-level managers within each of our major business and staff groups. The goal of each Council is to implement diversity plans in practical ways appropriate for their individual businesses, but consistent with our corporate diversity values. Each council develops and implements a tactical plan for its group that includes quantifiable goals for recruitment and hiring, compensation, and career advancement.

Since 1994, nearly 16,000 Bank of America executives and managers have attended intensive two-day workshops that raise awareness about differences, barriers to inclusion, and teach specific tools that can be used to create a more inclusive environment. The bank also has 31 Diversity Networks where employees come together to focus on diversity and personal and professional development.

In recognition of an increasingly diverse U.S. marketplace, Bank of America has created the Ethnic Marketing Group, which focuses on meeting the needs of African American, Asian and Hispanic communities. Recognizing the importance of these large and rapidly growing market segments, we are developing marketing programs that are relevant and sensitive to cultural and language preferences. Understanding cultural differences and adapting our products and services accordingly makes good business sense.

We believe our diversity initiative is an important competitive advantage. At Bank of America, diversity isn't just about ethnicity, gender or lifestyle. It's about serving the needs of our customers, our employees, our shareholders, and the communities in which we do business.

BELL ATLANTIC DIVERSITY LEADERSHIP: Success Through a Focused Strategy

"Our message is one of inclusion and respect -- for our employees, suppliers, customers and the communities we do business in -- that's diversity leadership."

At Bell Atlantic, we believe our key competitive advantage is our people. Our goal for the new Bell Atlantic is to foster a culture that values and leverages the unique talents of all employees.

Bell Atlantic's diversity leadership strategy focuses on eight critical elements that serve as the foundation for achieving this goal:

Leadership: Defining values, beliefs and philosophy to influence organizational practices about workplace diversity and business effectiveness.

Partnerships and Strategic Alliances: Developing collaborative relationships with key business and advocacy corporate presence and present positive image of Bell Atlantic.

Employment: Developing and a diverse workforce that the diversity of our and has knowledge and required to achieve business

Economic Development: Implementing an investment strategy that demonstrates corporate commitment to diversity and supports the growth and development of small businesses and financial institutions that represent historically disadvantaged groups.

Education: Developing a motivated, competent and diverse workforce that values and leverages employee differences as a business strength.

Communication: Communicating with employees, key business partners and local and national advocacy organizations to convey our diversity commitments and progress.

Workplace Environment: Developing a work environment that fosters respect, trust, and teamwork; valuing and utilizing the unique talents, characteristics and contributions of all employees.

Measurement: Measuring the effectiveness of diversity initiatives; linking employees' pay to performance accountability.

The challenge for the new Bell Atlantic lies in our ability to provide leadership that is capable of harnessing the variety of differences found in our company. We believe our diversity leadership strategy will set the stage for continued success as we move into the 21st century.

CANON U.S.A

Being the world's leader in imaging technology provides us with a unique perspective on diversity. If you look at a picture -- bright, colorful, bold -- you'll quickly realize that the image is made up of a myriad of shades, colors, and subtleties. Without all of these unique and differing characteristics, that picture wouldn't truly the world in all of it's complexity It just wouldn't work.

In a very real sense, we at Canon U.S.A. incorporate differing human perspectives, ideas and experiences into our business and philanthropical activities -- our own "picture" -- to ensure that we all benefit from the wealth of talent and energy of a diverse workforce. We believe the interaction of people from different backgrounds, intellectual and cultural, is mutually beneficial and enlightening to all the members of our organization. Simply said, it's a great way to learn about others ... a great way to learn about an ever-smaller world ... and a great way to learn about ourselves.

At Canon U.S.A., diversity has always been critical to our vision of revolutionizing the way people create, use, and store images and information. As a competitive advantage, a sound business practice, and a moral imperative -- diversity works. And it's working for us.

Marylou Ponzi, Director -- Human Resources.

CHASE MANHATTAN BANK

Chase's diversity program combines employee programs, community outreach efforts and customer-driven marketing programs, a comprehensive approach in keeping with Chase's position as the nation's largest bank and a truly global market leader.

Behind the entire initiative is a commitment by Chase senior management to create a corporate culture that is actively inclusive, where people are hired and recognized based upon their talent, creativity and skills. Taking that one step further, at Chase diversity is seen as a competitive advantage, one that must be used in order to benefit from the broadest possible pool of employee talent, experiences and perspectives.

Over 20,000 Chase senior managers and employees have attended diversity education. In addition, nearly 1,000 employee volunteers serve on subcommittees of the Chase Diversity Council and on business-level councils and task teams. This is where real change is happening, with employees actively involved in everything from marketing programs for diverse markets to establishing new career development programs.

Mentoring and networking initiatives are very much at the forefront at Chase, with a focus on career mobility and networking opportunities, particularly for women and minorities. We also participate in a number of community and minority internship programs, such as the INROADS program. Our success with placing interns in full-time positions led Chase being named "company of year" in 1997 by INROADS.

