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速 Winter 2016


Call for Nominations


15th annual 2016

We invite your organization to participate in our 15th Annual Women Worth Watching® special celebration issue. Nominate one of your most influential women executives today! This special issue will showcase the 2016 Women Worth Watching from companies, organizations and non-profits around the world. Those nominee’s selected for participation will receive a detailed and professionally written feature article in the publication, complete with their color photograph and corporate logo. The write ups dedicate an entire page to each woman and bring acclaim to their companies for promoting women leadership within the ranks.

Learn more about this special edition and nominate one or more of your women achievers today. For the nomination form – just go here:


publisher's column

Since 1999

PURSUIT OF Excellence


All Things Diversity & Inclusion FOUNDER/CEO/PUBLISHER

James R. Rector EDITOR

Ruth Hawk

It’s an exciting time here at PDJ as we’ll be expanding this year with more in-depth feature stories, new award opportunities, and new specialty sections. While we’ll continue to delve into the key diversity and inclusion areas, we’ll be increasing coverage throughout the year of the most captivating topics in the changing D&I world. Our popular Women Worth Watching edition will also be expanding with D&I sections for STEM, law, government, banking, insurance, and energy. And of course we’ll be focusing throughout the year on millennials, as they’ll be comprising 75 percent of the workforce by 2025. We’ll be centering in on the shift from traditional D&I models and millennials’ impact on innovation, engagement, and business outcomes. Our new editor Ruth Hawk brings much insight to the market and a wealth of journalism experience to our team. Her door is literally always open, so send her a message if there’s something you feel is worthy of coverage ruthhawk@diversityjournal.com. Throughout the year, she’ll be focusing on why diversity matters – digging into the demographic shifts, advances in technology, and the impact of globalization. Speaking of change, throughout this edition of PDJ, we feature our 2016 Diversity Leaders for their devotion to the D&I voyage. This year’s award recipients are front-runners at 25 companies around the world, each with differing diversity agendas and in differing stages of the process. They’re among the people confronting many of the world’s D&I challenges. They’re visionaries creating unique value both within the companies they represent and in society as a whole. Along the way, they’ve become trailblazers in creating value, capturing new markets, and successfully adapting to change. One thing they share in common is a pursuit of excellence in D&I. Each of these and men women possess a wide-range of abilities for having a broad cultural understanding of world views; interpreting different communication styles; and overseeing unique ways of thinking, being and doing. They come from a wide-range of business sectors, some geographically worlds apart from one another. These are the people serving as strategic partners in inspiring others to work toward D&I change in the corporate scene. Our congratulations to each of the PDJ Diversity Leaders! What a difference great leaders make! James R. Rector, Publisher and Founder profiles@diversityjournal.com

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Dave Potokar Human Resources

Vicky DePiore

Executive assistant

Elena Rector


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twitter.com/diversityjrnl scribd.com/diversityjournal facebook.com/diversityjournal linkedin.com/diversity-journal Profiles in Diversity Journal® is a quarterly magazine dedicated to promoting and advancing diversity and inclusion in the corporate, government, nonprofit, higher education, and military sectors. For more than 18 years, we have helped to stimulate organizational change by showcasing the visionary leadership, innovative programs, and committed individuals who are making it happen.



in this issue Since 1999



All Things Diversity & Inclusion


01 | publisher’s column 06 | DIVERSITY LEADER AWARDS 62 | CONTRIBUTED FEATURE: Debra S. Friedman Cozen O’Connor 64 | Featured Profile: Chris Michel Brown Brothers Harriman & Co 67 | corporate index

2016 diversity leader awards

06 pursuit OF excellence



2016 Diversity Leader Awards 08 10 14 16 18 20 22 24 26 28 30 32 34 4

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Aflac - JoAnne Hill BB&T (Branch Banking & Trust) - Cynthia Williams Capital One - Lane S. Hopkins Comcast NBCUniversal - Maria Arias Dechert LLP - Dennis Hranitzky & Kathy Burroughs EY - Karyn Twaronite Excellus BlueCross BlueShield - Joseph Searles Fish & Richardson - Ahmed J. Davis HP Inc. - Lesley Slaton Brown Krungthai Axa Life Insurance - David Korunic Liberty Mutual Insurance - Dawn Frazier-Bohnert Mayer Brown LLP - Jeremiah DeBerry Mitchell Silberberg & Knupp LLP - Samantha Grant


38 40 42 44 46 48 50 52 54 56 58 60

| | | | | | | | | | | |

MUFG Union Bank, N.A. - Mike Sebring NBCUniversal - Craig Robinson New York Life Insurance Company - Kathleen Navarro Norton Rose Fulbright US LLP - Gina Shishima Prudential Insurance - Michele Meyer-Shipp Public Service Enterprise Group - Ellen Lambert Reed Smith LLP - Deborah Broyles Sullivan & Cromwell LLP - Tracy Richelle High The Walt Disney Company - Paul Richardson ThermoFisherScientific - Alan Nevel Walgreens Co. - Steve Pemberton Williams Osler Health System - Susan DeRyk

Be innovative. Be inspired. Belong. 3M is where individuality is celebrated. Where you’ll connect and take risks. Where you can truly be yourself and be heard. Where you’ll shine.

I’m in. Are you in? Connect with us Explore opportunities at 3M.com/careers

© 3M 2015. All rights reserved. 3M is a trademark of 3M.

8th Annual DIVERSITY LEADER AWARDS PURSUIT OF EXCELLENCE On the following pages, we shine the spotlight on our 2016 Diversity Leaders. These individuals are embracing the significance of building diverse and inclusive cultures with programs that have potential to extend beyond the companies they represent. They are all at differing stages in a pursuit of excellence in their D&I programs. They are meeting the challenges posed by an increasing reach of multinationals and the need to tap competing new talent. They are broadening thinking and building high-functioning D&I teams that are enhancing their corporate brand and reputation. They are the PDJ 2016 Diversity Leaders. These women and men are tapping a broader pool of talent and ensuring employees are able to participate and contribute to their fullest potential. They’re broadening an understanding of world views, interpreting different communication styles, and overseeing different ways of thinking, doing, and being.


Highlights among them include: • Ernst & Young’s Karyn Twaronite enhancing its inclusive culture across 150 countries. • HP’s Lesley Staton Brown infusing energy into the company’s value system with global initiatives calling for “Everybody In!” • Thermo Fisher Scientific’s Alan Nevel centering D&I around “inclusion first.” • Mayer Brown’s Jeremiah A. DeBerry spearheading diversity as a change agent in the legal sector. • Capital One’s Lane Hopkins demonstrating accountability through the philosophy - the more diverse the crowd, the more wisdom you generate. • Walgreens’ Steve Pemberton’s global framework unleashing inclusive collaboration, innovation and opportunity. • Reed Smith’s Deborah Broyles demonstrating diversity at all levels of an organization. • Aflac’s Jo Anne Hill contributing to D&I success in an ever-changing global market. • Comcast NBCUniversal’s Maria Arias putting D&I principles into


practice daily with a focus on the audience and the future. • Mitchell Silberberg & Knupp’s Samantha Grant leveraging diversity with commitments that go beyond rhetoric. • Excellus BlueCross BlueShield’s Joseph Searles looking beyond the obvious with successfully leveraging and managing a diverse workforce. • Public Service Enterprise Group’s Ellen Lambert driving business success through the energy company’s D&I values and principles so employees feel the experience. The list continues…But what they all have in common is a PURSUIT OF EXCELLENCE in D&I. We proudly profile all of the PDJ 2016 Diversity Leaders throughout this edition. Ruth Hawk Editor Profiles in Diversity Journal

Profiles in Diversity Journal proudly presents THE 2016 DIVERSITY LEADER AWARD RECIPIENTS

Aflac - JoAnne Hill BB&T (Branch Banking & Trust) - Cynthia Williams Capital One - Lane S. Hopkins Comcast NBCUniversal - Maria Arias Dechert LLP - Dennis Hranitzky & Kathy Burroughs Ernst & Young LLP - Karyn Twaronite Excellus BlueCross BlueShield - Joseph Searles Fish & Richardson - Ahmed J. Davis HP Inc. – Lesley Slaton Brown Krungthai AXA Life Insurance - David Korunic Liberty Mutual Insurance - Dawn Frazier-Bohnert Mayer Brown LLP - Jeremiah DeBerry Mitchell Silberberg & Knupp LLP - Samantha Grant MUFG Union Bank, N.A. - Mike Sebring NBCUniversal - Craig Robinson New York Life Insurance Company - Kathleen Navarro Norton Rose Fulbright US LLP - Gina Shishima Prudential Insurance - Michele Meyer-Shipp Public Service Enterprise Group - Ellen Lambert Reed Smith LLP - Deborah Broyles Sullivan & Cromwell LLP - Tracy High The Walt Disney Company - Paul Richardson Thermo Fisher Scientific - Alan Nevel Walgreen Co. - Steve Pemberton William Osler Health System - Susan DeRyk



Jo Anne Hill, PMP, SWP Aflac Director of Diversity and Employee Engagement AFLAC, INC. Headquarters: Columbus, GA Business: Insurance CEO: Daniel Amos Employees: 9,400 in U.S. and Japan Website: aflac.com Over the past decade, Aflac has made significant strides in embracing diversity both in the United States and Japan. The Georgia-based company maintains a diverse workforce that continues to contribute to its success in the everchanging global marketplace. “The key to Aflac’s success is a willingness to strive for diversity of thought in everything we do,” said Aflac’s Director of Diversity and Employee Engagement Jo Anne Hill. “I am always looking through the diversity lens. But at Aflac, diversity has never been about checking off boxes; it is about approaching problems with a variety of perspectives,” she added. Aflac has been repeatedly recognized for overall diverse representation, including its employee base, senior management, corporate board and suppliers. The company, which is comprised of 67 percent women and almost 40 percent minorities, has been a


AFLAC EMBRACING COMMUNICATION, COLLABORATION AND ENGAGEMENT champion of diversity and inclusion since 2001 and continually expands the scope of its D&I initiatives to reflect the ever-changing global marketplace.

“The greatest synergies will come as we work across time zones to create efficiencies and processes as well as cultivate new ideas to achieve business value,” Hill said.

“The success of the company can be seen in our acknowledging differences by fostering an environment and culture in which we can show mutual respect and connection to achieve common goals,” Hill said.

Aflac Japan conducted its first Global Diversity Women’s Conference last year, where D&I initiatives from the U.S. and Japan were openly discussed and reviewed. The purpose was to increase awareness of the need for global diversity, particularly as it relates to advancement opportunities for women.

EXPANDING OPPORTUNITIES FOR WOMEN IN JAPAN An example of the company’s multicultural diversity efforts is Aflac’s increased collaboration endeavors between the United States and Japan. Aflac Japan, which recently celebrated its 40th anniversary, has recently been in the spotlight after expanding opportunities for women in the workplace, according to Japan’s Ministry of Economy, Trade and Industry.


UPCOMING WORKFORCE INITIATIVES Aflac hosts a variety of D&I events for its employees, including the Women’s Tea, an event sponsored by its corporate Diversity Council. The event launched two years ago at its Georgia headquarters and is expanding this year to its satellite offices in South Carolina, New York and Nebraska.

