Title Details

REDIA ANDERSON, executive coach and nationally recognized leader in the field of inclusion and diversity, is a former chief diversity officer (Deloitte, Equiva Services—joint venture between Shell/Texaco/Saudi Aramco) and has worked with Fortune 500 corporations, partnerships, and universities. Redia is Managing Partner of Anderson People Strategies, LLC, where she helps organizations align people, performance, and results. Redia has been featured in national publications such as Working Mother and DiversityInc magazine.

LENORA BILLINGS-HARRIS is a diversity strategist and international speaker who helps organizations make diversity a competitive advantage. Diversity Woman magazine named her as one of twenty top influential diversity leaders in 2008, and she is a past president of the National Speakers Association. Lenora serves on the adjunct faculties of the business schools of Averett University and the University of North Carolina at Greensboro.

Foreword xiv

Acknowledgments xvi

Preface xix

1 Meet the Trailblazers 1

Michael Collins, American Airlines 2

Elizabeth A. Campbell, Andrews Kurth, LLP 5

Ana Duarte McCarthy, Citi 7

Steve Bucherati, The Coca-Cola Company 8

Gilbert ‘‘Gil’’ F. Casellas, Dell 10

Kiersten Robinson, Ford Motor Company 12

Ron Glover, IBM 14

Deborah ‘‘Deb’’ Dagit, Merck & Company 15

Susan Johnson, Pitney Bowes 18

Francene Young, Shell 19

Rohini Anand, PhD, Sodexo 21

Magda Yrizarry, Verizon Communications, Inc. 23

2 The CEO’s Role in Success: Commitment 27

CEO Commitment Is Four-Fold 28

Commitment Signals Importance 35

Walking the Walk 37

3 Trailblazers: Chief Diversity Officer’s Role in Success 41

Building, Collaborating, Leading, and Leaving a Legacy 41

7.5 Critical Competencies of Effective CDOs 45

In Their Own Words—On Being an Effective Leader of Inclusion and Diversity 58

4 Communicating the Vision 67

A Variety of Communications Vehicles Are Required 69

5 Accountability for Results 75

Hard Impact from the ‘‘Soft’’ Stuff 75

It Takes a Village 76

Embracing Resistance 84

Why Resistance Occurs 85

6 Middle Managers: Much-Maligned Malcontents or Implementation Powerhouses? 89

Focus 94

Road Maps and Milestones 95

The ‘‘Numbas’’: Numbers and Metrics 96

Performance Management and Recognition 97

7 Changing the Culture through Education: Why Diversity Training Doesn’t Work—and How to Fix It 101

The Myth about Inclusion and Diversity Training 101

Training as a Tool to Reduce the Threat of Lawsuits 103

Many Leaders Want to Follow the Path of Least Resistance 104

How to Make Inclusion and Diversity Education Worth the Investment 105

Including Education and Training Measures in the Audit 106

One Size Does Not Fit All 107

Develop Processes Your Leaders Will Use to Reinforce the Learning Immediately and Long Term 107

Develop an Effective Evaluation Process 108

Identify the Facilitators for Delivery of Inclusion and Diversity Efforts 109

Evaluate All Company Training and Education from a Diversity Perspective 110

Develop Scorecards for Diversity and Inclusion Training 110

What Trailblazers Are Saying and Doing 111

8 Sticky StrategiesTM to Keep Your Pipeline Filled 119

Finding the Right First Step 120

Sticky StrategiesTM That Work 121

Mentoring, Sponsoring, and Coaching 127

Succession Planning 130

Representation Tracking 130

9 Community Involvement and Social Responsibility:

Is It Just Good Public Relations or Is There More? 133

Community Involvement: A Responsibility and Good Business 133

Linking Diversity Efforts and Community Involvement 134

Leading the Way through Supporting Professional Associations 136

Building Bridges through Learning and Trust 138

Engaging Employees for Increased Commitment 140

Connecting to Global Communities 141

10 Global Diversity and Inclusion 143

Adopting a Global Mindset 143

Technology and Global Diversity 144

Differences Matter 145

Inequality Is Global 146

Generalize; Don’t Stereotype 147

Journey from Equal Employment Opportunity to Inclusion and Diversity 147

Customers Exercise Their Choices 149

Global Diversity and Talent Management 150

Accelerating Results 151

11 Marketplace/Brand Eminence 153

Relationship of Inclusion and Diversity to the Marketplace 154

Evaluations and Recognitions: Double-Edged Swords? 157

Making the Words and the Music Match 157

12 And the Reseach Says : Facts vs. Myths 161

Introduction 161

Are Leaders of Color the Best Leaders of Diversity Initiatives? 162

Deep-Level Diversity versus Surface-Level Diversity Perspectives 163

Universities Employing Professionals of Color: What Are Their Results? 166

Strategic Priorities of Diversity and Inclusion 166

Type and Extent of Diversity Activities 168

Is It All about the Money for Employees of Color? 170

Are All Employees Sensitive to Diversity Climate Issues? 171

The Impact of Diversity on Climate for Employees of Color and the Outcomes 173

Research Setting: U.S. Business Schools 175

Research Summary 176

13 Diversity and Inclusion Councils: Internal and External 181

Strengthening Connectivity inside the Organization 181

External Diversity Councils: Inviting the Outside In 185

Fast-Forward 187

14 Employee Resource Groups or Networks 193

Networks for Business Advancement 194

ERGs 195

Types of Employee Resource Groups 196

Chaired by Senior Management 198

A Deeper Look at ERGs/Networks and D & I 199

Rewards and Recognition 200

A Question of Faith 201

Tracking Employee Resource Groups 202

More than One Way to Achieve Results 202

Budgets for ERGs 203

A Word about Social Networking 203

15 Supplier Diversity: A Strategic Procurement Choice 205

First Tier, Second Tier—Where to Focus? 206

Supplier Diversity at Its Core 207

Does Supplier Diversity Translate into Results for the Business? 209

Opportunity Is the Key Word 209

Reaching Out to Diverse Suppliers 210

Defining Goals within a Company 211

Measures of Success 212

Appendix: Study Methodology and Samples 215

Notes 219

Index 223