Managing a Multicultural Workforce.

The more interconnected our world becomes-the closer we get to "one world"--the more each individual human being is empowered. Top companies realize the importance of creating a workforce as broad and diversified as the customer base they serve. Today's migration and globalization of diverse populations demand intercultural dialogue and the commitment from top executives to create and manage diverse and inclusive workforces in all areas of their businesses.

Global diversity is changing the way we view the world. Whether a global corporation or not, global diversity is here and it impacts us all-directly or indirectly. Cross-cultural teamwork and collaboration are essential for an organization's success. If people are to function productively, they must learn to see their differences as assets, rather than as liabilities. The labels we apply are far less important than what they represent.

Diversity management, while based on cultural change, is a pragmatic business strategy that focuses on maximizing the productivity, creativity, and commitment of the workforce, while meeting the needs of diverse consumer groups. Affirmative action focuses on getting people into an organization rather than changing organizational culture. Affirmative action is grounded in moral and social responsibility to amend wrongs done in the past to those Americans who were not of the majority population. The main objectives of managing a multicultural workforce include awareness, education, and positive recognition of the differences among people in the workplace.

Implications for recruiting and managing a diverse workforce in an organization include:

* Personal-employee morale, career growth, professional development, increased productivity

* Interpersonal-teamwork, problem solving, innovation

* Organizational-mirror the marketplace, attract and retain the best available human talent, and develop new markets

Multicultural initiatives are strategically linked to business objectives that drive the process consistently throughout the company while providing the high level of quality service that is expected from the organization. These comprehensive diversity and business strategies result in quantifiable business results. It has become increasingly evident that appropriate management of a multicultural workforce is critical for organizations that seek to improve and maintain their competitive advantage.

Based on recently reported U.S. Census Bureau data, the time to develop and execute multicultural workplace initiatives is now. The results released by the U.S. Census Bureau data show a more diverse America. A Census 2000 brief titled Overview of Race and Hispanic Origin, showed the following for the 274.6 million people who reported only one race:

White                        75.1%
Black or African American    12.3%
American Indian and
Alaska Native                 0.9%
Asian                         3.6%
Native Hawaiian and
Other Pacific Islander        0.1%
Other                         5.5%

*Note: Total equals 97.5%,

The Census Bureau also reported that Hispanics, who may be of any race, totaled 35.3 million, or about 13% of the total population. This information was obtained from a separate question on Hispanic or Latino origin.

This data speaks to racial/cultural diversity that comprises today's workforce. Additional examples of diversity include age, religion, geography, disability, and sexual orientation. The opportunity to realize the benefits of the diverse population-from marketing to consumers and identifying minority suppliers to managing a multicultural workforce-is one that corporate America should make the most of today.

When a company is recognized for managing a multicultural workforce, it is most likely to attract the best and brightest talent. As the value of diversity continues to grow in business communities and elsewhere, recruiting and retaining talented employees who are diverse is becoming more important to organizational success. An organization's future depends on the quality of its employees today. Managing a multicultural workforce well, aids the recruitment process. Because diversity and inclusion initiatives are often precursors to the type of career opportunities and situations that await them, recruits commonly ask about an organization's multicultural programs and factor them into their employment decision. Qualified and interested candidates are usually attracted to employers who are able to show commitment to developing and promoting a wider array of people.

Ernst & Young

Leveraging the diversity of its people to their benefit,-and the benefit of clients, is a key ingredient to the success of a leading professional services firm such as Ernst & Young. Understanding, valuing, and encouraging cultural diversity, which involves a host of factors beyond race, ethnicity, and gender, are key elements in capturing the power of diversity of thought.

With these objectives in mind, Ernst & Young made a commitment to diversity years ago and continues to empower people to implement structures that help carry out activities and honor those who make a difference

The firm was the first in its industry to assign a full-time partner to oversee minority recruiting and retention. In 1994, Ernst & Young established the Office of Minority Recruiting and Retention (OMRR), a critical step toward our recognition as "the employer of choice" for all professionals.

The African-American community is a very important target for Ernst & Young from a recruiting and retention of talented professionals perspective. In addition, we provide professional services to many African-American-owned businesses.

The firm has very strong ties with organizations that support development of ethnic minorities overall as well as those that focus on the African-American community, such as the National Black MBA Association, the National Association of Black Accountants (NABA), and the National Society of Black Engineers.

Ernst & Young provides multi-tiered support to NABA through participation in the national convention and student conferences on local levels. The firm also supports NABA's Accounting Career Awareness Program (ACAP), which holds forums on college campuses to bring high school students in contact with accounting professionals who serve as role models and provide career direction. Ernst & Young's employees attend the conferences and give presentations, participate in question and answer forums, and act as mentors for the participants.

In addition, Ernst & Young has had a long-standing relationship with many of the nation's Historically Black Colleges and Universities (HBCUs) and has outreach programs to the schools' administrations, faculties, and students.