Philosophy: Teamwork makes the dream work. One of its 2016 initiatives includes educating employees from Aflac’s satellite offices and new market offices, which consist of 60 offices with staff members who are part of the company’s workforce of nearly 10,000 people. “We want to ensure that they have a better understanding of diversity and inclusion programs and goals,” Hill said. The greatest challenge the company has is engaging employees at all locations. One way they are turning the challenge into an opportunity is by hosting a companywide diversity meeting with the diversity representative from each of its locations, the corporate diversity officer and the Diversity Council. The company, known for its whimsical duck advertising campaign, celebrated its 60th anniversary last year. Aflac is the leading provider of voluntary insurance at the workplace in the United States, and continues looking through the diversity lens in making great strides in increasing communication, collaboration and engagement. PDJ

Highlights of Aflac’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • FORTUNE - 100 Best Companies to Work For • FORTUNE - World’s Most Admired Companies • FORTUNE - 100 Best Workplaces for Millennials in the U.S. • LATINA Style - 50 Best Places for Latinas to Work for in the United States • Black Enterprise Magazine - 40 Best Companies for Diversity • Human Rights Campaign Foundation’s Corporate Equality Index rating - Best Places to Work for LGBT Equality • Aflac President Teresa White named to Black Enterprise Magazine’s 2015 list of the 50 Most Powerful Women in Corporate America • Ethisphere’s World’s Most Ethical Companies



Cynthia A. Williams

BB&T's Executive Diversity Council Chair Senior Executive Vice President Chief Communications Officer BB&T EMBRACING DIVERSITY and INCLUSION THROUGH CORE VALUES At BB&T, diversity and inclusion extends beyond simply doing the right thing. While the North Carolina-based company recognizes it’s essential for meeting the needs of clients and associates, it has made D&I inherent in core values impacting its 37,000 employees. From recruitment to training, and sales to client service, BB&T maintains a competitive edge by continually embracing the diversity of its workforce and the communities where it conducts business. “Diversity and inclusion benefits everyone because it creates an environment where everyone feels valued,” said Cynthia Williams, chair of BB&T’s Executive Diversity Counsel. She’s also a member of the company’s executive management team and senior executive vice president and chief communications officer. Under Williams’ leadership, the BB&T workforce has a role, relationship and responsibility for being the face of BB&T’s diversity and inclusion commitment. Key internal aspects directly influencing 10

the culture include BB&T University’s curriculum for raising cultural awareness and understandings; associate volunteers who form advocacy groups around diverse demographics; and senior and executive leaders who serve on BB&T’s Executive Diversity Council; and its corporate Diversity Department. SHIFTING DEMOGRAPHICS OPENING OPPORTUNITIES “For more than a century the company was a bank located primarily in eastern North Carolina. In the nineties the company expanded across the Southeast and more recently into Texas and Pennsylvania. “These markets are very different than our historical footprint creating more cultural diversity from Far East Asian to Amish and Mennonite clients and associates,” Williams said. As demographics shift so does the company’s client and employee bases. Noting the company’s growth, Williams says it opens opportunities


to internally create cultural awareness of differing demographic groups and improve the company’s product line. “Our product line has already expanded to meet the unique needs of immigrant clients, international clients, LGBT clients and those in low to moderate income groups,” Williams said. “We developed those products in part through feedback from the associates in those communities who help us identify those needs. Having so many associates, in both operational and sales roles, who understand and reflect the uniqueness of all of our communities help us to be more nimble, create better teamwork and provide the products our clients need,” she added. SYNERGIES FOR IMPROVING BUSINESS Last year, the company merged initiatives in marketing, multicultural banking, community development and charitable giving. “This has created lots of synergies for improving our brand across diverse

BB&T Corp. (Branch Banking & Trust) Headquarters: Winston-Salem, NC Business: Banking/Financial Services CEO: Kelly S. King Employees: 37,000 Website: bbt.com

Highlights of BB&T’s recent D&I recognition include:


Inclusion is about embracing individuals for their humanity no matter what their similarities or differences might be. It is only human to look at the world through the lens of our own experience.

• Profiles in Diversity Journal - Diversity Leader Award • Keynote - First for overall customer experience among U.S. retail banking websites • Training Magazine - World’s Top 125 Organizations for Excellent Training • Association for Talent Development - BEST Award. • FORTUNE - 500 list of America’s largest corporations • Bloomberg Markets - Top 20 of the World’s Strongest Banks • Greenwich Associates - 22 Greenwich Excellence Awards in Small Business and Middle Market Banking

client groups. We are touching our clients in the branches, digitally and through the media in one voice with many more inclusive messages,” Williams said.

inclusion part of our culture and not simply an initiative,” Williams said.

Among its numerous initiatives, the company is in the process of launching an awareness initiative for its associates on how women consume financial information and is planning a marketing campaign for its Asian clients.

BB&T measures and tracks metrics around recruiting, hiring, training, turnover, supplier diversity, and associate engagement through a diversity scorecard that summarizes annual progress. The company also makes diversity and inclusion visible through messages shared on quarterly videos with all associates, and its Executive Diversity Council meets regularly to discuss strategies and progress being made toward organizational

BB&T developed its targeted strategy for diversity and inclusion about five years ago and has made tremendous progress. “The challenge continues to be making diversity and


goals. Associate volunteer resource groups also carry D&I messaging throughout the organization. These groups boast large associate memberships that receive direct communications around networking events, educational opportunities, and overall progress through e-mails, newsletters and websites. Over the years, Williams has been recognized for a multitude of achievements, including being named one of the “Most Powerful Women in Finance” by Women of Color magazine. PDJ



P R O F I L E S I N D I V E R S I T Y J O U R N A L’ S 2 0 1 6 D I V E R S I T Y L E A D E R S

Aflac is honored to be recognized by Profiles in Diversity Journal as a Diversity Leader. The entire Aflac flock also congratulates

Jo Anne Hill and all of the individuals who set benchmarks of excellence in diversity.

One Day Pay SM available for most properly-documented, individual claims submitted online through Aflac SmartClaim ® by 3 p.m. ET. Aflac SmartClaim ® not available on the following: Disability, Life, Vision, Dental, Medicare Supplement, Long-Term Care/Home Health Care, Aflac Plus Rider, Specified Disease and Group policies. Processing time is based on business days after all required documentation needed to render a decision is received and no further validation and/or research is required. Individual Company Statistic, 2015. Individual coverage is underwritten by American Family Life Assurance Company of Columbus. Worldwide Headquarters | 1932 Wynnton Road | Columbus, Georgia 31999. Z160055


Lane S. Hopkins Capital One Chief Diversity and Inclusion Officer CAPITAL ONE DEMONSTRATING D&I ACCOUNTABILITY The more diverse the crowd, the more wisdom you generate. Capital One is a frontrunner in this area with across-the-board accountability for diversity and inclusion practices.

excellence and helps us reach our full potential and feel connected as associates,” she said.

Chief Diversity and Inclusion Officer Lane S. Hopkins’ team is creating valued opportunities that are opening doors for every Capital One employee to feel included, engaged, empowered and motivated. “Our goal is to generate the broadest possible range of ideas, and create exactly what our customers need. Inclusion is how we’ll succeed, for our customers and for our business,” Hopkins said.

The biggest D&I opportunity Capital One is tackling is demonstrating the critical role allies play in building cultures and environments that welcome everyone. “Like many large organizations, we have employee resource groups that each center on an underrepresented segment.

“We all need to shift the conversation to focus on inclusion instead of solely on diversity. We’ll continue fostering diversity (meaning ensuring broad representation), but we’ll only truly succeed if an inclusive environment welcomes everyone to the team,” she added. Hopkins describes inclusion as creating an environment where all individuals are understood, valued and respected. “Inclusion fosters collaboration, innovation and 14


“In 2016, my team’s internal focus is inclusion, starting with an educational campaign this first quarter. We’re addressing inclusion as a way to affect change in our organization, with a goal of turning some of the majority into advocates,” she said. Lane identifies allies and advocates as change agents on the path to inclusion. “So we need Hispanics joining our Asian Network. Heterosexuals in our LGBT Network. And yes, men in our Women’s Network. When we understand each


other better, we’re more comfortable inviting diverse points of view,” she added. From the outset, Capital One has worked to build and maintain a culture that values diversity and provides a supportive business environment offering opportunity, respect and encourages inclusion. “To get the best and most creative thinking, people need to bring their whole selves to work. If you’re leaving a part of yourself outside our doors, we’re not going to get your best ideas. We must include people with diverse experiences, backgrounds and perspectives; the ingenuity born of broad-spectrum thinking is key in creating the best products and services for our customers,” Lane said. “We want to win in the marketplace, and our success depends on having a workforce that reflects our customer base,” she added. MEASURING PROGRESS Capital One’s corporate D&I Team is comprised of 12 members. Its D&I Advisory Board is made up


Capital One Headquarters: McLean, VA Business: Financial Services Company CEO: Richard D. Fairbank Employees: 42,243 (U.S. only) Website: capitalone.com

The more diverse the crowd, the more wisdom you generate.

Highlights of Capital One’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • FORTUNE - 100 Best Companies to Work for • Forbes - Best Employers in the US • Fortune - World’s Most Admired Companies • National Association of Female Executives - Top Companies for Executive Women • Military Times - Best for Vets • Profiles in Diversity Journal - International Innovation in Diversity Top 10 List • G.I. Jobs - Top 100 Military Employers • Human Rights Campaign - Corporate Equality Index: Best Places to Work for LGBT Equality 100/100 score • Dave Thomas Foundation for Adoption: Best Adoption-Friendly Workplaces List • USBLN & American Association of People with Disabilities’ Disability Equality Index: 100/100 score • Equal Opportunity: “Top 50 Employers” Readers’ Choice List • Latina Style: 2015 Top 10 Employee Resource Groups of the Year (Hispanic employee resource group)

of representatives coming from the corporate D&I Team, diversity leads for each line of business, and other key stakeholders. The company has seven Associate Networks; each championed by an Executive Committee member, an Accountable Executive and a National Lead. Allies are a key component for driving engagement through its Associate Networks. It also has 78 local chapters across these Associate Networks. Approximately 33,000 of its employees participate in one or more of the networks.

Members of its D&I Advisory Board share regular updates with their respective functional areas. The line-of-business diversity leaders also provide updates to their respective areas on progress for their particular business-centric D&I strategies and programs. Many lines-of-business also have their own Diversity Council, comprised of executives from their specific area. PDJ



Maria G. Arias

Comcast Corporation Vice President of Diversity & Inclusion DIVERSITY & INCLUSION BUSINESS ADVANTAGE AT COMCAST NBCUNIVERSAL As a world leader in media and technology, Comcast NBCUniversal drove a fundamental shift in the way diversity and inclusion is viewed throughout the company. With D&I embedded in its culture, the company puts its principles into practice daily with a focus on the audience and the future.

its leadership when it developed unique digital technology offerings for people with disabilities. Last year, Comcast was honored with an American Foundation for the Blind 2015 Access Award, given annually to corporations and organizations that eliminate or reduce inequities faced by people with vision loss.

“We recognize and celebrate diversity and inclusion, which is at the very heart of our culture, and we view it as a strategic business advantage,” said Comcast Corporation Vice President of Diversity and Inclusion Maria G. Arias. Under her leadership, the company has made the business case for D&I by working in close partnership with business leaders and leveraging the perspectives of diverse employees through employee resource groups. “At a company like ours, gaining credibility and support means that we can do so much more,” Arias said.


The company’s success spans a broad range of D&I initiatives, and it was recently recognized for


What began as a key value has evolved into a competitive business advantage for the company. “We’re committed to making our products and services more accessible to all people. This includes the nearly 20 percent of the U.S. population who self-identify as having a disability,” Arias said. By leveraging the company’s employee resource group, developers gained valuable insights from the company’s Abilities Network. “Inclusion is at the heart of innovation, and our employees with disabilities were the ideal focus group for developing and testing our


voice control remote,” she said. The device is part of the company’s X1 Entertainment Operating System, and includes the industry’s first voice guided remote that gives customers with disabilities a user-friendly experience to explore TV shows and movies. ROADMAP OF INITIATIVES Throughout the company, D&I initiatives and progress are regularly communicated to employees through a monthly digital newsletter, quarterly newsletter videos, blogs, and a variety of articles published both internally and externally. The company also publishes an annual report covering the company’s D&I initiatives in governance, workforce, procurement, community investment, and accessibility. At Comcast NBCUniversal it’s not just about moving a business forward, but moving people forward. PDJ


Diversity and inclusion are part of our family values and it extends beyond the walls of our office and into the communities we serve.