Promoting the success of minority and women business owners is another key diversity initiative. More than 800 businesses participate in Chase's Minority- and Women-Owned Business Vendor Program. The company has also created special lending programs which assist minority--and women-owned suppliers to better compete with larger firms.

Chase has a tradition of giving to local communities and possesses one of the largest global philanthropic budget among the major U.S. banks. One such program is the Chase Racial Harmony & Diversity Program, which has provided $1.3 million in grants to nonprofit, community-based organizations that work to promote peace and harmony. We are the national leader in community lending, with a five-year, $18.1 billion commitment to community investment.

Looked at as a whole, Chase's diversity program is a broad-based set of planning tools, measurements, education, and business and community initiatives which enhance the company's competitiveness in a changing marketplace and fulfill in historic commitment to socially responsible business practices.

COMDISCO

Comdisco, Inc. is a leading technology services company which provides solutions that help organizations reduce technology cost and risk. These services include asset management, business continuity, network services, and equipment and remarketing. With more than 100 locations around the world, we serve more than 8,000 customers in North and South America, Europe, the Pacific Rim, and Australia.

As a leading provider of technology services and solutions, we're managing technology in the face of change. That's why we seek employees who are as dedicated to insuring the success of our clients as we are. You see, we believe that each employee makes an important contribution, and as a result, should influence and determine their own direction. We're ambitious, flexible team players know how to achieve results. We you to give us your very best, and then challenge you to make career happen.

But, we're not all business. We support and are very active in local charities. We do this because we believe in quality of life -- for our employees and the communities in which they live. At Comdisco, we believe in integrity, passion, competitiveness, and the pioneering spirit. Because we want our employees to grow personally and professionally, we provide benefits like: wellness programs, profit sharing, a stock purchase plan, and tuition reimbursement.

Here, our employees are a part of a progressive work environment that gives them the opportunity to take the initiative and guide their career to the next level. We reward your hard work by providing the support you need to make things happen. In short, we give you whatever you need to get the job done right. That's exciting and what's more, that's good business.

We are an equal opportunity employer, M/F/D/V. Visit our Web site at: www.comdisco.com

CMP MEDIA, INC.

In today's ever-changing, global business world the need of diversity is more important than ever before. With diversity comes a wide array of unique perspectives that are vital to facing the challenges of a cross-cultural, commercial and customer-focused environment. At CMP Media, Inc., we understand the value of true diversity. It's the power of people from all races, cultures, ethnicities and genders contributing their unique knowledge and talents to make a truly worldclass, and world-wise, organization.

At CMP, you'll find that diversity is integral to the fabric of our company. From our editorial staffs and sales teams, to our customer service and manufacturing teams, it's always been a vital component of our success. It's why we're establishing initiatives like our Minority Internship program, and it's why we always strive to understand and respect the different intellectual and social viewpoints that our diverse people bring.

Aside from being an important competitive advantage, diversity represents a healthy and enlightening force in the workplace. It allows us to cope with, understand and learn from our individual differences, and helps promote intellectual exchange and enables camaraderie. Diversity makes for a more interesting and dynamic working environment.

Simply said, diversity is a positive force that benefits everyone. At CMP Media the results are obvious.

THE COCA-COLA COMPANY Diversity As A Daily Responsibility

From its finance division to its engineers to its marketing teams, The Coca-Cola Company embraces diversity as a strength throughout its global system.

The Coca-Cola Company's work force is as diverse as the six billion people it serves in nearly 200 countries. Minorities and women serve in leadership roles on the Company's Board of Directors, as Company officers, as directors of business units and in key international positions.

The Company extends its daily commitment to diversity through partnerships with its suppliers. In the United States, for example, the Company and its bottling partners work with more than 3,000 women and minority-owned suppliers to meet the growing demands of

Coca-Cola's business. The Coca-Cola system has purchased more than $1.1 billion with minority and women-owned businesses in the last five years.

The Coca-Cola Company recognizes that ensuring a strong, diverse work force in the future depends on developing young talent. That's why The Coca-Cola Foundation has made a $100 million commitment to education through the year 2000.

Foundation funding has created minority engineering scholarships at Florida Tech and tutoring programs between local public schools and colleges like Spelman College and North Carolina A&T State University, among many others. This commitment also includes support for "Coca-Cola First-Generation Scholarships" at more than 40 universities to help students become the first in their family to earn a college degree.

In addition, Coca-Cola employees volunteer as mentors for young women and minority students through partnerships with 100 Black Men of America, local schools and Boys and Girls Clubs. The Company also offers job-shadowing opportunities and paid internships for students through partnerships with Morehouse College and the Executive Leadership Council, among others.

The Coca-Cola Company's commitment to diversity has been recognized recently with awards from the Executive Leadership Council in 1995 and the National Women's Economic Alliance in 1997. The Coca-Cola Company is the world's largest beverage company and is the leading producer and marketer of soft drinks. Consumers in nearly 200 countries enjoy Company products at a rate of more than 1 billion servings each day.

