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staffing space. About one-quarter of Kelly’s diverse supplier spend falls into its commercial division, which typically has thinner margins; while three-quarters falls into our professional and technical division, with higher margins. Kelly plans to update the Summit curriculum to stay current with changing market demands. The company has launched a quarterly newsletter for its supplier community and will continue to identify new markets in which to host future Summits and gain access to new suppliers.
New Jersey Department of Environmental Protection Diversity Action Plan (DAP) ON AMERICA’S FIRST OFFICIAL “EARTH DAY”—APRIL 22, 1970—THE NEW JERSEY DEPARTMENT OF ENVIRONMENTAL PROTECTION (NJDEP) WAS BORN. Since that day, NJDEP has managed natural resources and solved pollution problems. NJDEP has a staff of approximately 3,500 and is a leader in the country for its pollution prevention efforts and innovative environmental management strategies. The DAP was formally introduced in the spring of 2006. It evolved out of concerns form minority employees about fairness in the workplace on issues related to promotional opportunities and other human resource concerns. The DAP is a compilation all of the issues, concerns and recommendations from employees who provided comments. All employees were provided opportunity to make comments to the plan. The DAP has the support of the entire management chain right up to the Governor of New Jersey, who has been a key advocate for a diverse workforce. In fact, the New Jersey Department of Personnel (NJDOP) is looking to the Department of Environmental Protection as a model for state government on this issue. The DAP has resulted in changes in the hiring process. The organization aggressively sought out minority applicants for new openings. As a result, it produced a 10 percent increase in minority employees. The success rivaled that of New Jersey’s major corporations with advanced diversity programs. The DAP also establishes a performance measurement and accountability process, which provides a system for measuring and monitoring the department’s progress related to the DAP. The plan also establishes a system to integrate diversity performance standards for supervisors and managers throughout the Department.
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New York Life’s Networking for Innovation Employee Network Groups THROUGH THE FORMATION OF FOUR EMPLOYEE NETWORKING GROUPS (ENGS), New York Life is taking further steps to foster employee diversity to best develop its next generation of leaders. The ENGs are: the African American Employee Network Group; Hispanic Employee Network Group; Asian Employee Network Group; and Gay, Lesbian, Bisexual and Transgender Employee Network Group (GLBT). The ENGs are an important part of the overall mission of the Office of the Chief Diversity Officer, which is to guide the continued progress of the company in the areas of recruitment; training of a diverse workforce; development and promotion of minority and women employees; and the maintenance of an environment of inclusion. Each of the four ENGs has a sponsor from the Executive Diversity Council (EDC). The EDC is made up of executive management members and the chief diversity officer. The company gives each group financial resources to sponsor events. The ultimate goal of the Diversity Office is to continue to foster a “level playing field” based on merit regardless of race, gender, age, sexual orientation, or any other protected status. By fostering this type of environment, New York Life achieves positive results, both within and beyond the confines of diversity. The ENGs are a positive forum for career development, recruitment, information sharing, education and the exchange of ideas. This year, each ENG has already held a networking event and has planned future events. “We will continue to attract and retain the best and brightest employees as long as we have an inclusive culture, one that celebrates diversity,” says Chief Diversity Officer Katherine O’Brien, who oversees the program. Developing and promoting minorities and women is good for business and recruiting, she adds. “It sends a message that New York Life is inclusive and understands that the world in which we operate is made up of a wide variety of people.” NEW