Comcast NBCUniversal Headquarters: Philadelphia, PA Business: Media and Technology CEO: Brian Roberts Employees: 139,000 Website: comcastcorporation.com

Highlights of Comcast NBCUniversal’s recent D&I recognition include: • Profiles in Diversity Journal – Diversity Leader Award • U.S. Business Leadership Network / American Association of People with Disabilities’ – 100 percent score Disability Equality Index • Black Enterprise - Best Companies for Diversity • HRC Corporate Equality Index - Rating of 100 • GI Jobs Magazine – Top 100 Military Friendly Employers • National Center for American Indian Enterprise Development - Corporate Advocate of the Year • LATINA Style 50 Report - Company of the Year • The Legal Intelligencer - Best In-House Legal Departments of the Year for diversity • Profiles in Diversity Journal - 25 Most Influential Companies for Veteran Hiring • The American Association of People with Disabilities - Corporate Leadership Award • Associated Services for the Blind - Corporate Recognition Award • American Foundation for the Blind - Access Award • Billion Dollar Round Table - Corporations that spend at least $1 billion with minority - owned and woman-owned suppliers. • Black Enterprise - 35 Top Companies for Supplier Diversity Read more at DIVERSITYJOURNAL.COM


Dechert LLP Headquarters: New York, NY Business: Legal Services CEO: Daniel O’Donnell Employees: 1,914 employees Website: dechert.com

Dennis Hranitzky Dechert LLP LGBT Affinity Group Co-Leader and Katherine Burroughs Dechert LLP LGBT Affinity Group Co-Chair Proactive Force for Change with LGBT Allies Program While consistently demonstrating a strong commitment to workforce equality, international law firm Dechert LLP is breaking new ground by expanding offerings to their LGBT workers around the world.

actively participates in the firm’s recruiting efforts. It has flourished, along with the firm’s other affinity groups, with international chapters in London and Paris, and a calendar of meetings and outreach events.

Building upon its strategies to increase diversity and inclusion, the firm is widening its affinity groups for underrepresented populations among employees in 26 offices in the U.S., Europe, Asia and the Middle East.

“In terms of number and influence, our group is quite remarkable,” said litigator Dennis Hranitzky, co-leader of Dechert’s LGBT affinity group. He is known for his initiatives within the group alongside his colleague and group co-chair Katherine Burroughs.

Among those groups, the firm’s LGBT affinity group is evolving into a global proactive force for change within the firm. The group oversees a popular mentoring program and 18

The program launched in June and more than 130 employees have since signed on as LGBT Allies. “A key feature of program is that anyone at


Dechert can identify themselves as an LGBT Ally, reinforcing the message that we - not just the firm as an institution but the individuals within it - respect diversity,” Hranitzky said. Its LGBT Allies concept was founded together with a new intranet site dedicated to the program, and has become the latest in a series of Dechert endeavors to support LGBT representation in the firm. Each ally receives a decal for display as a visible showing of support for LGBT representation in the work environment. “Those partners, administrators and associates volunteered to serve as sounding boards for colleagues with concerns

about lesbian, gay, bisexual or transgender issues in the workplace.” INCLUSIVE REPRESENTATION ACROSS FIRM Within the firm, LGBT employees are represented at every level of leadership and include several equity partners, a Supreme Court appellate lawyer, directors and managers, and a member of Dechert’s Policy Committee. The firm’s D&I program, overseen by a Deputy Chair of Diversity and Inclusion as well as a full-time Global Director of Diversity, is a growing program with plans for expanding its

programming this year. The Deputy Chair sits on Dechert’s management committee. D&I has also been rolled into a larger HR effort to broaden its scope and leverage synergies with other departments. “D&I is truly the responsibility of all Dechert employees,” the firms’ Deputy Chair of Diversity and Inclusion Hector Gonzalez said. The program has a 17-member Diversity Committee and a Global Women’s Initiative comprised of the 43 women partners in the firm. Each group has several subcommittees and initiatives that include firm partners, associates and administrators.

“Dechert periodically surveys different populations within the organization to better understand their diversity and inclusion concerns. We also closely monitor statistical data to appreciate D&I trends,” Gonzalez said. “Our Diversity and Global Women Initiative have been instrumental in creating a climate of change at the firm and making real progress in our recruiting and retention efforts,” he added. PDJ


The most powerful diversity and inclusion initiatives are those that closely link diversity to the core drivers of the business. Be open-minded. Be a listener. Be inclusive.

Highlights of Dechert’s D&I recent recognition include: • Profiles in Diversity Journal – Diversity Leader Award • Perfect score - Human Rights Campaign’s Equality Index • New York Law Journal 2015 Diversity Initiative - Honoree • The company has been singled out as one of the Best Places to Work for LGBT Equality Read more at DIVERSITYJOURNAL.COM


Karyn Twaronite EY Global and Americas Diversity & Inclusiveness Officer EY CREATING AN INCLUSIVE CULTURE ACROSS 150 COUNTRIES With a diversity and inclusiveness strategy embedded in its business processes and practices, EY’s newly created global framework for D&I progress is gaining momentum with embracing the significant value of building an inclusive workplace.

Change Continuum. It identifies four distinct stages that EY and each of its employees “need to progress through to build a culture that values and leverages all differences to create the highest-performing teams,” she said.

EY’s Global and Americas Diversity & Inclusiveness Officer Karyn Twaronite is responsible for maximizing the diversity of EY professionals by enhancing its inclusive culture across 150 countries in areas including the Americas, EMEIA, Japan and Asia Pacific.

Stage three of the continuum is “practice and model inclusive teaming and leadership,” which can generate cultural shifts, including more equitable sponsorship across an organization.

Most recently, she led the EY D&I work stream and partner advisory group that created the company’s global framework for D&I progress, Winning through Diversity and Inclusiveness: A Roadmap for Success. “The business value of D&I has been proven - an organization that is both diverse and inclusive generates more revenue, increases innovation and is more likely to retain high-performing talent,” Twaronite said.


“We recognize that equitable sponsorship is one of the greatest opportunities we have to make further progress in D&I. It enables our people to attain access to appropriate work experiences, coaching, and influential relationships and networks early in their careers to position them for advancement,” she said.


An example she shares is EY’s Inclusiveness Leadership Program that couples high-potential women and ethnic minority partners or principals with EY board members and an external career coach. More than 180 partners and principals have gone through the program.

EY has taken bold steps in this area as part of its strategic roadmap, including creating a D&I Culture

Research shows that white men are 50 percent more likely to be sponsored than women, and that


ethnic minorities are 66 percent less likely to be sponsored than white men, according to Twaronite. “Yet, when organizations build up a culture infused with inclusiveness - one that provides equitable opportunities for all people to grow, learn and advance - it creates a synergy that is contagious,” she said. MENTORING AND SPONSORING Education and awareness are also among key components of the company’s leadership program. “It is important that our people know how to sponsor, are aware of whom they are sponsoring, and aren’t inadvertently sponsoring only people who look like or act like them,” Twaronite said. “That’s why we work with our leaders to thoughtfully and proactively review who is sponsoring whom to ensure all of our top-performers are sufficiently supported and championed,” she added. PDJ


Our differences are powerful and are what make us better. By harnessing the power of our differences we create high-performing teams that achieve better business results.

EY Headquarters: London Business: Professional Services CEO: Mark Weinberger Employees: 212,000 Website: ey.com

Highlights of EY recent D&I recognition include: • FORTUNE - 100 Best Companies to Work For • Glassdoor - Best Places to Work • US Universum Undergrad Overall IDEAL™ - Employer Survey • Global Most Admired Knowledge Enterprise (MAKE) Award • Multiple recognitions for employee outreach groups • Human Rights Campaign Foundation Corporate Equality Index - 100% Disability Equality • Working Mother - 100 Best Companies for Working Mothers • National Association for Female Executives - Top Companies for Executive Women



Joseph Searles Excellus BCBS, Corporate Director of Diversity & Workforce Inclusion EXCELLUS BCBS LOOKING BEYOND THE OBVIOUS At Excellus BlueCross BlueShield, its leaders recognize diversity and inclusion are imperative to staying relevant in today’s business world. The health insurance provider is looking beyond the obvious for successfully leveraging and managing diverse efforts across its workforce. “Diversity and inclusion helps us attract and retain the best talent, have the best ideas, and better relate to our customers,” said Joseph Searles, Excellus BCBS Corporate Director of Diversity & Workforce Inclusion. “In years past, our work was about building a business case to continually evolve diversity and inclusion efforts. Now, there’s no shortage of data and research illuminating inequities among cultures,” he added. Under Searles’ leadership, the company is modeling real inclusive behaviors through education, selfawareness and accountability for personal action. “It’s important for all employees to understand the company’s inclusive strategy and rely on it as a behavioral compass,” he said. 22


BEYOND THE BEHAVIORIAL COMPASS One particular code of conduct the company emphasizes involves getting to know others beyond their exteriors. “We encourage looking beyond the obvious. We all agree that there are visual cultural differences that set us apart. But, there are many other characteristics and experiences that are not so obvious that we can learn about by being more inquisitive,” according to Searles. As a result, what the employees are learning about each other oftentimes identifies more similarities than differences and is opening the path to deeper relationships and increased employee engagement. “Being inquisitive can also help uncover hidden genius in others,” Searles said. ENHANCED EDUCATION AND TRAINING Another area the company is making a difference is training programs that go beyond race, gender or sexual orientation. “It’s about everyone and diversity of background,” he said.

In 2016, the company plans to offer half-day training sessions for its 3,400 employees about: 1. Authenticity - What it means to be authentic at work; 2. Diversity - Clarity around diversity, bias and reducing impact; 3. Inclusion - Clarity around inclusion and ways to model it; and 4. Decision Making - Understanding the dangers of group thinking. From its core employee education model, Excellus BCBS is introducing more specialized modules assisting in working across cultures. It is planning new modules that focus specifically on LGBT, veterans, people with disabilities and unconscious bias. Enhancing its educational initiatives, the company has plans for examining the unconscious mind and how it impacts decision making or causes potential inequities in areas such as hiring, promotions and relationships. Searles emphasizes there is an overall commitment to diversity and inclusion that is exemplified in its corporate behaviors and policies.

EXCELLUS BCBS Headquarters: Rochester, New York Business: Health Insurance CEO: Christopher C. Booth, Esq. Employees: 3,400 Website: excellusbcbs.com


Diversity and inclusion are important priorities because we want our employees to be their whole selves at work so they perform at their best levels and succeed in their careers.

SEEKING DIVERSE PERSPECTIVES The Diversity and Inclusion’s mission, he says, is to have a culture where there is a deliberate practice to seek diverse perspectives as well as a practice to leverage commonalities to unite employees and strengthen the company. The company’s Office of Inclusion sponsors its Employee Resource Groups, which act as business resources for the company. “Our ERGs are empowered to align themselves in support of our company’s strategy while using participation in groups to network, enhance career opportunities and professional development,” Searles said. The company has 15 ERG leaders in addition to a Diversity and Inclusion team. PDJ

Highlights of Excellus BCBS’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Human Right’s Campaign Corporate Equality Index perfect score, Best Place to Work for LGBT Employees • Recognition for the co-development and launch of the PRIDE In Leadership Program.



Ahmed J. Davis Fish & Richardson Diversity Initiative Chairman LAW FIRM ENRICHING BUSINESS WITH COLLECTIVE EXPERIENCES Highlights of Fish & Richardson’s recent D&I recognition include: · Profiles in Diversity Journal - Diversity Leader Award · Ranked Top Law Firm for Diversity, American Lawyer Diversity Scorecard · Named a Top Firm for Minority Attorneys by Law360 - Top 100 Law Firms for Minority Attorneys and Top 25 Firms for Asian-American Attorneys · 100 percent on Human Rights Campaign Corporate Equality Index. · Vault, Inc.- Best Law Firms for Diversity, Top 25 List for Minorities, Top 25 List for Individuals with Disabilities, and Top 25 List for Military Veterans Fish & Richardson knows well that people from different backgrounds contribute to a diverse mindset and it ultimately leads to better business decisions. The firm also knows its people are its best asset. “Diversity at our firm enriches our experience together; it allows us to draw upon our collective experiences and wisdom to be better lawyers and, quite frankly, better people,” says Ahmed J. Davis, a principal at Fish & Richardson and the national chair of its Diversity Initiative. D&I is an integral part of the firm and reflected in its long-standing commitment to building and sustaining an inclusive environment. 24

Under Davis’ leadership, the firm’s primary Diversity Initiative links together a variety of programs and offerings that support recruitment, retention, professional development, and outreach. They’re all designed to attract, retain and advance a diverse legal staff. “We recognize that diverse backgrounds provide unique perspectives that result in new and better solutions, and having a diverse team that reflects the diversity of the public arena enhances the quality of legal services we provide to our clients,” Davis said. “We also recognize the importance of fostering a work environment that values the diversity of experiences, perspectives,


capabilities and talents of each member of the firm and contributes to a firm fabric and culture of intentional inclusion,” he added. SUSTAINABLE INCLUSIVE ENVIRONMENT Davis said the need for diverse lawyers to serve diverse individuals and interests is prevalent in the criteria businesses use for selecting law firms. “Businesses are demanding that law firms explain how they will utilize a diverse team to meet the client’s business goals,” he said. One example he shares is an understanding of the unique differences in representing Japanese versus Korean clients in the United

