Top executives: speak out. (Special Advertising Section).
More than half of Kodak's sales come from outside the U.S.-outside its home culture. To win worldwide, Kodak needs to employ people who appreciate that buying habits differ and who solicit the best ideas from every person and every group.
"Recruiting and retaining employees of diverse backgrounds will enable us to do what we want and need to do--to grow our company, serve our customers better than anyone else, and help everyone at Kodak develop to their full potential," said Kodak Chairman and CEO Daniel A. Carp. "Fostering an inclusive culture is the right thing to do and the smart thing to do. Our customers and markets span many different cultures and backgrounds, And our workforce is getting more diverse, all the time, as demographics change worldwide."
"Diversity is not about making differences disappear," Carp said. "It's about recognizing and respecting them, and benefiting from those differences. It's not uniformity that we want; It's unity. At Kodak, we are united by our corporate values. And first on that list is `respect for the dignity of the individual'."
Daniel A. Carp, Kodak Chairman and CEO
At Marriott, Diversity is a Business Priority
Marriott International's commitment to diversity is absolute. It is the only way to attract, develop and retain the very best talent available. It is the only way to forge the business relationships necessary to continue our dynamic growth. And it is the only way to meet our responsibilities to our employees, customers, partners and stakeholders.
As a leader in the hospitality industry, Marriott's global diversity goals encompass every business unit worldwide. Our objectives are business focused--by embracing and improving the diversity of our global workforce we add substantial value to the organization. It strengthens our culture and improves our ability to reach a changing and diverse marketplace.
Today, we recognize that being diverse is the key to being competitive, both for winning consumer business and for attracting and retaining talented employees. A. more diverse management team means better business decisions.
Marriott's dedication to global diversity across our company is one of the main reasons why people want to work with us and do business with us. Our success is evident in the recognition we have received for supporting workplace diversity, recruitment, career development and balancing work and family.
Our steadfast commitment to providing opportunities for success is what will continue to make Marriott a leader in the hospitality industry.
J.W. Marriott, Jr. Chairman and CEO Marriott International, Inc.
Ensuring diversity within our employee and customer base is the right thing to do, and it makes good business sense. As the leading global medical technology company doing business in over 120 countries, we recognize the importance of diversity. While millions of people currently benefit from our products and therapies, millions more could benefit but, for various reasons, do not currently have access. Improving patient access requires a concerted effort on our part in order to search out a variety of talented employees and to conduct our business in ways that are inclusive and respectful, as well as highly productive.
A key to our past and ongoing success is communicating effectively across cultural barriers that might otherwise impede acceptance of our life-saving and life-enhancing products. These efforts support Medtronic's longstanding mission to "contribute to human welfare ... by alleviating pain, restoring health and extending life."
Art Collins, Chairman and Chief Executive Officer Medtronic, Inc.
New York Life Insurance Company
Throughout New York Life's history, our values of financial strength, integrity and humanity have served as our guiding principles. A diverse workforce allows the company to put these principles into practice.
New York Life recognizes that society and our customers represent an evolving range of needs, values and perspectives. Our corporate culture embraces people of all races, religions, ages and ethnicities. Supporting a diverse workforce broadens our pool of talent so we can generate new ideas and approaches, better serve our policyholders, and create a vibrant and exciting workplace.
Our commitment to diversity plays an integral role in recruiting and developing talented individuals so they can reach their full potential. Recruitment, career-long training, and--most of all--respect are among the key ingredients of our successful diversity efforts. Our support and encouragement of individual differences and the unique talents of our employees have enhanced our business for over 150 years and will continue to do so into the future.
Sy Sternberg, Chairman and CEO New York Life Insurance Company
Wachovia is committed to building an inclusive organization where we place great value on retaining employees and delivering our best service to customers and communities. Diversity at Wachovia is a business imperative. Aligning with our customer base, engaging our communities, and attracting and retaining talented individuals are critical to our success.
Because I want Wachovia to be the country's best, most trusted and admired financial services company, Wachovia operates according to a set of values everyone shares--including valuing and respecting the individual differences that create a workplace as diverse as the communities we serve. Our Corporate Diversity Council--which I chair--has developed a strategic plan for diversity to underscore this commitment.