"Diversity is fundamental to our business. But it is also fundamental to our view of how we do business," said Rick Bobrow, Americas CEO. "To help our clients, and ourselves, achieve success, we have to leverage the different ideas, backgrounds, and values of all our people. When people of all ethnic groups are represented at all levels of the firm, we are better able to perform in a global environment, attract the best talent, and ensure that our clients are served well."

The Internal Revenue Service

The Internal Revenue Service, Criminal Investigation (CI) division is striving to be a model employer. Our goal is to build and maintain a diverse work force; one that reflects the communities in which we serve. We realize that to be a leading law enforcement agency in the 21st century, we must fully embrace the diversity that exists among the citizens of America and strive to replicate that diversity among our own workforce.

IRS Criminal Investigation special agents investigate complex financial crimes including tax evasion, money laundering, and other related financial crimes. "The kind of service that we provide the American public requires us to connect with all aspects of diversity. Each culture brings unique views and unique methods of problem solving. We realize that we cannot effectively accomplish our mission with a work force that only represents one culture," Says Michele Hamilton, Director, EEO and Diversity, for CI. Hamilton is the first to hold this new senior level position within CI, that is dedicated to promoting diversity. Criminal Investigation is pioneering a new way of thinking and has made a proactive commitment to valuing diversity. The CI Diversity Council is a shining example of this commitment. The council, which is made up of Black, White, Hispanic, Asian, male, and female CI employees, will provide a voice for employees to address diversity-related concerns, and improve the quality of their worklife. In addition to these innovative changes, CI is partnering with various historically black colleges and universities, and Hispanic universities, to offer students the opportunity for employment with CI through the student career intern program.

If you're looking for a career in law enforcement with an agency that understands the importance of having a diverse work force, then visit us at http://www.treas.gov/irs/ci/ to learn more. Applications are now being accepted.

The MONY Group

"The financial services marketplace is going through incredible changes with less focus on product and more focus on advice. In order to deliver that advice, companies need to emphasize training and education, a commitment to using technology as an enabler and a means of providing financial professionals with access to the products that customers need to meet their financial goals."-Michael Roth, Chairman and CEO, The MONY Group.

While our rich and long history is unique in this age of downsizing and merger-acquisitions, we do not stand on or grow with past vision. We work hard to maintain our competitive edge by looking for and implementing innovative ways to approach our market. Today, when you represent The MONY Group, you represent a portfolio of financial service companies that have each distinguished themselves in their marketplace.

Since 1843, MONY has grown as a financial institution because we held to the belief that assessing a client's total financial picture before helping them to reach their goals was simply the right way to conduct business.

We remain committed to building relationships with those who seek our advice. We are committed to helping people reach their dreams with a well thought out plan of action that can stand both the tests of time and change. We are committed to our financial professionals' training and support and encourage their pursuit of advanced degrees, professional designations, and certifications.

When we hire, we accept only the best. We look for people who hold enthusiasm and ambition as their driving forces, and who are passionate about helping to provide our clients with what they need to achieve financial security.

In return for your commitment, we offer unlimited income potential, and the opportunity to advance in professional education and into management positions.

Wachovia Corporation

Wachovia Corporation is a leading interstate financial holding company with dual headquarters in Atlanta, GA and Winston-Salem, NC, serving regional, national, and international markets. As of Dec. 31, 2000, Wachovia had total assets of $74 billion, deposits of $44.4 billion and more than 20,300 employees. These figures rank Wachovia 14th among the largest U.S. banking companies based on assets and 15th based on deposits.

Wachovia has a heritage of more than 100 years of providing dependable and quality personal, corporate, and institutional financial services, backed by in-depth expertise and resources. Throughout its history, Wachovia has produced long-term profitable growth while adapting to change and maintaining its core philosophy of operating in a sound and prudent manner.

We are a diverse company with strong ties to the communities we serve, excellent career opportunities, and a wide array of benefits. We continue to implement many strategic initiatives with our employee's best interest in mind. Initiatives that will put Wachovia at the forefront in the competitive, rapidly changing world of financial services.

With more than 650 offices in Florida, Georgia, North Carolina, South Carolina, and Virginia, Wachovia provides full-service brokerage services, private banking/trust services, investments, discount brokerage services, proprietary mutual funds, lockbox remittance processing, major credit card operations, credit life and general insurance, and mortgage loan services.

For more information or to apply online, visit wachovia.com/careers

Pitney Bowes, Inc.

Pitney Bowes understands that building and sustaining a workforce of diverse cultures, philosophies, and problem-solving skills is integral to its success. The company has been nationally recognized for its diversity programs, including three years on FORTUNE's "America's Best Companies for Minorities" list. As the leading global provider of integrated mail, messaging, and document management solutions, Pitney Bowes recognizes that this practice makes good business sense, now and in the future. In fact, according to the U.S. Bureau of Labor Statistics, the U.S. labor force is expected to increase by 16 million workers by 2005, with many of these workers representing a diverse population.