States’ legal system can be increased when members of the legal team come from those cultures. Globalization has changed the paradigm of diversity and inclusion, according to Davis. “In this new paradigm, law firms risk missing business development and client relation opportunities if they fail to appreciate decision makers’ backgrounds and their diversity inclusion goals,” Davis said. D&I OVERSIGHT

of its leadership to the importance of diversity, Fish & Richardson is well-positioned for its clients in an increasingly global world. PDJ

Fish & Richardson Headquarters: Boston, MA Business: Intellectual Property Law CEO: Peter Devlin Employees: 1,126 Website: fr.com

At Fish & Richardson, the firm’s 18-member Diversity Committee is primarily responsible for the development, implementation and oversight of a broad range of diversity and inclusion efforts. The committee also manages diversity workgroups, focusing on specific areas such as best practices, recruitment and pipeline initiatives, retention, mentoring, internal advancement, communications and outreach. The firm encourages and supports several internal affinity groups – including its Asian Legal Staff Affinity Group, Black Legal Staff Affinity Group, LGBT Affinity Group, and Hispanic/Latino Affinity Group. All are influential in fostering a sense of community among professionals who share common interests or backgrounds and providing additional networking, mentoring, career and business development opportunities. The firm also has a formal women’s initiative, EMPOWER, that addresses issues of importance to women in the legal profession, provide tools and resources that enhance their personal and professional development, and position them for success. While this just touches the surface of the firm’s extensive D&I initiates, Davis said with the firms’ programs and the full commitment


Diversity is not just a cultural imperative today, it makes good business sense. It is not merely the right thing to do, it is the prudent thing to do. Read more at DIVERSITYJOURNAL.COM


LESLEY SLATON BROWN HP Inc. Chief Diversity Officer HP INITIATIVES SPANNING THE WORLD – ‘EVERYBODY IN!’ Diversity is at the core of HP Inc.’s global reach and its calling for “Everybody In!” HP Inc. has more than 60 Global Employee Resource Groups located in14 countries and is in the midst of appointing business and site-based diversity leads across the company to provide guidance and sponsorship. “Diversity and inclusion is embedded into everything we do. This means everyone at every level is accountable for our diverse and inclusive culture,” said HP’s Chief Diversity Officer Lesley Slaton Brown. Under Brown’s direction, the company is re-inventing its culture by infusing energy into its company values, enabling dialog and continuous learning, emphasizing business outcomes, and empowering creativity and innovation in fun and unique ways. “We’re shifting the mindset of leaders and employees to understand the way for us to win as 26

a company is to have everyone take a participatory role in increasing diversity, fostering inclusion, and impacting our business bottomline,” Brown said. She emphasizes the opportunity for the HP Inc. D&I organization is to rally to get “Everybody In!” Companywide Accountability The diversity of the company’s nearly 50,000 employees reflects the diversity of its customers and partners. “By celebrating our differences, we bring unique experiences and perspectives to bear on our capabilities and expertise. This helps us deliver products and services that work for everyone, everywhere. We engineer experiences that amaze our customers and our employees” Brown said. The company demonstrated its focus by first starting at the top. It has one of the most diverse Boards of Directors in the United States,


including 33 percent women and 17 percent African American. The company plans to continue growing its diverse representation on the board as well as at all levels of the company, according to Brown. While diversity and inclusion is lauded the right thing to do for businesses, Brown emphasizes that research shows it’s the best thing to do to increase innovation and have greater impact to the business bottom-line. Objectives, Opportunities, Synergies The objectives, opportunities and areas of synergy for HP’s Global Diversity & Inclusion organization are to: • Integrate diversity & inclusion across functions and businesses for greater impact to business results; • Ensure a mindset of accountability by all exists to transform the culture;

HP INC. Headquarters: Palo Alto, CA Business: Technology CEO: Dion Weisler Employees: 48,000 Website: hp.com

Highlights of HP Inc.’s Most Recent Recognition Include: • Recognized as the most diverse board of any technology company in the United States. businessinsider.com/hp-will-have-the-most-diverse-tech-boards-in-the-us-2015-8 • 1st rank in German Women Career Index by Germany’s Federal Ministry of Family Affairs • Working Mother - 100 Best Companies • National Association of Female Executives - Top 50 Companies for Executive Women • Victory Media - Military Friendly: Top 100 Employers List • Black Data Processing Associates - Top Company For Blacks in Technology Epsilon Award • Corporate Equality Index Human Rights Campaign - 100% Best Places to Work for LGBT • Equal Opportunity Publications: Top 50 Careers - Disabled Magazine, Top 50 Employers - Workforce Diversity, Top 50 Woman Engineer

• Creatively broaden the diverse talent pool; • Empower individuals to participate and contribute to their full potential; • Introduce new and progressive D&I policies to support business needs. Measuring Progress HP takes a structured approach to measuring, tracking and improving employee engagement. About 80 percent of its employees share feedback on its annual survey and their input is used to measure engagement levels and focus areas for improvement. In the last three years, engagement has increased 23 percent, according to Brown. The company also benchmarks results against other companies in the IT industry and global, multi-nationals as an external reference point. In addition to the structured measurement, HP includes monthly “Quick Click” polling on hot topics and scans internal blogs and public comments from its workforce to identify in “real time” any concerns,

trends and reactions to ongoing programs and initiatives that may need attention. “Our goal is to connect all of our employees worldwide to internal communities that help them contribute to the conversations, learn, thrive, and grow, and that each and every employee plays a role in weaving diversity and inclusion into the fabric of who we are,” Brown said. PDJ

Philosophy: If not you, then who? If not now, then when? Read more at DIVERSITYJOURNAL.COM


David Korunić CEO and Diversity Lead Krungthai-AXA Life Insurance PCL EMPLOYEE ENGAGEMENT AT HEART OF THAILAND INSURER’S D&I STRATEGY Leading Thailand insurer Krungthai-AXA Life Insurance has a strong employee engagement program that is committed to streamlining diversity and inclusion initiatives into the Thai society. “We place employee engagement at the heart of our business strategy. Achieving this means creating a workplace built on values that foster diversity and equal opportunities for all, promoting employee participation, encouraging professional development, and supporting employee well-being”, the company’s CEO and Diversity Lead David Korunić said. “People are key to the success of our business”, he added. "We are accountable for initiating and implementing D&I activities and actions for disability, LGBT, gender and generation by integrating those into our business strategy to enhance our inclusiveness in the organization and reflect the strong determination to share our good intention to Thai


society and to the world”, Korunić said. INTEGRATING DISABLED EMPLOYEES INTO THE BUSINESS As part of its D&I initiatives, KAL concentrates significant resources on hiring and treating people with disabilities equally with the nondisabled. Korunić said throughout the company, employees with disabilities are a benefit to the success of the business. “Their positive attitude and drive benefits the company immensely. Great people build great companies,” he said. Korunić explained the company integrates disabled employees into the workforce through a strategy of securing talented people and investing in a training program that allows them to realize their full potential. ”We do not differentiate between the able bodied and the disabled as we focus on equal opportunity and open the door for all people to be


a part of Krungthai-AXA Life,” Korunić said. He said a primary challenge has been the focus in Thailand of giving charity to people with disabilities rather than providing them with opportunities. “I believe in giving opportunity not charity,” he said. By focusing on their abilities, the company taps into a wider talent pool of differently abled people. “In Thailand there are about 1.6 million of these special people and all they ask for is an opportunity to demonstrate their talent and to make a meaningful contribution to the world thereby gaining self-respect, something we all take for granted” Korunić said. “People bound to a wheelchair, the blind, the deaf – all people with disabilities can make a difference to society and build for themselves an independent life,” he added.

Highlights of KAL’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Springboard Consulting LLC. - Disability Matters Awards – Asia Pacific Region: Workforce • Workability Thailand - Welcome Disability (Well-D) • Ministry of Social Development and Human Security, Department of Empowerment of People with Disabilities Social Contribution for Disabled People Award • Ministry of Labour, Department of Skill Development - The Annual Best Employer Award in Employee Skill Development • Office of Insurance Commission of Thailand -The Best Development Life Insurance company

RAISING AWARENESS IN THE PRIVATE SECTOR Korunić said the company shares its D&I strategies and legal opinions in supporting the employment of people with disabilities throughout the Thai Society to encourage other private sectors and governmental organizations to provide opportunities. He also added that the company drives its employees’ benefit taking into account LGBT as equal in all respects. Krungthai-AXA Life also works on gender diversity and Gen Y’s voice agendas. The company actively participates in a variety of international and national efforts promoting diversity and inclusion. “Everyone deserves to have opportunity to have equality in their life,” Korunić said. Krungthai-AXA Life Insurance joint ventured with Krungthai Bank, the largest Thai Government Bank and the AXA Group, the First Global Insurance Brand as ranked by Interbrand. PDJ

Philosophy: Opportunity but not charity

Krungthai-AXA Life Insurance PCL (KAL) Headquarters: Bangkok, Thailand Business: Life Insurance Company CEO: David Korunić Employees: 1,721 Website: krungthai-axa.co.th/en



Liberty Mutual Insurance Headquarters: Boston, MA Business: Insurance CEO: David H. Long Employees: 55,000 Website: libertymutualgroup.com

Dawn Frazier-Bohnert Senior VP and Chief Diversity & Inclusion Officer, Liberty Mutual Insurance Group LIBERTY MUTUAL EMBRACING DIVERSITY THROUGH ENGAGEMENT, INNOVATION and MARKET COMPETITIVENESS Diversity and inclusion is actively being integrated in the way Liberty Mutual Insurance does business and in just three years it’s already resonating with its 55,000 employees. The company’s D&I framework is connecting employee engagement, innovation and market competitiveness.

Philosophy: The Efficacy Principle: It’s not the stimulus that countsit’s your response. 30

“Diversity is not only about race, gender, sexual orientation or perspective - diversity is about ‘all of us.’ This idea is woven into our mission and vision statements and is an integral part of everything we do,” said the company’s Senior VP and Chief Diversity and Inclusion Officer Dawn Frazier-Bohnert. Under her leadership, Liberty Mutual is launching programs and strategies to connect diversity and inclusion to engagement, innovation and market competitiveness. As a result, “the employees are increasingly reflecting the diversity of our clients, customers and communities we serve,” FrazierBohnert said. Her team has developed a consistent platform along with


the language to communicate the company’s D&I mission and business case to employees. This framework was designed to engage the workforce and help them embrace D&I initiatives with open communication. “Without the support and acceptance of all employees, no D&I program can be successful. Employee engagement is critical to our success,” she said. “We’ll continue to invest in it to create a stronger global organization,” she added. AWARENESS CAMPAIGN THE IMPACT TOUR Her department includes eight professionals who develop and implement the strategy in partnership with HR colleagues and business leaders across the enterprise to drive the company’s D&I initiatives. “We are providing the tools and direction for our employees to champion a diverse and inclusive workplace,” she said. As part of this, the team launched an awareness campaign called the IMPACT Tour to drive this message across the enterprise. The acronym stands for: Innovation, Mindset,

Highlights of Liberty Mutual’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • 2020 Women on Boards - Gender Diversity list • Equal Opportunity - Top 50 Employer’s list • Arnold Rosoff Award - Marketing to Promote Inclusion for diverse social media campaign • Boston Chapter Black MBA - Outstanding Dedication and Leadership Award to • Gary Morton head of Liberty Mutual’s African-American ERG Personal Commitment, Alignment with Principles, Customer/ Community and Talent. The tour visited multiple cities across the United States and held in-person sessions as well as utilizing live streaming and on demand technology to make the sessions available to all employees. The goal was to involve all employees and make everyone accountable for building a more inclusive work environment. As a result, a foundation for development began with the rollout of an Unconscious Bias Awareness program to all employees. The program gave employees a uniform language to talk about the impact of bias and is currently being integrated

into the company’s core management curriculum. ERG’s ARE AN ESSENTIAL INGREDIENT Liberty Mutual’s Employee Resource Groups are another essential ingredient of its D&I strategy. The company has five ERGs focusing on employees of African Descent, Asian Americans, Latino/ Hispanics, LGBT, and Women and Allies. This year they are planning on launching a sixth group for Veterans. “The ERGs are open to everyone and allies are an important component of the program’s success,” FrazierBohnert said.