EDDIE BAUER

Eddie Bauer is committed to treating every customer with dignity and respect. It begins with our core values and business practices that foster a climate where every individual and vendor has equal opportunity and access to successfully engage with us. Our corporate-wide diversity initiative ensures our organization is inclusive and supportive of all people.

We actively recruit minorities and women at all levels of the corporation, and then ensure the highest possible rates of retention and promotion. It is our intent to accurately and fairly reflect the diversity of each community we serve. Our recruiting efforts are focused on building partnerships with community-based organizations (CBOs) and colleges and universities with large minority student populations. Additionally, Eddie Bauer provides employment opportunities to people transitioning from welfare-to-work.

We also make a very serious effort to attract minority and women-owned businesses to our vendor network. Eddie Bauer is a member of the National Minority Supplier Development Council and consults a minority contractor who guides our programs, identifying opportunities in the areas of corporate purchasing, information services and real estate.

At Eddie Bauer, our employees are called "associates." This term exemplifies our philosophy and policy of respect and equality for each employee, regardless of position in our organization. We realize that education is critical to our associates' ability to value diversity and be successful in conducting business in a multi-cultural environment. For this reason, Eddie Bauer instituted a diversity training program for all corporate management as well as its retail and corporate associates.

For job information, please visit our website at www.eddiebauer.com, or our jobline at [phone]. Fax your resume to Eve Huntington at [phone]. For information on how your company can join our vendor network, contact Dell Jackson at [phone], or fax information to [phone].

ERNST & YOUNG

At Ernst & Young, diversity is a major business imperative. Chairman and CEO Phil Laskawy leads an Ethnicity Diversity Task Force spearheading initiatives to enhance minority recruitment and career development. Our Office of Minority Recruiting and Retention (OMRR), led by partner Allen Boston, has a National staff dedicated to expanding opportunities for people of color.

The OMRR leads a nationwide recruiting effort for both students and experienced hires. In many locations, business units have assigned diversity coordinators, and our client-serving professionals take the time to become directly involved in our minority recruiting activities. In our experienced hire recruiting, we partner with organizations such as the National Association of Black Accountants and the National Black MBAs. On campus, our target schools include historically black colleges and universities (HBCUs).

Since the OMRR was established in 1994, minority representation among professionals at Ernst & Young has increased by more than 70%, while the overall employment base increased over 20%.

"After substantive strides in recruiting," says Boston, "we're focusing our attention on retention and career development." Initiatives include mentoring relationships, peer discussion groups, professional development work sessions, and new communications tools-such as an electronic newsletter on diversity issues and a discussion database that allows networking across geographic boundaries. Diversity pilots are underway with support not only from executives at the national level, but from local leadership as well. One pilot provides monthly educational programs on cultural experiences, such as exploring African-American heritage during Black History Month.

Ernst & Young's diversity efforts extend beyond recruiting and developing our employees. Our Strategic Planning Program, which advises selected schools of business, recently helped one HBCU attain accreditation and another to revise its curriculum. The EY/Business Scholars Program at yet another HBCU provides students with both technical skills and real-world business knowledge. We also work with a number of nonprofit organizations to help educate college and high school students about career opportunities. And over the past three years, our firm and its Foundation have distributed more than $1 million in minority scholarships.

"We still have plenty of work to do," says Boston, "but our leaders have the vision to fully understand the business imperative for a highly diverse work force, and they have the commitment to dedicate the resources necessary to make that goal a reality."

DISNEY CONSUMER PRODUCTS

As the fastest-growing division of the Walt Disney Company, Disney Consumer Products has offices in worldwide regions (U.S. and Canada; Europe, Middle East and Africa; Asia/Pacific; and Latin America).

Disney Consumer Products' sustained growth stems from the popularity of Disney's standard characters -- Mickey and Minnie Mouse, Donald and Daisy Duck, Goofy and Pluto; as well as the ever popular Winnie the Pooh. Together with the characters from the company's animated features - including 101 Dalmations, Hercules, The Lion King, Aladdin and The little Mermaid - the group's business units transform these familiar movies into retail, music, and publishing ventures that bring the Disney magic into homes around the globe.

From strategic planning to business management, Disney Consumer Products operates through close knit-teams, where consensus must include appreciation of unique cultural and ethnic sensitivities. To tap the full potential of everyone in the organization, the focus is performance and productivity. The entire group is committed to supplying the nurturing and enriching opportunities individuals need to do their jobs effectively. From a human resources point-of-view, this demands a solid understanding of technical skills, people skills and personality traits from day one. The bottom line is giving people the opportunity to grow, and become key players in the organization without compromising their integrity.

As Disney Consumer Products continues to grow and create new business opportunities, challenges arise in these areas: Disney Licensing, the largest licensing operation in the world; Walt Disney Records, high-quality family audio entertainment: Disney Interactive, interactive family-oriented entertainment and edutainment materials including video games, CD-ROM products, and Disney online (whose Disney.com site is one of the most popular on the World Wide Web); Disney Publishing, the world's largest publisher of books and magazines; and Walt Disney Art Classics, two-and three dimensional art and collectibles.