Pitney Bowes plans to continue partnering with organizations that have a diverse talent pool. Currently, they leverage relationships with a variety of organizations including: the National Society of Black Engineers, the Society of Hispanic Professional Engineers, the National Society of Hispanic MBA's, the National Black MBA Association, and with community organizations such as the National Urban League and the National Council of La Raza. Through involvement with these organizations' national conferences, the company seeks to gain exposure to recruit and develop relationships with the best and brightest applicants.

For more information about the company, please visit: www.pitney-bowes.com.

Eric Vincent Mitchell Executive Director Workforce Diversity and Compliance

SBC

At SBC, our commitment to diversity in our workplace, marketplace, and community doesn't just make us more responsive to the people we serve and employ today; it helps prepare us for leadership in tomorrow's global marketplace.

One of SBC's basic beliefs is that our company's workforce should reflect the customers and the communities we serve. Our workforce--216,000 strong--is 49 percent women and 37 percent people of color.

Our human resources team and our employees are dedicated to ensuring that our company is continuously strengthened with the best people, who come from a variety of backgrounds bringing with them a diversity of ideas, experiences, and knowledge.

We have in place a variety of successful programs to enhance minority hiring practices and advancement.

* Minority Hiring Practices -- Hiring efforts include participating in minority career fairs as well as targeted recruiting and involvement in minority/women-focused associations.

* Diversity Training and Account Ability -- SBC provides programs and opportunities to train employees at all levels in diversity management. Performance reviews for management personnel include accountability for diversity initiatives and support.

* Career Advancement Programs -- SBC provides all employees with equal access to self-enrichment programs. Examples include our Leadership Development Program, which prepares future SBC leaders, and our tuition reimbursement program. In 2000 alone, the company invested more than $36 million in tuition reimbursement.

We value the contributions our diverse employees make to our business. That's why we encourage employee-initiated affinity organizations such as Community NETWork, the Africa-American Telecommunications Professionals of SBC, who celebrate diversity, encourage professional development of its members and perform acts of community service.

Diversity at SBC isn't something we take for granted -- and it's not really about numbers. It is about working hard to truly know, understand and serve our employees, customers, and communities in the ways that matter most to them.

Merck & Co

Merck & Co., Inc. is a global research-driven pharmaceutical company that discovers, develops, manufactures, and markets a broad range of human health products, directly and through its joint ventures, and provides pharmaceutical benefit services through Merck-Medco Managed Care. Our mission is to provide superior products and services--innovations and solutions that satisfy customer needs and improve the quality of life -- and to provide employees with meaningful work and advancement opportunities and investors with a superior rate of return.

Merck's 2000 Accolades

Our success in pioneering dynamic and life-changing work environments hasn't been ignored. Fortune Magazine ranked Merck No. 39 overall on its list of The Best Places to Work in America and No. 1 among pharmaceutical companies, and we've again appeared on America's Most Admired list. Merck has appeared on the latter each year since its 1982 inception, and has been placed in the top 10 for 15 out of the 18 years the list has existed. We were not only selected as one of the best companies for working mothers for the 15th consecutive year by Working Mother magazine, but also as one of the Top 25 Companies for Executive Women in Working Woman's fourth annual survey, and one of the top 100 companies for Latinos by HISPANIC Magazine. Further proof that one good turn deserves another: Worth Magazine ranked Merck No. 1 on its list of Top Corporate Givers, and The Society for Human Resources Management -- New Jersey Chapter honored us with its 2000 Best Practice Award for Leadership Development Strategy. Finally, our leadership helped secure a No. 12 ranking of best boards in America by Business Week, a No. 12 spot among the world's most respected companies on a recent FinancialTimes/ PriceWaterhouse Coopers survey, and a place among Industry Week's 5th annual 100 Best-Managed Companies. www.merck.com.

David Sampson Senior Vice President, Diversity Initiatives

Marriott International

THE ONLY PLACE TO BE SURROUNDED BY SUCCESS.

At Marriott International, success begins with our associates. We recognize that attracting and retaining ambitious, customer service-oriented people is critical to Marriott's future as a leading global hospitality brand. In addition, we are committed to helping our associates develop their careers in an environment where diverse backgrounds and unique perspectives are valued.

A career at Marriott offers continuous opportunities for advancement and the resources to keep your skills sharp. And with Marriott, you'll find a place that supports and inspires personal growth in the workplace and beyond. Mentoring, training, career mobility, and work-life programs are just a few of the benefits we provide to ensure our associates' success. Developing Marriott leadership at all levels is one of its key business priorities. Marriott has developed a leadership development initiative to build a pipeline of future leaders, provide career development strategies and leadership skills to promising associates. As you look ahead to your future, join a company on the move, a company full of people going places.

THE ONLY PLACE TO PURSUE YOUR CAREER.

Marriott continues to expand its efforts to provide career opportunities for minorities. Our success in increasing the diversity of new Marriott associates is supported by the strong alliances we have built with minority-based professional organizations. Marriott continues to partner with the National Association of Black Accountants, the National Black MBA Association, and the National Society of Hispanic MBAs to define and achieve Marriott's hiring objectives for minorities. Marriott also advises the National Society of Minorities in Hospitality to prepare minority college students for careers in the hospitality industry. These partnerships have furthered our ability to recruit diverse top talent to Marriott.