knew the importance of finding ways to engage men in the group. FrazierBohnert’s team created the Engaging Men strategy which is unique from the traditional ways of focusing on women’s advancement exclusively. “Our ERGs raise employee engagement, help us attract and retain talent, and provide an inroad for reaching our expanded customer base,” Frazier-Bohnert said. With a strong foundation in place, the company’s focus is now on greater integration of D&I principles into core business processes, or as FrazierBohnert describes it, “looking at everything through a D&I lens.” PDJ

When building the group for Women and Allies, the company Read more at DIVERSITYJOURNAL.COM


Mayer Brown LLP Headquarters: Chicago, IL Business: Law Firm CEO: Paul Theiss Employees: 1,500 Website: mayerbrown.com

Jeremiah A. DeBerry Director of Diversity & Inclusion - US, Mayer Brown LLP MAYER BROWN SERVING AS CHANGE AGENT IN LEGAL SECTOR

As a leading international law firm with more than 1,500 lawyers in 22 offices world-wide, Mayer Brown LLP, is committed to enhancing diversity in the legal profession. Under the leadership of US Director of Diversity and Inclusion Jerry DeBerry, the firm is on track in its efforts to recruit, hire, develop and promote diverse lawyers. “We have made changing the culture of the firm our ultimate goal,” DeBerry said. A trailblazer in the industry, DeBerry has spent the past 18 years as an active proponent of diversity in the legal sector. He says the role of diversity leader continues to evolve and change. “Over the years, I have witnessed a shift in focus from recruiting, to development and retention, to, most recently, business development and promotion,” he said. With those broad categories, he serves in a variety of functions at the firm, including recruiter, counselor, mentor, career coach, business developer, thought leader and change agent. “The most important is change agent,” he said. 32


The success of diversity and inclusion efforts in the legal field will increasingly be measured not only by the number of diverse lawyers, but also by the quality of experience and professional development of lawyers. Working toward that end, DeBerry said key issues Mayer Brown is focusing on include unconscious bias, micro-inequities and social isolation. “The key is understanding the concepts, because they are more than theoretical for those who experience their impact on a daily basis. They have a profound effect on professional confidence, performance and career trajectory,” DeBerry said. BUSINESS IMPERATIVE DIVERSE LEGAL TEAMS Improving diversity and inclusion has become a business imperative for law firms, as an increasing number of corporate clients are demanding that law firms staff their matters with diverse legal teams. “These clients aren’t just requiring that diverse lawyers be staffed on their matters, they are also demanding that diverse lawyers hold leadership positions on such matters,” DeBerry said. As a result, he said his responsibilities as diversity leader have expanded to include significant client interaction. This usually involves meetings with clients to discuss the firm’s overall diversity and inclusion goals and its strategies to increase the diversity of the teams that are handling clients’ matters.

“Due to the increased client focus on diversity and inclusion efforts at their outside counsel law firms, diversity and inclusion initiatives will become an important component of all firms’ overall strategic plans,” he said. ENGAGING AT THE TOP Engaging senior leaders of the firm and enabling them to make meaningful contributions to the firm’s diversity and inclusion initiatives is critically important. “The more involved leaders are in the effort, the greater the chance for long-term success and institutional change,” DeBerry said. Sharing an example, he demonstrates how Mayer Brown is making progress in this area through his participation in the firm’s highlevel partner promotion process. “This is a significant step that ensures diversity and inclusion principles are incorporated into the decisionmaking process when promoting lawyers to partner in the firm,” he said.


The Diversity of perspectives is critical to longterm business success. It drives creativity and innovation. Without it, no business can survive in an increasingly global economy. As a result, we strive to foster a supportive and inclusive environment in which every lawyer has an equal opportunity to succeed and reach full potential.

In 2015, 75 percent of the associates promoted to partner in the firm’s New York office were diverse and 75 percent were women. “It’s a testament to the sincerity of our commitment to improving diversity and inclusion,” he added. PDJ

Highlights of Mayer Brown’s recent D&I recognition include: • Profiles in Diversity Journal - Innovation in Diversity Award • Human Rights Campaign Corporate Equality Index - Best Places To Work • Metropolitan Black Bar Association - African-American group recognition • Various recognitions for significant pro bono support and commitment to the community



Samantha Grant National Diversity and Inclusion Chair Partner Mitchell Silberberg & Knupp LLP LAW FIRM LEVERAGING DIVERSITY BEYOND THE RHETORIC Leaders create value out of diversity. Mitchell Silberberg & Knupp LLP is successfully doing this by leveraging diversity with commitments that go beyond rhetoric. “From the top level of leadership down, our Diversity & Inclusion Committee permeates all decisions we make at the firm, as well as our entire strategic plan. It’s not an isolated committee or aspect of our business,” the firm’s Diversity and Inclusion Chair Samantha Grant said. Grant, a partner in the firm, is a trailblazer in diversity, dedicated to community service and advocacy for women and minorities in the legal profession. Last year, she was appointed to the American Bar Association’s Commission on Women in the Profession, and earlier was 34

singled out as one the most powerful and influential women in California by the California Diversity Council. Under Grant’s leadership, commitment to diversity and inclusion extends beyond Mitchell Silberberg & Knupp and aims to benefit the legal profession as a whole, as well as the broader community. “Our firm’s focus on diversity and inclusion in hiring and retention, along with our involvement in diversity-related community activities, helps us better connect with and represent our evolving clientele,” Grant said. “Building a firm culture grounded in the values of diversity and inclusion provides a remarkable opportunity to create a better organization and grow a broader pipeline into the profession,” she added.


Reshaping Perspectives and Attitudes As challenges present themselves in any diversity program, they include a shift in mentality or culture. “As our implicit bias training taught our organization, individuals automatically and subconsciously associate groups of people and stereotypes about those groups. Reshaping these perspectives is vitally important to strengthening our firm culture, and takes time,” she said. We have a strong Diversity & Inclusion Committee, on which the firm’s Chairman and Vice Chairman both sit, along with other attorney and non-attorney firm leaders, partners, and associates” she said. The firm continually revisits diversity initiatives, including expanding oncampus recruiting efforts to include

Philosophy: Diversity should permeate every decision we make!

Mitchell Silberberg & Knupp LLP Headquarters: Los Angeles, CA Business: Law Firm CEO: Thomas Edwards Employees: 264 Website: msk.com

Highlights of Mitchell Silberberg & Knupp’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Law360 -100 Best Firms For Minority Attorneys and • Law360 -100 Best U.S. law firms for Racial Minorities • Law360 - 50 Best Firms For Minority Partners

more schools with ethnically-diverse enrollment, having a part-time policy, and a generous parental leave policy. The firm annually sponsors and its lawyers are active in a pipeline program, UCLA School of Law’s Law Fellows Program, which enhances underrepresented students opportunities to be admitted to law schools across the country. Reaching further back, the firm sponsors and its lawyers are active in the Constitutional Rights Foundation.

The firm also regularly provides sponsorships and scholarships to many diverse bar organizations, including the Black Women Lawyers Association of Los Angeles, the Mexican American Bar Foundation, the Black Entertainment and Sports Lawyers Association, and the Minority Corporate Counsel Association.

and Washington, D.C. that serve an international clientele. PDJ

Mitchell Silberberg & Knupp LLP has offices in Los Angeles, New York Read more at DIVERSITYJOURNAL.COM



Are you taking a long view of your professional life? Looking for a place not just to earn a buck, but to start a career? If so, you and Halliburton are a good match. We offer training, career development, job rotations, international assignments — every opportunity for you to build the career you want, while working at a Company that’s recognized for innovation, diversity and, frankly, a world-class workforce. Find out about employment, paid internships and what your future might look like at Halliburton. Visit us at jobs.halliburton.com/diversity Real People. Real Careers.

HALLIBURTON © 2015 Halliburton. All rights reserved.

Solving challenges.


By building on the strengths of our people,

not only do we transform the work experience,

we transform our communities. https://www.saskatoonhealthregion.ca/

Š 2015

MUFG Union Bank, N.A. Headquarters: New York, NY Business: Banking CEO: Stephen E. Cummings Employees: 14,000+ in the Americas Website: mufgamericas.com

Mike Sebring Head of Inclusion and Diversity for the Americas, MUFG Union Bank MUFG UNION BANK LEVERAGING D&I AS A CENTER OF EXCELLENCE MUFG Union Bank, N.A. is leveraging diversity and inclusion as a center of excellence for adding value to the bottom line through its own actions and words. “We’re leveraging I&D not as a cost center, but a center of excellence,” Head of Inclusion and Diversity for the Americas Mike Sebring said. Sebring explained his team is working to create and demonstrate predictive modeling where I&D initiatives result in bottom line results. “I changed the acronym of ROI from Return on Investment to Return on Inclusion,” he added. He also uses I&D for the industry standard of D&I. “It’s my responsibility to help others understand the positive impact of their actions and understanding of other human beings. The complexity of people, cultures, generations and


beliefs is exciting and challenging at the same time,” Sebring said. “Each person’s dimensions of diversity can be so engrained that is difficult to them to change and be open to understanding others. If we can create a snowball effect of understanding, trust, and compassion think of the impact for generations to come,” he added. STRATEGY FOCUSING ON SEVEN AREAS MUFG Union Bank has a three year multi-prong strategy with seven key areas of focus. Each area touches every part of the business and has stages for momentum. Those focus areas include: Leadership, Accountability, and Governance; Education and Awareness; Return on Inclusion; Acquisition and Retention; Engagement; Community Outreach; and Branding and Communication.


Sebring says the short-term greatest impact area is the Leadership Council for Inclusion and Diversity headed by CEO Steve Cummings and CHRO Annemieke van der Werff along with senior leadership from each line of business as well as Canada and Latin America representation. “This group speaks a common language in sharing the strategy down through each line of business by analyzing their own data revealing trends, successes, and opportunities for hiring, retaining and promoting women and protected groups,” Sebring said. He shared a recent exercise the company did throughout its human resources and organizational development areas that listed every team, who they support, what services or products they provide, the number of employees impacted, and the cost associated with those

Philosophy: When it comes to inclusion and diversity everyone has a part to play. initiatives as part of a strategy of adding value and high performance. “I&D for the most impacted every component of the franchise throughout the United States, Canada and Latin American,” Sebring said. He said the company’s diversity tracking is custom designed to include much more than race and gender. “We look at many dimensions of diversity which could help senior management truly understand and identify the necessary levels to pull for impactful change,” Sebring said. “These reports track each level to show trends and progress toward maximum transparency to provide coaching and support to all managers, the board and CEO,” he added.

EXPANDING GLOBAL LANGUAGE and RELATIONSHIP PROGRAMS Being a global company, The I&D team is piloting a Global Language and Relationship program to help employees within the Americas practice a foreign language and learn from cultural differences. “In the past, we had mainly focused on the Japanese tie to our parent company. We now have included many different languages and cultures, with a strong start in Canada and South America,” Sebring said. The company’s I&D team is composed of four employees responsible for the functional department, more than 60 on the Employee Resource

Group Leadership team, a six-member Inclusion and Diversity Implementation Team, and about 40 employees involved in the I&D training. Another 15 people serve on the Leadership Council for Inclusion and Diversity. The company’s internal partnership network also includes 32 members of the Corporate Social Responsibility department which includes supplier diversity, and 25 employees in the Brand, Communication, and Compliance departments. “Our synergies continue to be our corporate culture and value system which is reinforced throughout messaging and actions of all our team members,” Sebring said. PDJ

Highlights of MUFG Union Bank, N.A.’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Human Rights Campaign Corporate Equality Index - 100 percent score • American Banker Magazine - 25 Most Powerful Women in Banking • Elevate Employee Resource Group Academy - 15 Best Companies for Employee Resource Groups • The Global FWN100 - 100 Most Influential Filipina Women in the World Award • CA Hispanic Chamber - Corporate Advocate of the Year • Sister Cities International - Global Corporate Responsibility Award



NBCUniversal Headquarters: New York, NY Business: Media and Technology Company CEO: Steve Burke Employees: 32,400 Website: nbcuniversal.com

