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Results
Best Buy – Enhanced Flexibility: Results-Only Work Environment at Best Buy (Practices)
Implemented in 2002 in response to employee survey data in which employees indicated that greater trust and flexibility would make Best Buy an employer of choice, Best Buy’s “Results-Only Work […]
Capital One – FWS Flexible Work Solutions (Practices)
Capital One created its Flexible Work Solutions (FWS) initiative to enhance organizational performance and real-estate asset utilization while supporting better work-life integration for its thousands of associates.
Axiom – A New Model in Law Firm Work-Life Effectiveness (Practices)
Axiom’s practice is a modern interpretation of the traditional law firm that offers clients the flexibility of outside counsel with the integration and cost efficiency of in-house counsel. Unlike traditional […]
Deloitte & Touche LLP – Mass Career Customization at Deloitte: A New Model for Building Careers and Developing Talent (Practices)
Deloitte’s Mass Career Customization (MCC) framework deconstructs careers into four primary dimensions (pace, workload, location and schedule, and role) to provide a structured approach that facilitates collaboration between employees and […]
Beyond Generational Differences: Bridging Gender and Generational Diversity at Work (Report)
As a result of demographic shifts, technologies, and focus on team-based approaches, generational diversity has become salient in many organizations.
Manpower – Talent Development Program (Practices)
Manpower’s Talent Development Program helps objectively identify high-potentials and create and sustain a pool of talented, experienced employees from which to fill open positions. The program has four main components: […]
Ernst & Young LLP – Inclusiveness Roundtable Champions (Practices)
During annual performance review meetings—called Roundtables—each Ernst & Young business unit across the United States and Canada provides an Inclusiveness Roundtable Champion (IRC). IRCs actively participate in Roundtable discussions to […]
RBC (Royal Bank of Canada) – Integrating Diversity and Inclusion into Talent Management (Practices)
RBC’s diversity priorities include being a recognized leader in workforce diversity at all levels of the organization; being the financial institution of choice for diverse client markets; and leveraging diversity […]
PepsiCo, Inc. – People Processes (Practices)
PepsiCo has established very robust People Processes that integrate multiple HR initiatives including performance management, talent development, and career development. Differentiating factors include: a partnership growth model in which employees, […]
Corning Incorporated – Street Smarts (Practices)
Corning’s Street Smarts series is a collection of programs aimed at equipping women employees with the skills and awareness necessary to work most effectively at their level of responsibility. With […]
Communispace Corporation – Recognizing Employees, Building Business (Practices)
By focusing on energy more than time, Communispace creates an environment where the employees bring high energy to work.
Intel Corporation – Intercultural Awareness and Training: Part of Life at Intel (Practices)
Intel Corporation offers programs on intercultural training and weaves lessons on cultural awareness into its general training and learning curriculum. Intercultural content is featured in Intel’s business-skills courses on topics […]
HSBC North America – Valuing Diversity Champions: Diversity Ambassador Awards Program (Practices)
Diversity is part of HSBC – North America’s corporate brand and values. The Diversity Ambassador Award program rewards and recognizes employees who are living the values and bringing passion for […]
Humana, Inc. – Building High Potential Talent With the Women in Leadership Program (Practices)
Humana, Inc., began its executive coaching program, Women in Leadership, in 2006. Participants were selected based on potential to advance within the company. During the sessions, executive coaches equipped them […]
Lenovo – East Meets West: Creating Global Cultural Chemistry (Practices)
Lenovo, one of the world’s largest personal computer (PC) manufacturers, launched its cultural diversity and inclusion initiative in 2006 with the objective of become a global company, without borders. It […]
Deloitte & Touche LLP, Canada – The Role of Chief Diversity Officer (Practices)
In January 2008, Deloitte & Touche LLP, Canada, announced its creation of the role of Chief Diversity Officer (CDO). At the time, few other Canadian organizations had similar positions. The […]
Strategy Matters: Evaluating Company Approaches for Creating Inclusive Workplaces (Report)
Strategy Matters: Evaluating Company Approaches for Creating Inclusive Workplaces synthesizes the latest thinking about the critical success factors and activities for managing change from research, D&I and management consulting practices, Catalyst […]
KPMG LLP Canada – Lesbian, Gay, Bisexual, and Trans-Identified (LGBT) Inclusion at KPMG LLP Canada: pride@kpmg (Practices)
pride@kpmg supports the needs of LGBT-identified employees by acting as an informational resource, functioning as a formal network, and providing informal mentoring opportunities.
DuPont – DuPont Women’s Network (Practices)
The DuPont Women’s Network strives to reach out and connect women at DuPont across the globe. Global teleconferences are open to all members of the network, although they generally focus on North American activities or issues.
Ernst & Young LLP – Lesbian, Gay, Bisexual, and Transgender Inclusion at Ernst & Young: bEYond (Practices)
Engaging allies is a vital piece of the E&Y LGBTA initiative.