Our success has been recognized by Fortune magazine which named Marriott, for the third consecutive year, to the "Diversity Elite"-one of the top 50 companies for Asians, Blacks, and Hispanics.

Come find your place among Marriott's dynamic leaders. Marriott is the only place that has it all!

Verizon

Verizon recognizes the power of the diverse minds, experiences, cultures, and perspectives that our employees possess and believes that diversity is one of the company's key competitive advantages. When diversity is leveraged, Verizon employees are empowered to contribute to their fullest potential, and as a result both the business and the employees benefit. In short, a diverse employee body, supplier chain and community commitment have a direct impact on the corporation's bottom line.

Verizon is committed to hiring and promoting the most talented individuals. We actively recruit qualified women and minorities for all open positions. We work with diversity recruitment channels and form strategic partnerships with local and historically Black colleges and universities, professional and community-based organizations. Casting a wide net in recruitment efforts enables us to hire the best people, employees with diverse styles, backgrounds and skill sets.

Verizon's large and diverse customer base demands that we also employ individuals who interact effectively with people of different backgrounds. We have needs for employees who can speak more than one language, who understand and can be sensitive to differences in societies and customers; who are able to manage a diverse workforce; and who can work collaboratively in multicultural teams.

Verizon is one of the world's leading providers of communications services. Verizon companies are the largest providers of wireline and wireless communications in the United States, with 112 million access line equivalents and 27 million wireless customers. Verizon is also the largest directory publisher in the world. A Fortune 10 company with approximately 260,000 employees and more than $65 billion in annual revenues, Verizon's global presence extends to 40 countries in the Americas, Europe, Asia and the Pacific.

Federated Department Stores RICH'S/LAZARUS/GOLDSMITH'S

As a leader in the fashion industry, Federated Department Stores, Inc. has built a company that follows the basic principle of doing business by providing merchandise for its customers across the country. Rich's/Lazarus/ Goldsmith's, the Atlanta-based division of Federated, has taken this philosophy one step further.

At Rich's/Lazarus/Goldsmith's, management recognized that there is a tremendous opportunity to better serve the African-American consumer by providing an array of merchandise that specifically speaks to this audience. A recent Race and Ethnic report showed that African-Americans total about 13% of the US population, and the majority live in Rich's/Lazarus/Goldsmith's territories covering nine southeastern states.

As a result of these demographics and the rise in disposable income for African-Americans, Rich's/Lazarus/ Goldsmith's was determined to develop a specific strategy for broadening the assortment of merchandise that offers special appeal to African-American consumers.

The strategy includes providing a broader range clothing sizes and home furnishings in vibrant colors. "One Source-Our Style" is the marketing brand that has been created to associate the consumer with this merchandise. This will be shown through print advertisements and store events, such as African-American artist signings and celebrity appearances to communicate to the audience that Rich's/Lazarus/Goldsmith's is their source for styles.

Gail Nutt, senior vice president of urban business development for Rich's/Lazarus/Goldsmith's, is responsible for achieving the goal across the division's 75 stores, identifying merchandise and marketing opportunities. Nutt's duties also include educating the buying organization on vendors, items and trends; traveling to markets to source new vendors and provide insight to the company's existing vendor community; soliciting input and feedback from stores; and executing strategies to achieve profitable sales growth.

"At Rich's/Lazarus/Goldsmith's, the goal is to show African American consumers that we are the store for them because we truly recognize the importance of the market," Nutt said.

KPMG: Where Recruitment and Outreach Make the Difference.

Diversity at KPMG means inclusion. Involving everyone; recognizing the power and value of individual differences; combining gender, ethnicity and lifestyle difference to improve the quality of the KPMG workplace and the communities in which we work. KPMG is committed to building a workforce that reflects the diverse society in which we live.

In addition, the KPMG Foundation takes a proactive role in conceiving, developing and implementing our own initiatives. When we see new needs arise in the academic and business communities, we respond with ideas, actions and financial support. For example, in 1994 the Foundation initiated The PhD Project, and has served as its lead sponsor and administrator since its inception. Also in 1994, the Foundation created five minority Doctoral Students Associations covering all major areas of business education: accounting, finance, information systems, management and marketing.

Collectively, KPMG and the KPMG Foundation have a unique and compelling history of involvement in a broad spectrum of initiatives. Following are just a few of the many programs and organizations we support:

* The PhD Project

* The PhD Doctoral Students Associations

* Inroads

* HBCUs

* Beta Alpha Psi Scholarship Program

* Minority Doctoral Student Scholarships

* Accounting and Information Systems Doctoral Scholarships

* Consortium for Graduate Study in Management

* Leadership Education and Development (LEAD) Summer Business Institutes (SBI)

* Involve (KPMG National Volunteer Program)

* Students in Free Enterprise (SIFE)

* Business Women's Network

* NABA (National Association of Black Accountants)

* Hispanic American CPAs

* Asian American CPAs

* National Black MBA Conference

* National Hispanic MBA Conference

* AICPA Minority Initiatives Committee

Visit our website at www.kpmgcareers.com to find out more about a career at KPMG.