Craig Robinson NBCUniversal Executive Vice President and Chief Diversity Officer NBCUniversal STEADFAST IN DIVERSITY COMMITMENT BOTH IN FRONT OF AND BEHIND THE CAMERA As one of the world's leading media and entertainment companies, NBCUniversal has an extraordinary opportunity to influence the depiction and perceptions of underrepresented groups. “We’re committed to increasing diversity in front of and behind the camera, and to developing relevant and authentic content across our platforms,“ NBCUniversal Executive Vice President and Chief Diversity Officer Craig Robinson said. “We believe that it’s our responsibility to provide a culture where individuals of all backgrounds can succeed and thrive, and that in such an environment, people will do their best work,” he added. In order to continue to drive progress, cultural change and to meet new challenges, Robinson says it's essential that the diversity and inclusion teams act as a collaborative partner across all of its businesses. 40

“The conversation can't only take place when the D&I team is in the room - it needs to be an element of every decision, every day,” he said. The Universal Pictures’ Emerging Writers Fellowship is an example of how NBCUniversal designs programs to help overcome some of the traditional barriers of entry for diverse voices. “There is continued work to be done in both gender and ethnic diversity in the industry and the success of the Writers Fellowship has encouraged us all to look closely at designing similar programs in other areas,” Robinson said. STRENGTH AND RESILIENCE Continuing to diversify its workforce remains an ongoing priority at NBCUniversal. “It's equally important that we not only employ a varied workforce, but that those employees are in positions where their voices can be heard,


which is why we invest so heavily in leadership development programs across the company,” Robinson said. “Diversity and inclusiveness of an organization is a strong indicator of its overall strength and resilience,” he added. The NBCUniversal Hispanic Group, which includes Telemundo Network, is an important part of the company's portfolio. “We consistently benefit from their successes, creativity and insights as we continue to deliver programming that appeals to a rapidly changing demographic landscape,” Robinson said. The NBC Network is a home to shows starring diverse talent, including Jennifer Lopez, Eva Longoria, America Ferrera and Jerrod Carmichael. Its 2015 programming showcased an allstar lineup of diverse talent both on screen and behind the scenes with "The Wiz Live!" E! launched the

Philosophy: Diversity and inclusiveness of an organization is a strong indicator of its overall strength and resilience. Highlights of NBCUniversal’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • LATINA Style - Company of the Year • The National Center for American Indian Enterprise Development - Corporate Advocate of the Year Award • The American Association of People with Disabilities - Corporate Leadership Award • Latino Magazine - LATINO 100 • Women’s Enterprise - WE USA 100. • Comcast NBCUniversal scored 100 of 100 points on the • US Business Leadership Network and American Association of People with Disabilities’ - Disability Equality Index 100/100 score • Equal Opportunity Magazine - Top 50 Employers • Black Enterprise - 35 Top Companies for Supplier Diversity. • National Veteran-Owned Business Association - Military Friendly Supplier Diversity Programs. • Profiles in Diversity Journal - 25 Most Influential Companies for Veteran Hiring • HRC Corporate Equality Index - rating of 100 • G.I. Jobs - Top 100 Military Friendly Employers for 2015 • Careers and the disABLED - Top 50 Employers • 23 nominations for the 27th Annual GLAAD Media Awards, which recognize and honor media for fair, accurate, and inclusive representations of the LGBT community and the issues that affect their lives.

groundbreaking series "I Am Cait," helping change the way people view the transgender community. And Universal Pictures brought us the critically acclaimed "Straight Outta Compton," the highest-grossing musical biopic of all time. COLLABORATION ACROSS BUSINESSES The NBCUniversal Office of Diversity and Inclusion consists of 10 people, with another 15 senior executives sitting on the NBCUniversal Diversity Council. The company has eight employee resource groups with more than 40 chapters

and nearly 8,000 members. The groups are: MyAbilities Network, Women’s Network, Black Employee Network, Asian Pacific Americans, Veterans Network, OUT, Unidos and Young Professionals Network, all of which serve as resources that touch all parts of the company. “As our team has delivered on the promise of being collaborative, we are able to be a partner in the business discussion in a meaningful way,” Robinson said. NBC News and NBCUniversal Legal also have Diversity Councils, and NBCUniversal Advertising Sales

is home to the Advertising Sales Associates Program. NBC Sports diversity and inclusion programs include the NBC Sports Associates Program, NBC Sports Technical Apprentice Program, and the NBC Sports Production Assistant Program. Robinson is responsible for defining, enabling and fostering a corporate culture that values diversity of backgrounds, talent, experiences and ideas across the company, including in the areas of programming, workforce, governance, community investment and supplier diversity. PDJ



Kathleen Navarro Vice President and Chief Diversity Officer New York Life Insurance Company UNIQUE BACKGROUNDS AND EXPERIENCES LEAD TO SUCCESS

New York Life knows unique backgrounds and experiences lead to success and the company is embracing this through a richly diverse corporate culture. “The business case for diversity is simple - companies with a diverse workforce outperform more homogenous organizations. This has been proven time and time again and is key to innovation, stronger group performance, and improved financial performance,” said New York Life Vice President and Chief Diversity Officer Kathleen Navarro. “Diverse teams can offer a variety of viewpoints and a wider range of experiences, as long as they are operating in an environment where their perspectives can be heard. Diversity is just one side of the equation; an inclusive environment makes diversity thrive,” she said.


FUNDAMENTAL STRATEGIC STRENGTH Over the years, as New York Life’s customer markets became increasingly diverse, the company’s agent and employee workforce kept stride. This has become a fundamental strategic strength within both the company and the community. “Diverse candidates look to New York Life as a leader in diversity and inclusion due to our targeted development, sponsorship programs, Employee Resource Groups (ERG), and strong partnerships with external organizations,” Navarro explained. “A world where we embrace differences, and appreciate and value those differences is a much more interesting place to live,” she added. New York Life has three significant programs that sponsor and accelerate the development of employees.


They are the Career Development Program, Career Management Initiative and the company’s Accelerated Leadership Program. Further development and networking is provided through the ERG offerings. These include a mix of development programs, mentoring, volunteering activities, networking events, external and internal speakers, panel discussions, educational offerings, and activities with external partners. “These impactful, synergistic strategies provide our diverse employees with support and development opportunities, resulting in a more powerful diverse workforce that can rise to the challenges of the business,” Navarro said. PDJ


A world where we embrace differences, and appreciate and value those differences is a much more interesting place to live.

New York Life Insurance Company Headquarters: New York, NY Business: Insurance CEO: Ted Mathas Employees: 8,499 Website: newyorklife.com

Highlights of New York Life Insurance’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Fortune magazine - World’s Most Admired Companies • Fortune - Fortune 500 (80th ranking) • Profiles in Diversity Journal - Innovation in Diversity Award • Working Mother - Top 25 Companies for Multicultural Women • Latina Style - Top 50 List • Affinity Magazine - Top Corporations for LGBT • LATINO Magazine - LATINO 100 • Minority Corporate Counsel Association - Employer of Choice Award • MBN USA Corporate 101 - America's Most Admired Corporations for Supplier Diversity. • WE USA Women's Enterprise 100 - WE Corporations of the Year Read more at DIVERSITYJOURNAL.COM


Gina Shishima U.S. Chief Diversity Officer & Chair of U.S. Diversity and Inclusion Committee QUEST FOR DIVERSITY EXCELLENCE IN LEGAL SECTOR With diversity and inclusion as an integral component of its continuing quest for excellence in the legal sector, Norton Rose Fulbright US LLP has an ambitious D & I agenda. The firms’ U.S. Chief Diversity Officer Gina Shishima has created a three-pronged D & I approach, that includes setting goals, holding leadership accountable and engaging clients. “We have made a global commitment to advance women by setting a target of 30 percent female equity partners and 30 percent women in leadership positions by the year 2020,” Shishima said. “With the 200 largest U.S. law firms averaging female equity partners of only 17 percent, this is challenging,” she added. Few firms have been this ambitious in their diversity objectives, as women currently represent only 17 percent of partners in the U.S. “To achieve our goals, we are making strong efforts in retention, promotion, and lateral recruiting,” Shishima said. GOALS, METRICS AND ACCOUNTABILITY The firm currently has 23 percent female equity partners, 6 percent above the industry average. It has a 44

female managing partner, as well as a senior leadership body that is 36 percent female. “If it’s not measured, it’s not managed,” Shishima added, emphasizing the firm’s commitment to making changes not only within, but also across the legal industry and within expansive client engagement initiatives. CLIENT ENGAGEMENT Norton Rose Fulbright works closely with clients on a variety of diversity initiatives, including a diversity speaker series, matching in-house attorneys with outside counsel, mentorship programs for diverse law school students, unconscious bias training and diversity keynotes for clients. “One of our major synergies has come from working closely with our clients. Because of our mutual goals, it has allowed us to create more and better relationships with the people and companies we work with,” Shishima said. The firm is developing an Attorney Match-up Program, under which diverse attorneys are matched with non-diverse clients by practice area. “By deliberately placing people


together, we expect that invisible barriers and unconscious biases will start to fall away,” she explained. Last year, the firm launched Diverse Perspectives, a diversity speaker series that presents ongoing conversations with clients, diversity champions, and other thought leaders throughout the legal profession. The firms’ D & I initiatives have not gone unnoticed. It has recently been recognized for exceptional efforts in diversity on the In America Diversity in the Law documentary hosted by James Earl Jones. The documentary will air on PBS stations across the U.S. this year. CHALLENGES AND SYNERGIES “It is no small feat to inspire change across the legal industry so I expect to face many challenges,” Shishima said. “As a global law firm, adapting to change can be slow. [ Like many other law firms, we are working on integrating diversity into all aspects of our business. The firm will continue the momentum and continue championing diversity both within its organization and across the industry, according to Shishima. “We want people to bring their whole selves to work. Our D & I strategy is purposely broad and covers a variety of areas:

Norton Rose Fulbright US LLP Headquarters: Houston, Texas Business: Law firm CEO: Linda Addison Employees: 1,508 Website: nortonrosefulbright.com


If it isn't measured, it isn't managed.

ethnic and cultural diversity, family, flexible work schedules, gender diversity, sexual orientation and gender identity,” she said. Norton Rose Fulbright US LLP is a member of Norton Rose Fulbright, a global law firm with more than 3,800 employees in over 50 cities across Europe, the United States, Canada, Latin America, Asia, Australia, Africa, the Middle East and Central Asia. PDJ

Highlights of Norton Rose Fulbright US’ recent recognition include: • Profiles in Diversity Journal – Diversity Leader Award • HRC Corporate Equality Index: 100 percent • WILEF Gold Standard Certification • Working Mother - 50 Best Law Firms for Women • Flex-Time Lawyers: Honored among the top 50 for each of the last five years • Dell Legal Diversity Award • Numerous pro bono projects supporting LGBT and other diversity groups



MICHELE MEYER-SHIPP Vice President and Chief Diversity Officer Prudential Financial FINANCIAL SERVICES LEADER CONNECTING PEOPLE, MARKET & COMMUNITY As one of the world’s largest financial services institutions, Prudential Financial’s long-standing commitment to diversity in the workplace and marketplace focuses on people, markets and communities.

increase in globalization require an expansion of diversity and inclusion discussions that go beyond the traditional rhetoric.

The 140-year-old company knows the power of people and that individual differences represent a mosaic of business opportunities around the globe.

Prudential’s three-pillar approach to diversity and inclusion focuses on relationships with its most important business drivers - people, market and community. By connecting all three, Prudential is leveraging opportunities for growth and sustainability.

Under the leadership of Vice President and Chief Diversity Officer Michele Meyer-Shipp, Prudential is embracing and integrating collaborative, innovative and sustainable change in both the workplace and society as a whole. “To remain a leader in the marketplace, companies have to think about diversity and inclusion more broadly and collaboratively, and beyond the dimensions of race and gender,” Meyer-Shipp said. “We live in a society of diverse identities, diverse backgrounds and experiences, and diverse perspectives. Each individual needs to be mindful of inclusion in all of their human interactions,” she added. With operations in the United States, Asia, Europe and Latin America, Meyer-Shipp says changing demographics and an 46


“It embeds D&I practices into our company culture, and provides a backdrop for ongoing success with our employees, the marketplace and the community,” Meyer-Shipp said. As Prudential’s chief diversity officer, Meyer-Shipp is responsible for ensuring that its businesses see D&I as a driver of business growth and innovation, as a source of top talent, and an opportunity to be an important corporate member of the community. “With our employees, D&I drives innovative staffing and recruiting strategies, as well as talent development,” Meyer-Shipp said. On the marketing front, she explained Prudential purposefully engages diverse market segments and consumers, conducting financial


experience survey segments and partnering with relevant influencers and community organizations. “Our philanthropic support includes strategic impact investments and community outreach,” she added. COMBINING WORKFORCE AND MARKET OUTREACH One of Prudential’s three-pillar initiatives is demonstrated in its commitment to the city of El Paso, TX. The company opened its El Paso Business and Technology Solutions Center about two years ago to provide quality jobs to the local community, including a large Hispanic population, and veterans and military spouses. In 2015, Prudential punctuated its commitment to the city with a $870,000 community investment focused on helping to create a skilled math and technology workforce, specifically targeting Latino students, veterans and military spouses. By championing the efforts of local community members, Prudential created an opportunity for greater market outreach to potential consumers. “Our deliberate attention to El Paso’s workforce and community in El Paso is a direct outcome of our D&I strategy,” MeyerShipp said.