Disney Consumer Products has an unparalleled range and depth of creative opportunities to capitalize on the most powerful creative resource on earth- human diversity.

THE DUN & BRADSTREET CORPORATION

In today's business world, it's important to choose the right company when establishing a professional career. For many, the most desirable companies are those that foster growth, encourage creative ideas and reward innovative thinking.

We at The Dun & Bradstreet Corporation think that it's important that you have all the information you need to make that choice. After all, we know how important it is to have the right information when making a business decision. That's our business. And it should be yours too.

We're a dynamic, global company, looking for world-class associates. We expect top performance from our professionals, and in turn, our job is to help foster the conditions where the best can perform at their peak.

Companies worldwide depend on The Dun & Bradstreet Corporation and its, 16,000 Associates to guide them through their daily business decisions. We help customers optimize risk management, perform effective marketing campaigns, rate debts and securities, provide state-of-the-art publishing services ... and much more. By partnering with D&B, customers have increased their revenues and profits and their responsiveness to an ever-changing business environment for the past 157 years.

The D&B corporation of three dynamic business leaders: Dun & Bradstreet provides a range of services that help customers make better, more profitable decisions in their business to business marketing, credit and collection functions. D&B business solutions help customers reduce risk, improve cash flow, increase sales and revenues and speed payments; Reuben H. Donnelley is the largest independent marketer of yellow pages advertising in the United States, serving customers through print directories and online, audiotex and broadcast media; Moody's Investors Service is the world's leading global credit research and analysis company. Moody's issues ratings used by investors in all types of debt obligations

FEDEX

Every FedEx office and worksite strives to cultivate an open, supportive environment where each employee can reach their full potential and freely contribute to the company's success. Our founding philosophy, People - Service - Profit, supports the fair treatment of our people as the most valuable asset and cornerstone of our success.

Good Diversity
Good People
Good Service
Good Business
Good Decision

James A. Perkins Sr. Vice President & Chief Personnel Officer

For more information regarding FedEx diversity initiatives, please contact our Corporate Culture and Awareness Department at 3796 Lamar, 1st Floor, Memphis, TN 38118.

FRONTIER: Our Diversity Is Our Differentiator

Frontier Corporation is a leading nationwide provider of integrated communication services including data applications, long distance, local telephone and wireless. The company differentiates itself by maximizing the talents of Frontier's diverse workforce. Frontier invests in its people, placing a value on building a diverse team of employees, and conducting business guided by the highest standard of ethics.

Programs and practices are in place to encourage and develop a diverse and dynamic workforce. From customer care consultants and network operations to the information technology division, Frontier's diverse workforce is committed to developing a corporate culture based on communication and teamwork, anticipating and exceeding customers' expectations, and enhancing shareholder value.

In addition to these corporate actions, there are numerous groups within the company that foster networking, personnel and professional growth, and internal support, including the Frontier Women's Network and the Frontier African American Employee Forum.

In May, 1996, Frontier ranked tenth in a national business survey by Business Ethics Magazine listing the Top 100 Best Corporate Citizens. Frontier also ranked eighth overall for social responsibility and fifth for the treatment of minorities in the survey. The magazine considered employee ownership, women and minorities on the board and in the ranks, the treatment of gay men and lesbians, the presence of an ethics credo or code and other social factors.

GTE

GTE is one of the world's largest telecommunications companies and a leading provider of integrated telecommunications services. In the United States, GTE provides local service in 28 states and wireless service in 17 states; nationwide long distance and internet-working services ranging from dial-up Internet access for residential and small business consumers to Web-based applications for Fortune 500 companies; as well as video in selected markets.

As a company that facilitates a broad range of business activities in the fastest growing industry in the world, GTE is committed to the advancement of diverse interests among its four principal stakeholder groups: employees, customers, communities, and investors.

GTE's employees want to work in a place that values their individual differences and puts those differences to work. GTE values its diverse workforce and recognizes that the company benefits from the uniqueness of its employee population. Our employee resource groups and broad range of work life programs demonstrate GTE's commitment to its employees.

Our customers, in addition to expecting the best products and services, want to know they're dealing with a company that's sensitive and supportive of their varying cultures, ethnicity, gender and other characteristics.

The communities we serve want to see their diverse population reflected in GTE's workforce. This helps strengthen the ties between the company and local residents. GTE is proud of its affiliation with the communities it serves and furthers its commitment through strong literacy programs, economic development efforts and support to organizations such as the United Negro College Fund, NAACP, the National Urban League, National Conference of Black Mayors, Black Leadership Forum and numerous others.

Our investors want to invest in a company that does well in the marketplace. We firmly believe that the profitable companies of the future will be those who respond to the diversity issues of the other three stakeholders.