PhD Project

The PhD Project is a comprehensive, long-range effort to substantially increase the number of minority professors at our nation's business schools. The PhD Project acts as a catalyst-encouraging minorities to pursue Ph.D.s in business and become professors.

When The PhD Project was founded seven years ago, there were only 294 African-American, Hispanic-American, or Native American business professors. Thanks in large part to the positive messages about a career in academia communicated by The PhD Project, there are now 512 minority business professors-a 74% increase. Still more than 380 future business professors identified by The PhD Project are in doctoral programs today.

PhD Project participants are chosen for an annual conference where they learn about becoming a business professor. Once they enroll in a doctoral program, they become part of The PhD Project Doctoral Students Associations-peer support groups that have kept the dropout rate for PhD Project participants very low.

The first professors to complete The PhD Project process are now at the head of the class-interacting with undergraduate students who are making decisions about majors and career choices. Ultimately, The PhD Project's goal is that minority students will be influenced to pursue business careers by minority professors-thus increasing diversity at all levels of corporate America.

The PhD Project is sponsored by a coalition of corporations and academic institutions. These are: KPMG Foundation, Graduate Management Admission Council, The Citigroup Foundation, DaimlerChrysler Corporation Fund, Ford Motor Company, AACSB International, AICPA, Fannie Mae Foundation, James S. Kemper Foundation, Abbott Laboratories, Robert K. Elliot, Merrill Lynch & Co. Foundation, Inc., State Street Corporation, Union Carbide Foundation, Alcoa Foundation, Bristol-Myers Squibb, Chase Manhattan Bank, Vivendi International, Motorola Foundation, and Pfizer, Inc. In addition, more than 90 colleges and universities contribute to The PhD Project, and send representatives to the annual conference.

Belinda Stubblefield Vice President Global Diversity

Delta

Delta Air Lines has a number of industry-leading initiatives in place to increase the diversity of its workforce, particularly in key technical areas. In January, Delta announced its commitment of $1.6 million in pilot training scholarships for people of color and women. These scholarships are being provided in partnership with Western Michigan University and the Organization of Black Airline Pilots. Within the airline industry overall, only 5% of all pilots are women and less than 1% are people of color. The first recipients of the Delta scholarships began classes at the Western Michigan University College of Aviation in June.

Another program unique to Delta Air Lines is the Delta Technical Career Academy (D-TCA). Delta partners with select high schools around the country to provide better educational opportunities for students interested in pursuing a career in aviation technology. Partnerships have been established between these high schools and post-secondary schools that are certified to train students for their Federal Aviation Administration license. Delta provides financial assistance, internships, job shadowing, and facilities tours. Employees provide program support by serving as mentors in the classrooms, sharing real-life experiences with the D-TCA students.

Last summer, Delta sponsored an Ace Camp in conjunction with the Organization of Black Airline Pilots. The Ace Camp brought 30 boys and girls from the Atlanta area together for 5 days to gain first-hand knowledge of what it takes to be successful in the field of aviation. The week concluded with "The Delta Dream Flight," where a Delta jet flew the students to Washington, D.C. to visit the National Air and Space Museum. The children met Congressman John Lewis and enjoyed lunch with former Secretary of Transportation, Rodney Slater.

Andrew Jackson Partner Lead for the Americas Diversity Committee

Accenture

As the Partner in charge of the Americas Diversity Committee (ADC), it is my overall goal to foster a culture at Accenture where individuals in the organization have an equal chance of being successful based on merit. Our culture should demonstrate to everyone that Accenture is a fair and equitable place to work and achieve career goals. If we live out our core values, which include showing respect for all individuals and working with the best people, we can create the type of organization where each of us has this important opportunity to succeed.

The ADC is actively engaged in helping to create this environment for success. Accenture organized the ADC in 1994 in order to lead our efforts in the area of diversity. I am proud to say that I have been a member of the ADC since its inception. This committee develops and oversees the organization's strategies and initiatives that foster diversity and focuses on recruiting, retention and diversity awareness. Some of our recent strategic initiatives include: Student Internships, Diversity training programs to foster diversity awareness, and career development programs including mentoring.

To me, diversity is all about success for each of our people and business opportunities for the organization. After all, diversity should not be something that we tolerate. Instead, it should be something that we celebrate!"

Learn more about our commitment to diversity at

careersusa.accenture.com/worK ing/work_diversity.html

Accenture is the world's leading provider of management and technology consulting services and solutions. More than 70,000 people in 46 countries deliver a wide range of specialized capabilities and solutions to clients across all industries. Under its strategy, Accenture is building a network of businesses to meet the full range of client needs -- consulting, technology, outsourcing, alliances and venture capital. Accenture's home page address is http://www.accenture.com.

CON EDISON

Con Edison is entering a new century with a growing service area and a stronger-than-ever commitment to provide the best service to its customers.