PRUDENTIAL FINANCIAL INC. Headquarters: Newark, N.J. Business: Life insurance, retirement and investments CEO: John Strangfeld Employees: 48,331 Website: prudential.com

Prudential’s D&I strategy is a company imperative for all employees that is driving business and company culture. The company has 71 employees working directly on growing and developing its D&I strategy. They include 13 in the Office of Diversity and Inclusion, 21 diversity practitioners across Prudential’s business units, 14 Business resource group chairs and co-chairs, 15 women’s network leaders and 8 employees in multicultural marketing. By linking its D&I strategy to its business strategy, Prudential is driving its ability to innovate and collaborate in a global society. “Difference can make all the difference in the world,” Meyer-Shipp said. PDJ

Philosophy: D&I is an integral part of our daily lives, both personally and professionally.

Highlights of Prudential Financial’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Human Rights Campaign - Best Places to Work • Ethisphere Institute - World’s Most Ethical Company • WE (Women’s Enterprise) USA - 100 Corporations of the Year • Working Mother - Top 100 Companies for Working Mothers • Disability Matters - Employer of Choice Award • Black Enterprise - Top Company for Diversity • Latina Style - 50 Best Companies for Latinas • National Gay and Lesbian Chamber of Commerce - Financial Services Diversity Leadership Award • Human Rights Campaign Corporate Equality Index - 100 percent score • Minority Business News USA - Best of the Decade Circle of Honor/Supplier Diversity Professionals • WE USA - Top 100 Leaders in Corporate Supplier Diversity Read more at DIVERSITYJOURNAL.COM


Ellen Lambert Chief Diversity Officer, PSEG ENERGY LEADER UTILIZING D&I VALUES AS COMPETITIVE ADVANTAGE As a leader in the energy industry, Public Service Enterprise Group (PSEG) understands the competitive advantage of making diversity an integral part of its day-to-day business. “Diversity and inclusion is a business imperative here at PSEG,” said Chief Diversity Officer Ellen Lambert. “We strive to reflect and leverage the diversity around us, to not only secure a strong pipeline of talented employees, but also to establish community partnerships where we can demonstrate our commitment to do good in the communities where we live and work,” she added. Under Lambert’s leadership, the company’s D&I goals are culturally focused around attitudes, beliefs, behaviors and processes. “Diversity and inclusion are not just words on paper, but values and principles that employees can feel and experience,” Lambert said. TRUST - KNOWLEDGE RESPECT - AUTHENTICITY She identifies four key values the company is building upon as trust, respect, knowledge and authenticity. “We believe that these are values that define who we are as a company and serve as a fundamental cornerstone of the PSEG culture,” she explained. 48

Elaborating on the values, Lambert says PSEG’s executives and employees are committed to advancing D&I initiatives and goals by continually building upon them. “We trust each other's opinions and decisions and proactively address diversity and inclusion opportunities and challenges,” she said. She further emphasized the company approaches each day with the “determination to demonstrate dignity and respect for ourselves, coworkers, stakeholders and the communities we serve.” Regarding knowledge, she said, “We become effective allies for others by learning about cultures, traditions, and life experiences different from our own.” And lastly, she identified authenticity as playing a significant role in fulfilling the corporate D&I commitment. “We communicate in a clear, open and honest manner. We have the courage and conviction to speak up and we don’t look the other way when something is wrong,” Lambert said. EBRG’S AND DIVERSITY PARTNERSHIPS PSEG has a corporate Diversity and Inclusion Council as well as sub diversity and inclusion councils and teams throughout the organization. “They help ensure that the work done on a corporate level reaches employees at our subsidiaries, such


as PSEG Long Island and PSEG Nuclear” Lambert said. The company has more than a dozen employee business resource groups, including PSEG Vets, Adelante, American Association of Blacks in Energy, Enabling Abilities, GaLA - Gay & Lesbian Alliances at PSEG, NA-YGN (North American Young Generation in Nuclear), Women's Network, Women in Nuclear, and TYPP (The Young Professionals of PSEG). The company also recently introduced its Allies for Inclusion training as a means of further cultivating an inclusive work environment. The two-hour employee training presents real-life scenarios that help employees talk through and better understand how to respond to workplace dynamics. “We’ve made significant progress through efforts that have promoted a diverse and inclusive culture,” Lambert said. An example she shared is a partnership with the 100 People Foundation that profiled the PSEG 100. It’s an initiative that identified and recognized 100 diverse employees, whose individual stories collectively help portray the role the company plays in providing safe and reliable service to New Jersey.

Public Service Enterprise Group (PSEG) Headquarters: Newark, New Jersey Business: Energy CEO: Ralph Izzo Employees: 12,700 Website: pseg.com PARTNERING WITH DIVERSE SUPPLIERS In its quest to be a world class energy organization for diversity, PSEG maintains a strong focus on diverse suppliers and hosts an annual Supplier Diversity Procurement Fair, connecting New Jersey’s diverse

business community with state regulated utilities for potential buying opportunities. PSEG has an expansive presence through diversity partnerships, allowing for access to a broad array of diverse professionals, and ensuring an ongoing pipeline of talent. Its

partnerships include the National Black MBA Association, National Association of Women MBAs, National Society of Hispanic MBAs, Society of Hispanic Professional Engineers, and the National Society of Black Engineers. PDJ

Philosophy: Diversity and inclusion drive success and are an essential part of everything we do, every day. Highlights of PSEG’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Electric Light & Power - Utility of the Year • G.I. Jobs and Military Spouse - Top 100 Military-Friendly Employers • Employer Support of the Guard and Reserve -The Seven Seals Award • FORBES - America’s Best Employers • DiveristyBusiness.com - America’s Top 50 Organizations for Multicultural Business • Pac Ellevate Global Women’s Index Fund



Deborah Broyles Director of Global Diversity & Inclusion, Reed Smith LLP REED SMITH’S STEADFAST GLOBAL DIVERSITY and INCLUSION COMMITMENT As one of the largest law firms in the world, Reed Smith LLP recognizes that diversity at all levels of an organization creates a successful enterprise. “We have an unwavering commitment to diversity, with principles of fairness and inclusion permeating our culture,” Reed Smith’s Director of Global Diversity & Inclusion Deborah Broyles said. As a leader in the diversity and inclusion arena, the firm showcases the talent of its diverse attorneys and partners with organizations in the legal sector and the community to ensure the firm’s D&I efforts benefit more than just the firm. “We connect the diversity leaders of tomorrow with the business leaders of today,” Broyles said. Under her leadership, the firm is steadfast in its commitment in 26 offices across three continents toward creating a diverse global workforce operating in an inclusive environment. Through global growth and expansion efforts the company has witnessed that diversity has different meanings and sensitivities. “We leverage the market-specific knowledge and experience of our colleagues concerning the cultural norms applicable to various parts of the world, Broyles said.


TRAILBLAZER IN DIVERSITY IN LEGAL PROFESSSION Broyles directs Reed Smith’s global D&I Initiative and leads its D&I Committee, which consists of up to 20 partners across the firm, including the Director of Global D&I, a U.S. and a UK Vice Chair, market chairs in each U.S. Reed Smith office, an Abu Dhabi and Dubai market chair, and sub-committee chairs for recruiting; retention and promotion; mentoring and sponsorship; business development and marketing; and training. Partner and associate liaisons from the firm’s six affinity groups (African American/Black, Asian, Hispanic/Latina, LGBT, Disability, and Veterans) also serve on the D&I Committee. The firm’s D&I Initiative embodies the following core values at all levels of the organization: integrity, quality, teamwork and respect, performance, and innovation and improvement. “These support our vision and drive our success,” she said. As a trailblazer in diversity efforts in the legal profession, Broyles has contributed significantly to the success of Reed Smith’s D&I efforts over the last seven years. Among her recent accolades, she received the State Board of California’s 2015 Diversity Award and was inducted


in the California Counsel Program’s Diversity Leader Hall of Fame. “Our success is not determined by client engagements, profits or recognition, but is determined by how we achieve success for our clients in our representations of them and their businesses and our support and recognition of clients’ diverse and inclusive interests,” she said. To ensure that diversity and inclusion have the greatest possible impact within the organization, Reed Smith focuses on raising awareness regarding implicit bias and microinequities. Broyles said this helps people realize how their unconscious biases can influence decisionmaking and it develops techniques to interrupt those biases. AFFINITY GROUP PROGRAM The firm provides regular D&I communications, firm-wide diversity training, and recognition of the accomplishments of its minority and women attorneys worldwide. It has a formal Affinity Group Program focusing on the interests and professional needs of its Asian, Black/African American, Hispanic/ Latino, LGBT, disabled, and veteran attorneys. Historically, the firm’s affinity groups have formed organically and informally to advance

the goals and address the concerns of diverse constituents within the firm. Broyles shared examples including, the LGBT Subcommittee efforts resulted in Reed Smith being one of the first large law firms to provide full domestic partner benefits to its LGBT colleagues. Another example is the African American Affinity Group’s efforts focusing on partner mentoring of African American associates in professional development, workflow, and business development. The partner members focus on sponsorship of African American attorneys who are in the pipeline for partnership, as well as lateral hiring. The group’s efforts have resulted in the promotion of African American attorneys and the addition of African American partners in offices throughout the firm. “Our priority is to recruit, retain and promote individuals, regardless of race, ethnicity, gender, age, sexual orientation, socio-economic status, veteran status or physical challenge, because it is precisely these unique qualities that bring value to our organization and clients,” Broyles said. “Diversity is the celebration of each individual’s uniqueness,” she added.

“We are committed to developing our diverse attorneys through scholarships, mentoring, education, networking, life-work balance, and opportunities to be involved and do meaningful work,” Broyles said. PDJ REED SMITH LLP Headquarters: Pittsburgh, PA Business: Law Firm CEO: Alexander Y. “Sandy” Thomas Employees: 3,500+ Website: reedsmith.com

Philosophy: Cultural competencies are at the core of inclusion, making development of that awareness and skill set vital to the legal profession.

Highlights of Reed Smith’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Human Rights Campaign Foundation’s Corporate Equality Index - 100 percent perfect score • BEST Places to Work for LGBT Equality • Working Mother - Best Law Firms For Women and Flex-Time Lawyers • (WILEF) - Women in Law Empowerment Forum Gold Standard Certified • The American Lawyer - Eight Firms Where Women Thrive • Legal Week - UK’s Best Legal Global Firms Employers • Financial Times and InterLaw Diversity Forum’s Apollo Project - Architect of Meritocracy • Legal Innovation Awards - winner in the ‘Diversity Innovation’ category • Financial Times - OUTstanding LGBT, Ally and Future Business Leaders • California Minority Counsel Program - Diversity Leader Hall of Fame • State Bar of California Diversity Award • Brummell Magazine - Top 30 Inspirational Women Champions of Diversity • Savoy Magazine - Most Influential Black Lawyers of the year. Read more at DIVERSITYJOURNAL.COM


Sullivan & Cromwell LLP Headquarters: New York, NY Business: Law Firm CEO: H. Rodgin Cohen Employees: 848 Website: sullcrom.com

Tracy Richelle High Co-Chair Diversity Committee and Women’s Initiative Committee Deputy Managing Partner in the Litigation Group, Sullivan & Cromwell LLP DIVERSITY AND INCLUSION INITIATIVES PROVIDING CLIENTS WITH HIGHER LEVELS OF SERVICE With a long-standing D&I practice and clients around the world, Sullivan & Cromwell LLP has a strong history as a diversity leader in the legal community. “In seeking to foster a diverse and inclusive work environment, we put at the forefront maintaining an environment where each individual is valued for her or his unique perspective and insight,” Sullivan & Cromwell’s Diversity Committee Co-Chair Tracy Richelle High said. “Diversity is vital to the firm’s ability to provide our clients with the highest level of service,” she added. High is responsible for the firm’s multi-faceted D&I approach for recruiting and retention, diversity education and training, substantive and social internal programming, community outreach through pipeline programs, and support of diversity-related organizations. 52


“Our goal is to create an atmosphere of inclusion irrespective of perceived differences, and to train and develop our lawyers into trusted, effective and creative counselors who collaborate with each other, and our clients, to find sophisticated and creative solutions to our clients’ complex legal issues,” High said. D&I GENERATING RESULTS Under her leadership, the firm is consistently recognized as one of the top for LGBT, women, and ethnically diverse lawyers. Alongside her extensive D&I initiatives in the legal sector, High’s career path evolved from being a summer associate at the firm to becoming its first black female partner. Among her many accolades, last year she received the New York State Bar Association’s Diversity Trailblazer Award. “My chief goal is to see more diverse people in positions of leadership and authority within their respective organizations,” High said. “We must do more than simply help diverse people get their feet in the door by getting the job. We need to ensure that they actively work to put themselves on paths to be leaders.