The plan is composed of several key actions, including continuing recruitment and development strategies to increase diverse representation at all levels of the company, serving customer needs with targeted products and ensuring diversity among the company's many service providers.
I have challenged all employees to take responsibility for actions large and small that will make Wachovia an inclusive workplace. Our success depends on everyone's commitment.
Ken Thompson President and CEO Wachovia Corporation
Leading The Way, PricewaterhouseCoopers
It's my job as Partner and Chief Diversity Officer of PricewaterhouseCoopers to drive the firm's vision to recruit, retain and advance our future business leaders, but it is also my passion.
PricewaterhouseCoopers has grown an array of programs designed to nurture the need of a diverse workforce. They embrace and build upon the critical importance of diversity and inclusion. Ever evolving, these programs have come to focus on a number of key areas--development, retention and rewards; recruiting; learning and education and worklife quality.
One program is Minority Circles. Minority Circles, a firmwide-sponsored initiative in 13 major cities, focuses on advancement/career development, networking/mentoring, communications/connectivity, and recruiting/retention.
PricewaterhoaseCoapers' approach to Diversity and Inclusion aligns precisely with our business strategy and supports an inclusive work environment while respecting individual perspectives and diversity. Our firm is focused on sending a positive, forceful message to the marketplace about our people as our most valued asset.
Toni L. Riccardi Partner and Chief Diversity Officer PricewaterhouseCoopers email@example.com
At AFLAC, we understand that our success is directly tied to our ability to tap into the diverse talents, skills, backgrounds, viewpoints and perspectives of our employees and associates. Only by nurturing and listening to the many voices that comprise our workforce, our communities, our customers and business partners can we hope to continue the success we have enjoyed since our founding in 1955. While we are honored that various groups have recognized our efforts to maintain an inclusive workplace that provides enriching opportunities for our employees, we realize that these acknowledgements reflect our achievement only during a specific period. Recognitions such as these are only a symbol of the principles by which we conduct our business every day. We are committed to working constantly to build a more rewarding workplace where every employee can grow personally and professionally, achieve to his or her highest potential and contribute to AFLAC's success. This commitment is not just good for our employees and our business it is essential for our future.
Dan Amos, Chairman and CEO of AFLAC
Coors Brewing Company
It Coors, Diversity Management is not a program--it's the way we do business every day. "We understand at Coors that a diverse corporate culture is critical to achieving our goal of becoming a leader in the global beer industry," said Leo Kiely, President and CEO, Coors Brewing Company.
To become the best beer company in the world, we must build the best team in the business. We're continuing to assemble an outstanding team at Coors Brewing Company, and we're looking for people who can lead our business to even greater success. "Our goal is to grow our business profitably and consistently over the long term," said Kiely. "We believe we can continuously improve our performance by investing in our people and creating a challenging--and fun--working environment. Our commitment is to see that Coors remains a place where people excel because they are valued trusted, respected and rewarded."
Leo Kiely President CEO Coors Brewing Company
AstraZeneca is a global company. We research, develop, manufacture, and market prescription medicines for patients in more than 100 countries. To be effective on this global scale, we must operate in a way that mirrors the societies and cultures we serve.
Our culture places a significant emphasis on diversity. AstraZeneca is founded on the collective achievements of each employee. The value we place on each individual's contribution helps us to gain a broad perspective--on our workforce, our customers, and the communities in which we work.
Our employees must represent the communities we serve. To that end, we recruit competitively to attract, retain and develop a diverse work force and talent base to serve these communities and cultures. In addition, our diversity initiatives extend to patient recruitment for clinical trials, consumer marketing and drug development.
We are committed to our communities--and to building the relationships with key customers to support health and education initiatives to benefit those who are underserved or under-represented.
At AstraZeneca, a focus on the fundamentals o four business remains our formula for success--and these fundamentals do not recognize racial, cultural or ethnic boundaries. We are in the business of improving the quality of life for patients through innovative products, developed by talented, committed people.
David Brennan Presidents & CEO AstraZeneca
FBI (Federal Bureau of Investigation) We Believe in Celebrating Diversity.