Since 1969, when the CON EDISON MINORITY/WOMEN BUSINESS PROGRAM started, the program has helped to attract a diverse mix of qualified minority and women-owned firms providing a wide range of products and services.

"Corporate America's pledge to minority and women-owned business is best demonstrated by encouraging them to seek out and participate in sizable contract opportunities," says Joy P. Crichlow, Director of Con Edison's Minority/Women Business Program.

With Con Edison's recent acquisition of Orange and Rockland Utilities, Inc. (O&R), the company has expanded its transmission and distribution business in the Northeast. Con Edison serves more than 3 million customers in an area that now includes southeastern New York State, northern New Jersey and northeastern Pennsylvania, in addition to the five boroughs of New York City and Westchester County. This expansion means more opportunities for minority and women entrepreneurs to do business with Con Edison.

"Our commitment to the inclusion of minority and women-owned businesses enhances competition and offers a broad spectrum of goods and services to our Company," says Ms. Crichlow.

The program's goal is to identify new and non-traditional opportunities in the buying process for minority-and women-owned businesses. Where appropriate, the program can divide contracts to accommodate bidding by smaller companies, or set aside contracts for bidding by smaller companies, or set aside contracts for bidding exclusively by minority and women-owned firms.

For more information about the Con Edison Minority Business Program, please contact Joy P. Crichlow, Director, Con Edison, Minority/Women Business Program, 4 Irving Place, New York, NY 10003; [phone]; e-mail [e-mail], or visit the website at www.coned.com.

TYCO International, Ltd.

Tyco International, Ltd. is a diversified manufacturing and service company. Tyco is the world's largest manufacturer and servicer of electrocial and electronic components; the world's largest designer, manufacturer, installer, and servicer of undersea telecommunications systems; the world's largest manufacturer, installer, and provider of fire protection systems and electronic security services; and the world's largest manufacturer of flow control valves. Tyco also holds strong leadership positions in disposable medical products, diagnostic imaging, bulk pharmaceuticals, wound closure, plastics, and adhesives. Tyco operates in more than 100 countries and employs more than 215,000 people worldwide.

At Tyco, we believe in the power of Diversity. Our Chairman of the Board and Chief Executive Officer, L. Dennis Kozlowski stated our position very clearly, "To be globally competitive, we need to embrace and cultivate the richness that diversity brings to our organization. Tyco has always been committed to promoting a diverse workforce and providing opportunities for everyone to contribute to their fullest potential."

Building a company that thrives on different perspectives and backgrounds means looking beyond today and into the future. To attract and retain top-level talent we've taken a number of steps to promote and encourage diversity, including participating with organizations like INROADS, Catalyst, National Society of Black Engineers, National Black MBA Association, National Eagle Leadership Institute, and the National Minority Supplier Development Council. In addition, we have implemented diversity advisory groups and regularly look at policies, practices, benefits and other systems, and programs that can help reinforce a respectful and supportive work environment.

Diversity is a commitment that Tyco takes seriously. That is why we devote corporate recourses as well as managers' and corporate leaders' time to make diversity a company priority.

To learn more about the outstanding employment opportunities at Tyco, visit our website at www.tyco.com.

Toyota

We believe diversity and inclusion play a fundamental role in our quest to become the most respected car company in the world. We seek to create a culture of inclusion, enabling us to leverage the talents and perspectives of a diverse workforce. We also believe in tailoring our external business strategy in a way that is responsive to the needs of a dynamic and diverse market.

With this in mind, we have formed solid relationships with the Urban League, 100 Black Men of Los Angeles, Mexican American Legal Defense Fund, the National Council of La Raza, and over ten-year relationships with both The College Fund and the Hispanic Scholarship Fund. Our commitment to recruitment includes the annual conferences and career fairs of both the National Black MBA Association and National Society of Hispanic MBAs. In addition to college recruitment activities at various campuses throughout the country, we have partnered with the Florida A&M School of Business and Industry Internship Program. While diversity is crucial to our future success, it must extend beyond Toyota.

Headquartered in Torrance, California, Toyota Motor Sales, USA, Inc., (TMS) was established in 1957 and is the U.S. sales, marketing, and distribution arm that oversees operations in 49 states for Toyota and Lexus products. Regional offices coordinate vehicle sales, and service and parts for dealers in 14 locations nationwide, while regional distribution includes 11 Parts Centers and five Vehicle Centers. Toyota currently has 1,385 dealers that employ more than 122,000 associates.

Johnson & Johnson

When it comes to corporate reputation, few companies have the trust equity that Johnson & Johnson enjoys. Yet, you might wonder where diversity fits into its success formula. The fact is, as with many of the company's shared values, diversity is woven throughout the fabric of Johnson & Johnson's culture; not just because it is fair and ethical, but because it adds value for customers as well as employees.

"There's a pervasive recognition that diversity is much more than a public relations or recruiting issue," says Scott Woody, Director of Recruitment Sourcing at Johnson & Johnson's headquarters in New Brunswick, NJ. "It has a real impact on the company's ability to innovate and deliver products that fit the needs of a diverse and multicultural public."