In addition to our four stakeholder groups, GTE benefits tremendously from its diverse supplier base. We believe that doing business with women and minority owned businesses is mutually beneficial. That's why we're building a strong procurement process that is inclusive and reflects GTE's customer base, employee population and the communities in which we do business.

Grace Lawrence, vice president, infrastructure management/national, is responsible for the implementation of a state-of-the-art financial reporting and human resources management system that will give the company faster access to the information needed to respond to the rapidly changing telecommunications marketplace. Just recently, her multi-talented team of 350 employees celebrated the successful implementation of the first phase of the project with a record setting 11- month implementation schedule. Her recipe for success is hiring good people.

"When selecting staff, I look first for good people who have the skills necessary to get the job done. GTE's commitment to diversity means I have access to the best and the brightest people whose diverse skills help up deliver a quality product to our internal customers," Lawrence said.

HEWLETT-PACKARD

When We Say Diversity We Mean Business.

More than half of Hewlett-Packard's 24,000 products were developed in the last two years! That kind of innovation requires the creativity that recent college graduates bring to the company. Engineers* and MBAs* are always in demand. You'll have plenty of immediate responsibility and the chance to make a contribution in a company with a strong market position. Check HP's Web site for descriptions of available jobs at www.jobs.hp.com/ And be sure to check out our products at www.hp.com

HP's wide range of products are the result of it's core competencies;" measurement, computing and communications. Increasingly, these areas are converging in the marketplace--so that HP's unique combination of strengths position it to be an Information Age powerhouse.

Producing diverse products for a global marketplace means that a diverse work force is key to HP's future in the industry. As CEO Lew Platt says, "We must be able to excite and to enlist participation from a broad spectrum of people in order to maintain our worldwide technological leadership through the '90's and beyond."

An environment that benefits from diversity at all levels, values individual differences, and enables all employees to develop and contribute to their full potential -- that's Hewlett-Packard's vision. HP is working to foster a climate that supports differences in age, race, culture, nationality, appearance, gender, lifestyle and physical ability. HP has instituted a number of programs to ensure that everyone in the company has a chance to grow -- including the Accelerated Development Program, Efficacy for Minority Professionals, and groups such as the Black Employees Forum, the Technical Women's Group and the Gay and Lesbian Network.

To help its diverse employees balance work and other areas of life, HP has flexible work hours, work options (part-time employment, job sharing, telecommuting, variable work schedules), adoption benefits, maternity leave, mental health and legal counseling, and personal leaves. Other benefits include cash profit sharing, a stock-purchase plan, educational assistance, and medical and dental plans.

* We're looking for engineers with degrees in CS, EE, ME and related fields, and MBAs with an emphasis in finance or marketing.

HOFFMAN LA ROCHE

Hoffmann La-Roche, headquartered in Nutley, NJ, is a research-intensive pharmaceutical company with a century-long tradition of making a difference in people's health and well being. While much has changed since the company's inception, our mission has remained constant: to improve patient care by discovering, developing, manufacturing and marketing innovative, high-quality and cost-effective health care products and services.

Innovation, the lifeblood of our business, requires diverse ways of thinking, working, leading, learning and managing a talented workforce with a broad range of skills, backgrounds and ideas. The individuals who comprise our company provide us with an unlimited source of creativity and a keen competitive edge.

Our commitment to diversity is demonstrated by our actions. Our focus is on supporting organizations, programs and initiatives designed to enhance diverse participation in our company and community. For example, we:

* were named as one of the Top 100 Employers by The Black Collegian for the past two years,

* sponsor top-notch interns through INROADS, Inc., a process with over 25 years of history in developing minority leaders,

* support/participate in the National Black MBA Association, National Society for Hispanic MBAs, NAACP High-Tech and Diversity Job Fair, YMWCA Black Achievers program and the YWCA Tribute to Women and Industry (TWIN) program,

* support the National Minority AIDS Council and other groups dedicated to helping people who are living with AIDS,

* support and participate in minority scholarship programs, and

* established the first NJ employer-sponsored child care center in 1977, which recently received accreditation by the National Association for the Education of Young Children.

These are just some examples demonstrating how much we value diversity here at Hoffman La Roche. If you want to work in a dynamic, challenging environment that capitalizes on your strengths and abilities, please contact us today. Forward your resume to: Hoffmann LaRoche Inc., Dept. GABE698, 340 Kingsland Street, Nutley, NJ 07110. We are an equal opportunity employer fully committed to diversity in the workplace

KPMG PEAT MARWICK

Fewer than five percent of all business school faculty members nationally are African-American, Hispanic America or Native American. The creation of one single minority professor, however, can influence the aspirations and careers of thousand of future students -- for a lifetime.

