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KPMG’s Future Diversity Leaders Program 4th Place
Lockheed Martin’s Diversity Maturity Model 5th Place
KPMG LLP CONTINUES ITS COMMITMENT TO DIVERSITY AND the opportunities available to minority students with the launch of the Future Diversity Leaders Program (FDL). Following in the tradition of KPMG’s successful Ph.D. Project—created more than a decade ago to increase the number of African Americans, Hispanic Americans, and Native Americans on business school faculties—and expanding on the firm’s Fast Forward National Leadership program, FDL is designed to support high-performing college freshman who demonstrate a commitment to diversity and may be interested in pursuing a career at KPMG. Fifty students will be selected each year to participate in a three-year program that includes an annual leadership conference, internship opportunities for as many as three years, and scholarships totaling as much as $6,000. This year, the inaugural FDL event begins with a three-day conference in Hollywood, Calif., that will focus on preparing participants with the skills and perspectives they’ll need to become business leaders. After the conference, each student will receive a $1,000 scholarship and be provided with the opportunity to interview for a summer 2008 internship. This first internship will give participating students a head start by providing them with rotational opportunities through a job shadow program, as well as a mentoring relationship with a KPMG professional. In addition, the students will be mentored by one of several Future Diversity Leaders’ faculty advisors who have been selected to serve based on their involvement with and commitment to diversity in higher education. These professors also are charged with identifying and nominating students for the program; students must have a cumulative 3.5 or higher grade point average and be interested in pursuing a career in business to be considered for entry to the program. More than 30 universities will be represented and participating in the Future Diversity Leaders program in 2007, and KPMG’s goal is to have more than 150 students in the program at different levels by 2009.
LOCKHEED MARTIN’S DIVERSITY MISSION IS TO CREATE A ‘ONE COMPANY, ONE TEAM’ ALL-INCLUSIVE ENVIRONMENT where diversity contributes to the Lockheed Martin vision; this goal is being accomplished through the Diversity Maturity Model™. Lockheed Martin is facing a shift in demographics resulting from vast numbers of the workforce approaching retirement. In order to create the change needed to make D&I a competitive advantage, the corporation developed the Diversity Maturity Model™ (DMM). The DMM measures and tracks four characteristics (Leadership Commitment, Organizational Climate and Culture, Workforce Strategy and Development and Customer Experience Management), with five levels of maturity for each characteristic. All levels have behavioral descriptions explaining what conditions will exist in an organization to achieve certain levels. The corporation is evaluated on a yearly basis to determine DMM levels, with a portion of executive incentive pay tied to a specific goal. DMM levels have been assessed for 2005 and 2006 and have shown improvement. In 2006, the overall corporate maturity assessment indicated Lockheed Martin “embraces” diversity. This achievement indicates strong support from our Chairman, President and CEO Bob Stevens and the entire Lockheed Martin Community. The most significant indicator of success is derived from the surveys that show continued improvement and benefit from Lockheed Martin’s diversity and inclusion activities— spanning from recruitment and new hire orientation to engaging long-term employees. More information can be found at www.lockheedmartin.com.
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