Johnson & Johnson's decentralized organization is diverse in its own right. With more than 190 autonomous operating units in 51 countries, the company strives to maintain the local culture in each workplace. "The result," says Woody, "is an environment that feels more like that of a small company, yet with the big-company impact and resources that people expect from a company like Johnson & Johnson."

Johnson & Johnson works hard to reflect a broad cultural mix in its hiring. In addition to its extensive community programs that support minority education, Johnson & Johnson supports numerous minority-based professional organizations, such as the National Society of Black Engineers, the National Association of Black Accountants, the NAACP, the National Urban League, and Able to Work (for individuals with disabilities). Where possible, the company lists career opportunities on association websites to promote employment application from its members.

For more information on careers at Johnson & Johnson, as well as the company's efforts to establish a diverse work environment, visit www.jnj.com/careers.

MasterCard

In today's increasingly competitive global marketplace, MasterCard considers diversity a business imperative tied to our corporate strategy of providing targeted, customer-focused services to our members and to consumers around the world.

We view diversity as understanding, respecting, valuing and leveraging differences, and similarities within MasterCard. Our diversity efforts focus on ensuring that MasterCard's work environment, policies, and practices provide each employee with an equal opportunity to use his or her individual skills and experiences to contribute to our business goals.

MasterCard is furthering its efforts to promote and increase diversity globally. To assist in this effort, we established a team dedicated to Diversity and Work-Life efforts, and successfully launched "Leveraging Diversity," an awareness and skills-based training program. In the first year, nearly 2,700 employees at all levels have participated in the 200 sessions tailored to the individual cultural needs of our offices around the world.

Robert Selander, MasterCard's President and Chief Executive Officer, appointed a Diversity Council comprised of a cross-section of line managers from MasterCard's strategic business units worldwide. The Council, which Mr. Selander co-chairs, has developed and implemented a series of initiatives aimed at helping MasterCard compete more effectively within the global payments industry by attracting, developing, and retaining top talents.

MasterCard has tracked its progress against key performance indicators, such as education, strategic inclusion, and career development. We regularly communicate the status of these initiatives to our employees, who are more fully aware and engaged in the concept and practice of diversity.

The Coca-Cola Company

With a business system and brands that reach nearly 200 countries, thousands of communities, and literally billions of people around the world, The Coca-Cola Company understands the value of diversity and has made it a top priority and business imperative. "The key to our success is making Coca-Cola and our other brands relevant and desired in every community", said chairman and CEO Doug Daft. "That means we must have a worldwide team that is representative of our consumers and rich in its diversity of thinking, perspectives, backgrounds, and culture."

Because diversity is such a fundamental business imperative, management compensation is linked to the achievement of diversity objectives, beginning at the top with CEO Daft. And the Company's commitment to diversity is active throughout its business systems. The Company has committed $1 billion over five years to an Empowerment and Entrepreneurship program designed to increase opportunities for minority-and women-owned businesses to become valuable Coca-Cola business partners. As part of the Empowerment program, the Company is building on an established history of strong corporate social responsibility with a $50 million commitment to support nonprofit organizations focused on scholarships for minority youth, neighborhood revitalization programs, and community advocacy which champions educational, social, and economic opportunities for all people.

A unique example of the Company's commitment to provide leadership in the area of diversity management is the Diversity Leadership Academy of Atlanta. Established with a $1.5 million grant to the American Institute for Managing Diversity, the Academy was created to provide leaders from business, non-profit, government, and education, the skills and capabilities required to successfully advance diversity within their organizations and throughout the community.

Finally, The Coca-Cola Company is committed to building an organization culture where everyone is respected and valued for their unique contributions and offered equal opportunities to grow, develop, and make a difference. "We understand that it's not our Company that holds the secret ingredient to our success", said Mr. Daft. "It's that special something that emerges from each and every one of our people."

Bill James Director, Global Diversity

Applied Materials

Applied Materials is the world's largest supplier of products and services to the global semiconductor industry and a leading information infrastructure provider.

Incorporated into Applied Materials' set of eleven core values are two concepts that have helped shape a corporate culture that celebrates diversity as a competitive advantage: Respect for the Individual and Global Awareness. The Company is noted for its many diversity programs that reinforce these core values: recruitment, community investment, supplier diversity and training.

Through its commitment to diversity and corporate citizenship, Applied Materials has earned top rankings on numerous corporate lists. Highlights include, Fortune Magazine's 50 Best Companies for Minorities and America's 100 Best Companies to Work for, Business Ethics' 100 Best Corporate Citizens and Working Woman Magazine's top 30 companies with the best supplier-diversity track records.

"Our global vision is to promote a corporate culture that embraces diversity and enables all members of the workforce to contribute to our business," explains Bill James, head of global diversity for Applied Materials, Inc."

As part of its recruiting program, Applied Materials participates in various on-campus and professional job fairs, as well as various minority and women engineering programs nationwide. To name a few, Applied Materials is involved with National Society of Black Engineers, Society of Hispanic Professional Engineers, and Women in Technology International.