The PhD Project is an ambitious program aimed at enlarging the pool of minority business faculty members, thereby encouraging more minority students to pursue business degrees, while preparing all students for today's diverse work environment. Created and primarily administered by the KPMG Peat Marwick Foundation, The PhD project is cosponsored by a collaboration of prominent business and academic organizations, including the Graduate Management Admission Council, Citibank, Chrysler Corporation, AACSB, Ford Motor Company Fund, Fannie Mae Foundation, Texaco, Abbot Laboratories, General Mills Foundation, Institute of Management Accountants, James S. Kemper Foundation, Merrill Lynch & Co. Foundation, Inc., Mobil Corporation and more than 80 universities.

Each year, the PhD Project conducts an extensive search to find talented minority business executives willing to leave their jobs and return to academia to earn a Ph.D. in business. At the PhD Project's annual conference, executives participate in two days of intensive seminars and meetings, where they learn about making the switch from board room back to the classroom.

As a result of The PhD Project, the current enrollment of doctoral students exceeds the total number of minority faculty teaching in business schools today. The number of minority business school professors it has taken decades to create is about to be doubled.

To support and encourage the growing pool of minorities pursuing doctoral degrees in business, the KPMG Peat Marwick Foundation oversees several other initiatives, including:

* The PhD Project Doctoral Student Associations, five nationwide networking organizations for minorities pursuing doctoral degrees in accounting, finance, information systems, management and marketing.

* The Minority Doctoral Scholarship Program, a program of direct financial support for minority students now in doctoral programs in accounting and information systems.

Combined, these projects represent a comprehensive effort to enlarge the minority applicant pool and significantly enhance the recruitment, retention, and advancement of minorities in corporate America while improving the preparation of all students to work in a diversified workforce.

For further information about any of these programs, please send e-mail to Tara Perino at [e-mail] or visit our web site at http://phdproject.com/phd.

MEDTRONIC

PROFILE

Medtronic, is the world's leading medical technology company, specializing in implantable and interventional therapies. Medtronic's primary products include peacemaker systems used for the treatment of bradycardia, implantable tachyarrythmia management devices, ablations systems, mechanical and tissue heart valves, balloon and guiding catheters used in angloplasty, coronary and peripheral stents and stented grafts, interventional neuroradiology products, implantable neurostimulation and drug delivery systems, hydrocephalic shunts and other neurosurgical and perfusion systems including blood oxygenators, centrifugal blood pumps, cannulae products, and autotransfusion and blood monitoring systems and products used in minimally invasive cardiac surgery.

The company is located in 120 countries, covering three geographic areas (the Americas, Europe/Middle East/Africa, and Asia/Pacific).

HIGHLIGHTS

Over the past ten years the company's per annum growth has been:

* 17% for revenue

* 26% earnings per share, and

* 38% for growth in shareholder value

This performance places Medtronic's stock in the top 1% of Fortune companies.

DIVERSITY

Diversity at Medtronic is good business. Diversity goals and measures are tied to our core business objectives. Our diversity efforts assisted Medtronic in becoming one of the 100 best companies to work for in America.

Our goal is to respect employees and maintain a workplace where all employees can contribute to their full potential.

A diversity of people and ideas provides Medtronic with the breadth of perspectives and capability to excel in a global environment. Employees, management, and the organization culture adapt best to serve the needs of our customers around the globe.

To manage our diverse work force, Medtronic has a Diversity Department which provides services through Medtronic's employee resource groups and Work/Home Life programs. In addition, the Medtronic Work Force Diversity Council assists Medtronic in being the employer of choice and in attracting, developing, and maintaining a high quality, diverse work force.

Please join our work force of over 13,000 employees.

For more information, visit our web site at http:/www.medtronic.com

MICROSOFT

Microsoft's commitment to diversity is ongoing, proactive, and takes many forms.

The software leader has developed successful relationships with various key minority organizations including, but not limited to, Black Data Processors Association, National Black MBA Association, National Society of Black Engineers, Society of Hispanic Professional Engineers and Women in Technology International.

Advertising is placed in a wide range of diversity recruiting publications such as Black Enterprise, NSBE Magazine, Diversity Careers in Engineering, and Minority MBA. Brochures, fliers, direct mail and other collateral materials complement these efforts. Other promotional activities include online advertising and a diversity microsite within Microsoft's recruitment website. A regular newsletter, PATHWAYS, keeps Microsoft in constant contact with professionals from diverse cultural backgrounds.

"When I learned about BAM (Blacks at Microsoft) I knew I was in the right place ... I've always had challenges as an African-American and as a woman, but I don't feel like it's a drawback or a limitation, not here." - Pam Young, Premier Enterprise Account Support Manger, Microsoft.

Once at Microsoft, employees can join one of many ethnic employee groups (e.g. Blacks at Microsoft) or special-interest groups (e.g. Women, Gay, Lesbian, Single Parents). These groups support networking, social activities, continuing education, career development, community outreach opportunities, and other interests. They also participate in outreach programs such as the K-12 Program that exposes minority pre-college students to technology and provides internship opportunities.

Contributions to various minority organizations are also made; Microsoft granted the largest single gift in the history of The United Negro College Fund's annual fund-raising campaign.

