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WHAT’S NEXT
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Thought Leadership in Workplace Diversity
Making an Impact: Diversity and Inclusion at Halliburton
In 2014, Gibbons plans to continue its significant 2013 efforts to advance the issues of workplace diversity and inclusion through bold and creative thought leadership. Having focused diversity efforts well beyond the firm over the past year, the firm will continue to position itself as a center of thought leadership on the topic of corporate diversity programs by disseminating research and insight, while also serving as a forum for the preeminent experts in the field to advance their messages and further impact workplace and workforce diversity. Creating a Diversity Strategy As a result of the Gibbons effort, Chief Diversity Officer Luis J. Diaz was named Chair of the Strategic Planning Committee for the New Jersey State Bar Association’s (NJSBA) Diversity Committee. He is charged with authoring the strategic plan for diversity that will guide the entire state bar and its member attorneys and firms, overseeing the plan’s practical implementation, and serving as a resource for NJSBA members. Diaz conducted extensive research to design this plan, determine best practices, and identify programs appropriate for adoption or replication by the NJSBA. The resulting strategic plan, which is nearing implementation, will focus on the higher attrition rates diverse attorneys experience in corporate law firms compared to their non-diverse peers, suggests possible reasons for this “revolving door” phenomenon, discusses the negative business implications of decreased diversity, details several steps organizations can take to manage key business processes in a way that can help eliminate retention disparities, and recommends ways in which the bar could serve as a resource for implementing these tools at local law firms. A Force for Diversity and Inclusion Internal efforts to strengthen the NJSBA will focus on institutionalizing efforts to increase access and inclusion (for example, through the designation of a Chief Diversity Officer); increased participation and leadership on diversity issues by diverse members; and member education and communication regarding issues and goals. External initiatives to assist NJSBA member firms and attorneys will include the creation of guidelines and tools for critical business processes in law firms, including work assignments, associate evaluations, and quality reviews; uniform diversity metrics; uniform standards for corporate legal departments in the use of RFPs, which increasingly impact the business of law; and pipeline and mentoring programs for outreach to future attorneys. PDJ
The most pressing objective with regard to diversity and inclusion at Halliburton is to see consistent, meaningful progress toward a fully diverse global workforce. To date, the company has built terrific momentum in its diversity and inclusion efforts, in terms of both internal awareness and external recognition. In 2013, Halliburton has been recognized for several individual and corporate achievements. Myrtle L. Jones, Senior Vice President, Tax, was named by Profiles in Diversity Journal as one of its Women Worth Watching for 2013. Professional Woman’s Magazine and Hispanic Network Magazine named Halliburton among the Top Energy, Gas and Oil Companies for women and minority employees, and Woman Engineer magazine ranked Halliburton number 40 on its 22nd annual list of “Top 50 Employers.” The Company was also a finalist for the 2013 NACE Innovation Excellence Award for Diversity. Going Global with Diversity Champions In the coming year, Halliburton plans to reinforce the progress already made in North America and expand it globally by growing its Diversity Champions programs. With these boots on the ground, the company will be able to provide onsite support for events specific to each region’s needs. Recognition and New Tools for Women and Veterans The June 2012 launch of Women Sharing Excellence (WSE) created an excellent recruiting and retention tool for the company’s female employee base. WSE is a diversity resource network for Halliburton professionals, dedicated to promoting employee development—especially the acquisition of leadership competencies—and improving female employee retention. Although the network was started by and for women, it is open to all Halliburton professionals. Also during 2012, the company launched the Halliburton Veterans Leadership Forum, which provides tools and opportunities for professional development to maximize veterans’ contributions in achieving Halliburton’s goals for growth, profitability, and leadership. One of the most persistent ongoing challenges—shared industry wide—is to encourage more women to enter not just the oil and gas industry, but the science, technology, engineering, and mathematics (STEM) professions in general. Halliburton is working with universities in the U.S. and around the world to familiarize both schools and students with the breadth of opportunity offered by the industry. Through continued partnership and collaboration, Halliburton is doing its part to create an increasingly diverse workforce for the oil and gas industry while fostering an inclusive work environment for its employees. PDJ
November/December 2013
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