"We believe in many things. We believe in creating a meaningful environment that values the unique culture each individual brings to today's FBI. We believe that the diversity of the American society should be represented at all levels throughout the FBI, and that our employees should all be given equal access to opportunity for growth and advancement. Today's FBI demands that we become more diverse and we are working harder than ever to be more inclusive--for all people, regardless of color, race, religion, national origin, political affiliation, marital status, disability, age, sex, or sexual orientation. To this end, we are redoubling our diversity efforts within the FBI as well as externally with such organizations as Boys and Girls Clubs of America, Race Against Drugs, the League of United Latin-American Citizens, and the NAACP."
Robert S. Mueller, III FBI Director
"At Edward Jones, we view inclusion as a strategic issue that, when managed properly, results in higher morale, productivity and innovation in the work place. Further, we are dedicated to advancing the principles of inclusiveness in a way that creates an environment where all associates can grow and maximize their potential. Inclusion addresses differences, not only in gender, race and age, but also many other elements that we can leverage to make us a more dynamic and competitive force in the industry.
As we strive to be an employer of choice, Edward Jones wants to attract and retain high-quality individuals in order to build the strongest possible team. At the core of our values is respect for the individual and for individual contribution. Our inclusion initiative flows directly from those values. As competition intensifies, continued success will depend on our ability to attract and retain the best talent from increasingly diverse labor pools in the U.S. and all other markets we serve around the world.
As with any strategic business initiative, we will not reach our goals overnight. Rather, we will take a slow, steady approach, and measure our progress. Through our inclusion initiative, we will maximize the contribution of every Edward Jones associate."
John Bachmann Managing Partner Edward Jones
"At Washington Mutual, diversity is not just a word--it's a commitment."
To deliver on that commitment we maintain an environment in which every person feels valued and respected. Providing equal employment opportunities is consistent with our corporate values and makes our company more successful.
We focus on finding the most talented and innovative people, and provide them with opportunities to succeed, including management training programs and the support of our Diversity Advisory Group.
Our company recognizes, appreciates and benefits from the ideas generated by people from a wide variety of backgrounds and we strive to reflect the communities we serve. By combining a dynamic mix of diverse skills, opinions and perspectives, we're making Washington Mutual a great place to work and a great place for our customers to do business.
Learn why Fortune, Latina Style, Family Digest, Hispanic Business and others have named us one of the best companies for minorities. "You'll find out that when you work at Washington Mutual you can achieve greatness by being yourself."
Kerry Killinger Chairman President and CEO
Pitney Bowes Inc.
At Pitney Bowes, diversity is viewed as a foundational core value and as such, it is linked to the company's strategic objectives. We know that our increasing global presence and the changing demographics of the United States requires Pitney Bowes to develop new, emerging markets in order to grow. We target minority and women-owned firms as suppliers and potential customers and we are also committed to recruiting, promoting and retaining diverse employees and doing business in diverse communities.
We are strategically transforming the company in order to take advantage of growth opportunities in the mail and document management industries. Pitney Bowes is a $4.1 billion global provider of integrated mail and document management solutions and its employees, processes and technologies serve over 2 million businesses of all sizes in more than 130 countries through direct and dealer operations.
Michael J. Critelli Chairman Pitney Bowes
Diversity is essential at Morgan Stanley because we are only as effective as the people we employ. Our workforce consists of highly talented and creative individuals who represent a cross-section of our global community. Our core values--integrity, excellence, entrepreneurial spirit, respect for individuals and cultures and teamwork--help us attract and develop these diverse and exceptional individuals. They have made our Firm a preeminent provider of global financial services.
At Morgan Stanley diversity is driven by senior management. We feel it is important to demonstrate publicly that we appreciate the importance of diversity and understand the impact that it has on our business. We also communicate this message throughout the ranks of our organization and give our day-to-day managers the support and resources they need to be successful in enhancing diversity. Finally, we have a plan and a system of accountability. Because diversity is a strategic business initiative, we know what will be done, when it will be done, who will be responsible for doing it and who will be required to explain our diversity plan's success or failure. This is what makes diversity work at Morgan Stanley.
Philip J. Purcell Chairman & Chief Executive Officer Morgan Stanley
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|Date:||Feb 1, 2003|
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