Supporting the needs and concerns of all cultures and lifestyles is critical at Microsoft. It not only fosters a stronger and more comfortable work environment, it's absolutely essential to producing products that appeal to so many people. It's also one of the reasons Microsoft ranks so high on national, best-employer lists.

To receive Microsoft's newsletter, Pathways, e-mail: [e-mail] or fax us at 206936-7329, Attn: LaVonne Dorsey-Diversity Recruiting Specialist. To find out more about Microsoft-people, culture, job opportunities visit: http://www.microsoft.com/jobs/diversity.html or send your resume to [e-mail] (indicate Dept. Code E23y6-0424 for proper routing) EOE.

MORGAN STANLEY DEAN WITTER

At Morgan Stanley Dean Witter & Co. (MSDW), we have a vision of the future - to maintain a global business that adds value in a continuously changing world. To make this vision a reality, we seek professionals who share our vision and possess the drive and energy to make it happen. We know that creating a truly global business means bringing a diverse range of perspectives to the table. This goal drives our commitment to diversity. Our success depends on hiring and nurturing the best talent available. To do this, we actively recruit women and minorities and continuously demonstrate that we offer outstanding opportunities for long-term, successful careers.

Our philosophy of recruiting the best and the brightest is the cornerstone of our diversity recruiting strategy. We established a $2.5 million scholarship/ internship program whereby we provide 15-20 undergraduate students per year with financial assistance and summer internships. We also host numerous recruiting events targeting minority and female professionals. Recruiting, however, is only one part of the equation. Retention is key to maintaining a diverse workforce. To this end, we have implemented a mentoring/career development program for our minority professionals. This program provides the firm with a proactive tool for professional growth and development and provides junior professionals with access to senior professionals. We have also established a reentering program for our female Account Executives. This program focuses on training in management, communication skills and individual needs assessment.

At MSDW, we realize that partnering with a diverse range of suppliers and minority/female broker-dealers enables us to be more creative and innovative. That is why we created a Supplier Diversity Program. Our purchasers actively seek to do business with minority/female vendors and we also have resources dedicated to managing our relationships with minority/female broker-dealers.

Our goal is to be the world's best global investment banking institution and the firm of choice for all clients and professionals--our commitment to diversity will assist us in achieving this goal.

MOTOROLA

In a growing atmosphere of affirmative retrenchment, Diversity at Motorola SPS is a key initiative. Hector de J. Ruiz, President, Motorola SPS describes in his position statement 10 Diversity strategies that support the Sector's strategic agenda.

10 Strategies for SPS Diversity

* Create large scale organizational change - cultural, systemic and behavioral

* Expand sponsorship to each SPS leader/manager

* Design systems (i.e. Organizational Management Development Review, Staffing) to reflect the values, expectations and experiences of our people

* Integrate diversity concepts into organizational effectiveness processes

* Accelerate internal development and external recruiting of women and ethnic minorities

* Develop opportunities for all employees to influence this change

* Train all employees on why and how to behave appropriately in a diverse and global environment

* Set targets - track, appraise and reward managers

* Establish a presence in the community

* Create university partnerships

An important alignment to support the strategies and the Sector's strategic agenda is the Multi-Cultural Board for African American Achievement. The Board's mission: To identify and drive key actions needed to attract, integrate, develop, advance and retain African Americans. Some of the Board's accomplishments include University/Executive Ownership; Scholarships/ Awards; Executive Development Initiative; Diversity Recruitment Windows of Opportunity, etc.

At Motorola SPS, Diversity allows us to reap the best of everyone. It is a good thing.

NOVARTIS PHARMACEUTICALS CORPORATION

Novartis Pharmaceuticals is a leading pharmaceutical company formed in December 1996 by the merger of Ciba-Geigy Ltd. and Sandoz Ltd.

As one of the world's largest pharmaceutical companies, Novartis invests more than $1 billion annually in pharmaceutical research and development worldwide. The company's mission is to improve people's lives by pioneering novel healthcare solutions.

Headquartered in East Hanover, New Jersey, Novartis Pharmaceuticals Corporation researches, develops, manufactures and markets leading innovative prescription drugs used to treat a number of diseases and conditions. Among these include central nervous system disorders, organ transplantation, cardiovascular diseases, dermatological diseases, cancer and arthritis. Paralleling our significant investment in research and development is our investment in -- and commitment to -- the development of our human resources. At Novartis, we strive daily to ensure that all of our employees are valued, and that each of them has a voice in the establishment of policies and practices that drive ethical and equitable business decisions.

For us, diversity is more than just a corporate buzzword. It's how we conduct business. We act with integrity and respect, while holding ourselves to the highest standards of ethical and professional behavior.

At Novartis, our policies and practices are broadly communicated, tangible and measurable. Yet, our programs are designed to be flexible enough to adapt to the changing needs of our employees and the competitive business environment in which we operate. Our commitments and actions regarding diversity permeate all of Novartis Pharmaceuticals, not as an afterthought, but an integral part of our corporate culture. These practices are evidenced in recruiting, compensation and benefits, in professional development and succession planning, and in our national and local community outreach activities.

