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Results
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 […]
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 […]
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 […]
Wachovia Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Wachovia Corporation (Practices)
In order to further engage the LGBT community, Wachovia developed GALEA, a network that includes both LGBT-identified employees and straight allies.
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.
IBM Canada – Enhancing Inclusion Through Critical Relationships and Cultural Awareness (Practices)
IBM Canada developed specialized programming to leverage diversity and support diverse groups. Two programs developed to enhance relationships in the workplace include: Diversity Network Groups (DNGs) and Diversity Training for People Managers.
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.
The Chubb Corporation – Lesbian, Gay, Bisexual, and Transgender (LGBT) Inclusion at Chubb (Practices)
Chubb’s LGBT-inclusion initiative, along with its other diversity initiatives, was created to build a truly inclusive workplace environment where every employee feels welcome and comfortable.
Scotiabank – Lesbian, Gay, Bisexual, and Transgender Inclusion at Scotiabank: Scotia Pride (Practices)
Scotia Pride encourages employees from branches across the country to become involved in Scotiabank’s broader community outreach, which enhances brand recognition as an employer and bank of choice where diversity is celebrated.
General Mills Inc. – Success Through Employee Networks (Practices)
General Mills has found that the networks increase employees’ sense of belonging, provide developmental opportunities, and support strategic workforce goals such as retention of top talent.
Citigroup Inc. – Meeting Local Needs: Employee Network Groups at Citigroup (Practices)
Citigroup has network groups in the United States and the United Kingdom. With different workforce needs, the network groups have developed in slightly different ways.
Royal Dutch Shell plc – Mobility Across the Borders: Addressing Global Relocation Barriers for LGBT Employees (Practices)
Royal Dutch Shell plc is a global company, and relocating employees is an important way to transfer knowledge and skills and to develop staff. Shell strives to ensure that all […]
General Motors Corporation – Recruiting, Advancing, and Retaining Women of Color Through the Multicultural Women’s Affinity Group (Practices)
General Motors Company believes that creating an open environment for women of color will benefit all employees. In 2004, the company (then General Motors Corporation), started the Multicultural Women’s Group […]
Booz & Company – Middle East Women’s Leadership Initiative (Practices)
In 2005, the founder of Booz & Company’s Middle East Women’s Leadership Initiative (WLI)—the most senior woman in the region—began engaging the office’s women in a networking forum. This effort […]
The Goldman Sachs Group, Inc. – Networking Initiatives for Multicultural Women (Practices)
The Goldman Sachs Group, Inc., is not new to promoting diversity. In 2007, the firm’s initiative, Securing Talent and Excellence in the Pipeline: The Senior Women’s Initiative, won the Catalyst […]
Campbell Soup Company – Winning in the Workplace, Winning in the Marketplace, Winning With Women (Practices)
Campbell Soup Company’s comprehensive initiative, Winning in the Workplace, Winning in the Marketplace, Winning With Women, has utilized employee engagement, knowledge sharing, and innovation to develop a culture of diversity […]
Telstra Corporation Limited – Next Generation Gender Diversity: Accelerating Change for Women Leaders (Practices)
Telstra’s initiative, Next Generation Gender Diversity: Accelerating Change for Women Leaders, uses an integrated approach to increase women’s representation at senior and pipeline levels and engage men as change agents, […]
Deloitte LLP – The Women’s Initiative: Living the Lattice (Practices)
Deloitte LLP’s The Women’s Initiative: Living the Lattice builds on the success of the Task Force of the Initiative for the Retention and Advancement of Women. The mission of the […]