DEI Strategy

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 […]

A central component of Infosys’ strategy was the creation of the role of global counselors, who ensure that women and men are effectively supported in their careers and personal lives.

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 […]

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: […]

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 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, […]

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 […]

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 […]

By focusing on energy more than time, Communispace creates an environment where the employees bring high energy to work.

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 […]

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.

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.

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.

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.

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.

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.

In order to further engage the LGBT community, Wachovia developed GALEA, a network that includes both LGBT-identified employees and straight allies.

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.

Engaging allies is a vital piece of the E&Y LGBTA initiative.

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 […]