Respect for individuality is a valued part of our future -- a future in which we all work relentlessly to help address our nation's unmet medical needs and improve patients' quality of life.

PITNEY BOWES

Pitney Bowes has a long-standing tradition and a global perspective on valuing differences. For over 50 years, we have recognized that embracing and nurturing Diversity is a necessary requirement for sustained business results in an ever-changing marketplace. Our strategy is to maximize every employee's potential and contribution to the company's long term growth.

Utilizing the Diversity inherent in our employees, customers, business partners and communities is the responsibility of all of our businesses: Mailing Systems, Production Mail, Software Solutions, Office Systems, Business Services, Financial Services, and our Small Office Division. "We feel Diversity is such an integral part of our business success that each Unit's business strategy objectives are linked to their diversity objectives. That, in turn, is how all of our businesses are held accountable for meeting company-wide diversity performance standards," according to Susan Johnson, Director of Corporate Diversity for Pitney Bowes.

Chairman and Chief Executive Officer, Michael J. Critelli keeps diversity at the forefront as a mission-critical objective for the company: "Since the 1940's, Pitney Bowes has actively sought and developed a diverse workforce, which is why we have above average representation of minorities and females today. Our goal, now, and into the 21st century, is to take our diversity initiatives to an even higher level of excellence -- leveraging the value of diversity to maximize the competitive advantage we receive from the spectrum of cultures, ages, backgrounds, experiences, and lifestyles of our employees, and our strategic partners, suppliers and customers."

Pitney Bowes is a $4.1 billion premier provider of informed mail and message management. Information about Pitney Bowes products and services is available through its local district offices or its home page in the Internet: http:/www.pitneybowes.com. You may also send your resume to The Staffing Office by fax .at 213/351-6332, or by e-mail at [e-mail].

SAFECO

At SAFECO, our diversity initiative focuses on creating a work environment in which everyone feels welcome and respected. Our efforts include creating employee awareness through education, helping employees realize they're each able to contribute to our initiative, targeting applicants and customers in markets we've not tapped in the past, establishing rapport with community organizations in markets where we do business and integrating diversity into the way we do business.

Today we face numerous exciting challenges as a result of our acquiring another insurance company in 1997. Creating new business enterprises, building confidence in the current agency force and shaping a corporate culture which is comfortable for all employees are just some of the opportunities which we're devoting our efforts and energy. Our diversity initiative is playing a key role in the work we have ahead of us.

SCUDDER KEMPER INVESTMENTS, INC.

We are one of the leading investment management organizations worldwide, providing investment services for individuals and institutions.

At Scudder Kemper Investments, Inc., we are committed to diversity and effective diversity management in the workplace. Part of our commitment means fostering an environment in which all employees can contribute to their full potential. We believe that our continued success as a preeminent global investment manager is predicated on not only understanding and valuing our differences, but also pushing further to mobilize our similarities.

We strongly believe in the importance of hiring a diverse pool of talented individuals as we continue to broaden and strengthen our recruiting efforts, seeking always the most qualified candidates.

Our Goal

Our goal is simple: To continue achieving our clients' specific investment objectives through sound portfolio management. Our approach is guided by

* A commitment to research

* A global perspective

* Client orientation

* A disciplined research and investment process

* Long-term investment results

External Commitment, Internal Vision

Our global business vision is an external commitment to promote financially successful operations. Our internal vision of a strong, diverse, and talented work force help foster that global vision.

Mutual Respect

Scudder Kemper Investments, Inc. develops and supports those who thrive in an environment in which original thought is valued and discussion and challenging views are encouraged. We understand the workplace value of strong ethics and principles that continuously promote fairness and mutual respect.

Inclusive Work Environment

We understand the business value of a truly diverse and inclusive professional workplace. Our internal Advisory Task Force on Diversity Management advances policies and programs that demonstrate the firm's commitment to valuing and managing diversity and help us attract and retain the most talented people for our business.

For more information about Scudder Kemper Investments, Inc. and to learn more about our career opportunities, please visit our web site at http:/www.scudder.com or send your resume and cover letter to Luz Brunner, Scudder Kemper Investments, Inc., 345 Park Avenue, New York, NY 10154. Fax: [phone].

VANGUARD

VANGUARD'S DIVERSITY DEFINITION

Diversity is variety or difference among people relating to factors such as age, cultural and socioeconomic background, disability, family status, gender, national and regional origin, physical attributes, race, sexual orientation and religious beliefs.

VANGUARD'S DIVERSITY VISION

"Vanguard is committed to maintaining diversity to achieve understanding, respect, inclusion and continues learning as a stimulant for innovation, creativity, problem-solving, and the highest levels of quality, productivity and effectiveness. Vanguard will be the model in our industry for creating and delivering excellent investment programs and services for our clients through active attraction and retention of a diverse crew which demonstrates our core values."