Through efforts to create digital opportunities and narrow the digital divide, Applied Materials has taken a leadership role in the community through a variety of projects. A few examples include, DOT. community, a program with local high-tech partners to donate computers to charities, as well as Community Academy and DC Link and Learn, technology-training programs. The company also offers a number of in-house diversity training programs through the Applied Global University.

Visit our website at www.jobs @appliedmaterials.com for more information about the company and current job openings.

The TJX Companies, Inc.

TJX Minority-Owned and Women-Owned Supplier Program by Virginia A. Nelson, Assistant Vice President, Advisor to the President, Community Relations and National Program Manager for the Supplier Program.

The TJX Companies, Inc., which includes T.J. MAXX, Marshalls, Homegoods, A.J. Wright, winners of Canada and T.K. MAXX in the UK, has made a commitment to the diverse communities we serve in our many stores. We actively work to foster relationships with companies that reflect our diverse client base. TJX belongs to the National Minority Supplier Development Council and The Women's Business Enterprise National Council, which enables the company to gain access to minority and women suppliers nationwide, as well as utilizing various resources thru directories, tradeshows, conferences, referrals and other networking events. Government mandates or quotas do not drive TJX. We understand that developing partnerships with minority-owned and women-owned suppliers will ensure TJX's continued success by providing dependable, quality supply sources for our company and its divisions.

TJX has developed a guide called: Investing in Diversity, TJX Minority-Owned and Women-Owned Supplier Program.

If you contact us at:

The TJX Companies, Inc.
Corporate Community Relations
Department
Route 2E
770 Cochituate Road
Framingham, MA 01701
508-390-2467

We will send you a copy, which will help guide you about any supplier qualifications, as well as our expectations and procedures for doing business with any of our divisions.

May Snowden Chief Diversity Officer

Eastman Kodak Company

Last year, Kodak reaffirmed its commitment to diversity by naming May Snowden as the company's first Chief Diversity Officer. She guides and directs Kodak's progress towards its diversity goals with the aims of fully engaging the talents of all employees and maximizing the support we enjoy from the external communities we serve.

"At Kodak," Ms. Snowden says, "our commitment to diversity means shaping our culture so that all stakeholders contribute fully to our success as a global leader in imaging. I believe that holding ourselves accountable for higher diversity standards will lead to a healthier business, and to healthier communities as well."

Over the past three years, the percentage of people of color in mid and senior level Kodak positions in the U.S. has grown by 50%. The percentage of women in management positions reflects a similar increase. Kodak also has a Board of Directors that is more diverse than the average Fortune 500 company.

Each Kodak officer is held accountable for workforce diversity and culture transformation, with results tied to their compensation.

Supplier diversity is another priority for Kodak. Last year alone, Kodak's Supplier Diversity team awarded $243M in contracts to qualified contractors and subcontractors, who are now part of the company's supplier network.

Kodak continues to be recognized nationally for its diversity initiatives. Last year, the company was named one of the 100 Best Companies for Working Mothers by Working Mother magazine, one of the 50 Top Companies for Hispanic Employees by Latina Style magazine and was awarded the Out & Equal Workplace Award by Out and Equal Workplace Advocates.

Mary Jane Muribus, Project Coordinator; Lisa Tealer, Program Manager, Je A'nna Macardie, Senior Manager of Genetech's Diversity Team

Genentech's Diversity Vision

Diversity is core to Genentech's values and culture. We are committed to developing an inclusive work environment where diversity of thought, style, culture, and perspectives are valued and celebrated in support of individual performance and potential, as well as our business goals and mission.

Genentech, Inc, is a leading biotechnology company using human genetic information to develop, manufacture, and market pharmaceuticals that address significant unmet medical needs, such as breast cancer, heart attack, stroke, and asthma.

We are launching a Diversity In Action Plan (DNA) in collaboration with our five Diversity Network Associations: African Americans in Biotechnology (AAIB), Latinos Unidos, Filipino Americans Coming Together (FACT), South Asians Network at Genentech (SANG), and Genentech's Out and Equal Association.

Genentech's DNA Plan:

* Recruiting a Strategic Workforce

-Strategic alliances with national organizations of Black and Hispanic MBA, Sales and Science professionals

-Scholarship Program and Partnership with local Junior Colleges and Universities

* Developing Leadership Capability

-Diversity Curriculum Roadmap for leadership and management

* Including Diversity of Thought, Style, Culture, and Perspective

-Quarterly Diversity Dialogue Forums

-Diversity Network Association Initiatives

* Bridging the Multi-ethnic Healthcare Gap

-Programs for uninsured/underinsured patients

-Identify opportunities for inclusion, awareness, and access

As we celebrate our 25 years of being in Business for Life, we reaffirm Diversity as a high priority, and we will continue to focus our efforts in ways that position our employees, patients, community and shareholders for success.

For opportunities in Sales, Marketing, IT, and Research, see www.gene.com. Genentech, 1 DNA Way, SSF, CA 94080, mailstop 39a. Reference BE0701.