That work involves strong and active sponsorship of those coming behind us. To do so, we must instill in our junior colleagues that our expectations of them are high – but not impossible to achieve. What I see as one of the greatest challenges to our own empowerment is our ability to truly believe in ourselves,” she added. The firm’s steadfast D&I commitment is generating results in the increased diversity of the partnership. Sullivan & Cromwell elected 37 partners worldwide in the past six years; of these, eight are women, nine are minorities, and one is openly gay. The 130-year-old firm’s diverse group of lawyers speak over 40 languages and they come from about 40 different countries. DEVELOPMENT, RETENTION AND ADVANCEMENT IN FIRM LEADERSHIP As part of Sullivan & Cromwell’s D&I program, all members of its Diversity and Women’s Initiative Committees, as well as members of its active lawyer networks – the Asian Associates Network, the LGBT Network and the Network

of Black & Latino Lawyers – are directly involved in the planning and execution of D&I initiatives. “Ultimately, all of our lawyers are considered firm ambassadors and contribute in various ways to our overall D&I efforts,” High said. The network groups provide forums for lawyers to seek advice, share experiences, and discuss work-related issues. They bring in speakers to discuss career development, organize community service, and engage in professional development, social networking, and recruiting activities. Women, racially diverse, and LGBT partners hold numerous leadership positions in the firm, including serving on the Management Committee, managing multiple offices, and heading practice groups and practice areas. For example, women and diverse lawyers head or co-head the Beijing, Hong Kong, Melbourne, Sydney, and Tokyo offices, as well as the Firm’s Africa, Asia, Australia, California and European Union practices. PDJ

Philosophy: Always aim high. Highlights of Sullivan & Cromwell’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Law 360 - 100 Best Law Firms for Minority Attorneys • The American Lawyer Diversity Scorecard - Top Law Firms for Diversity • Dave Thomas Foundation - Best Adoption-Friendly Workplaces • ACQ Global Awards - U.S. Leading Diversity Law Firm of the Year - LGBT • ACQ Law Awards - U.S. Leading Diversity Law Firm of the Year Read more at DIVERSITYJOURNAL.COM


The Walt Disney Company Headquarters: Burbank, CA Business: Entertainment CEO: Robert A. Iger Employees: 185,000 Website: thewaltdisneycompany.com

Paul Richardson Chief Diversity Officer The Walt Disney Company SVP Human Resources, ESPN INTEGRATED D&I INITIATIVES AT CORE OF DISNEY’S SUCCESS With a diversity strategy centered on thinking and acting with a global mindset, The Walt Disney Company understands the benefits of leveraging a diverse, highly engaged workforce in driving business results. “As a company, we work intentionally to attract and retain employees who reflect the diverse world we live in and serve,” said Disney’s Chief Diversity Officer Paul Richardson. Under Richardson’s leadership, Disney has launched multiple D&I initiatives including an executive Diversity Council, numerous resource groups, the annual Women’s Leadership Conference and Disney’s successful Heroes Work Here veteran’s hiring program. “We understand that developing the most creative, innovative, and engaging entertainment experiences for an increasingly diverse marketplace does not happen by chance,” Richardson said. He emphasized it requires an ongoing, 54

sustained commitment of senior executive leadership, a corporate culture and work environment of trust and employee engagement, and the highest standards of personal accountability to drive and sustain business results. The company’s approach focuses on the diversity of its workforce, inclusion and opportunity within the workplace, and leveraging global diversity to grow the company and engage diverse communities. “To understand and meet the needs of diverse consumers, fans, guests, and viewers, our opinions, products, and perspectives must include a multitude of ideas, sensibilities, and experiences,” Richardson said. CORPORATE ACCOUNTABILITY To reinforce accountability throughout the company, CEO Robert Iger serves as the single most significant driver of D&I. “He drives his personal commitment to diversity as a core strategy in achieving business objectives through his active


support and participation driving home the importance of diverse employee contributions, insights and perspectives in achieving strong business results,” Richardson said. The company has 32 full time D&I staff members and several thousand others indirectly involved through various roles and functions such as human resources business partners, talent acquisition and marketing teams, as well as content producers, writers, and directors in the Walt Disney Studios and Media segments. Its 10-member corporate board of directors consists of 50 percent diverse representation with three women and two men from diverse backgrounds. “Our team of talented and motivated employees enables us to respond more quickly and instinctively to marketplace trends and consumer demands shaped by demographic shifts,” Richardson said. “It also allows us to be first to market with creative assets and entertainment products that appeal

to every family - regardless of background,” he added. HEROES WORK HERE While developing a talent base reflecting the marketplace it serves, Disney has a longstanding commitment to the Military and a model program for transitioning veterans into the civilian workforce. Its Heroes Work Here program is a company-wide commitment to recruiting and supporting veterans and their families. The company has hired more than 6,000 veterans in the past four years and through its Veterans Institute is serving as a model to other companies around the country for building their own veteran and military hiring programs. We are making significant inroads in harnessing the leadership talents and strong work ethics that veterans bring,” Richardson said. Specific initiatives under the umbrella of Heroes Work Here include resources for women veterans, support for families of veterans, scholarships for veteran students, onboarding support, as well as Heroes Supply, Disney’s supplier diversity program for veteran businesses. PDJ


We have a comprehensive, integrated approach to diversity and inclusion that is rooted in valuing the unique talents and gifts of every person we serve, engage and employ. It focuses on the diversity of our workforce, inclusion and opportunity within our workplace, and leveraging our global reach to grow our business and engage the communities we serve.

Highlights of The Walt Disney Company’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Fortune - Most Admired Companies • HRC - Best Place to Work for LGBT Equality • Families and Work Institute - Veterans Employment Transition (VET) Award • Taproot Foundation - Golden Root Award • Women Business Enterprise Council - Corporation of the Year • Out & Equal Workplace Advocates - LGBT Workplace Excellence "Outie" Award • Profiles in Diversity Journal - Innovations In Diversity Award • Secretary of Defense Freedom Award • Hispanic Scholarship Fund - Corporate Partner of the Year • Trevor Project 20/20 Visionary Award



Alan Nevel Thermo Fisher Scientific, Vice President, Global Diversity and Inclusion HARNESSING THE POWER OF INCLUSION

By taking a broad approach to diversity, Thermo Fisher Scientific, the world leader in serving science, is successfully harnessing the power of inclusion to improve the company’s business outcomes. “There’s power in ‘inclusion first’ thinking, and it’s driving new behaviors that are leading to better business results,” said Alan Nevel, vice president of global diversity and inclusion at Thermo Fisher Scientific. Under Nevel’s direction, the company is harnessing its diverse talent, backgrounds and experiences to drive speed, productivity, innovation and growth. Nevel says that building a more inclusive culture begins where the "rubber meets the road," which he sees as the


intersection between manager and employee. According to Nevel, the company takes a broader approach to traditional diversity initiatives by focusing on less visible elements of diversity, including communication, working style, and conflict resolution techniques. “This allows our employees to fully engage in their work and helps to spark the innovative thinking that we need to fulfill our mission: to enable our customers to make the world healthier, cleaner and safer,” Nevel said. VALUE IN CAPITALIZING ON DIVERSITY & INCLUSION “Companies with longer histories of diversity and inclusion


programming now consult us for support and advice as they move from a focus on ‘the numbers’ of underrepresented groups to a true cultural change that embraces diverse perspectives to improve business results,” Nevel added. The goal of D&I is to improve performance, increase productivity, drive innovation and maximize employee engagement across the company’s 50,000-person workforce. “We’re doing this by building on our D&I educational assets and facilitating high-impact employee resource groups that partner with our corporate social responsibility team at the local level to add value in the communities where we live and work,” Nevel said.


By valuing and promoting a culture of diversity and inclusion, we enable our employees to contribute their unique perspectives and fully leverage their individual talents.

Thermo Fisher Scientific Headquarters: Waltham, Massachusetts Business: Scientific R&D CEO: Marc Casper Employees: 50,000 Website: thermofisher.com

Highlights of Thermo Fisher Scientific’s recent D&I recognitions include: • Profiles in Diversity Journal - Diversity Leader Award • Human Rights Campaign Corporate Equality Index - 100 percent perfect score “Best Places to Work for LGBT Equality” • Lithuania’s Ministry of Social Security and Labor - Employer of the Year • Peking University’s Research Center for Corporate Social Responsibility and Employer Brand Communication Top 30 Employers in Shanghai, China • Pacific Southwest Minority Supplier Development Council - Corporate Advocate of the Year

In terms of business growth, over the past year the D&I team assisted some of the company’s largest customers by building stronger relationships from a supplier diversity perspective. “This has led to new opportunities for many small, women, minority, veteran and disabled-owned businesses,” he said. EMPLOYEE RESOURCE GROUP OUTREACH The company has a variety of employee resource groups (ERGs). Nevel shared some examples of what a few of them are doing. The Veteran’s ERG has pledged

commitment to the Employer Support of the Guard and Reserve. The possAbilities (disability) ERG is active with the United States Business Leadership Network and local affiliates throughout the country. And the African Heritage ERG has combined its efforts with the supplier diversity program. The company’s Office of Global Diversity and Inclusion has four team members directly involved in D&I work and more than 500 employees who are indirectly involved. Among them are employee resource group co-chairs, steering committees, executive sponsors,

D&I facilitators, and D&I advocates throughout the company. “Our goal is to become one of the world's most admired companies. One in which all of our employees can grow, thrive, develop and perform at their highest level of ability. And, equally important, a company where employees are empowered to bring their whole selves to work,” Nevel said. PDJ



STEVE PEMBERTON Vice President Diversity & Inclusion Global Chief Diversity Officer Walgreens Boots Alliance WALGREENS GLOBAL FRAMEWORK UNLEASHING D&I INTO MAINSTREAM BUSINESS Walgreens longstanding and proactive commitment to diversity and inclusion is integrated into the mainstream processes and functions of its daily business. “We are moving from a U.S.centric diversity and inclusion model to a new global framework, one that emphasizes gender and generation, and approaches differences with dignity and respect,” said Steve Pemberton, vice president of diversity & inclusion, and global chief diversity officer for Walgreens Boots Alliance. Under Pemberton’s leadership, Walgreens has made significant progress in moving toward a company whose cultures, people, perspectives, and workplaces are increasingly reflecting the current and future customers it serves, 58

while delivering superior business performance. “The key is attracting, retaining and engaging a diverse team, innovating based on deep customer insights, and making warmth, respect and inclusion hallmarks of our business practices,” Pemberton said. SHIFTING TO NEW GLOBAL FRAMEWORK Walgreens D&I commitment dates back generations and it continues to influence virtually everything the company does. “This includes where we locate our stores, who we hire, which products we introduce, and how we distribute goods and materials across the chain,” Pemberton said.


Today Walgreens stores anchor more than 8,100 diverse communities, employ some 240,000 diverse and talented people, and every day help more than 8 million customers and patients get, stay and live well. The company has moved away from external measures of diversity and inclusion progress, and has increased its focus on internal metrics such as employee engagement scores and retention. “Looking at what your people say and do tells you more about where your organization really stands than how your company ranks among the organizations on a publication’s list,” Pemberton said. Walgreens Office of Diversity employs 20 professionals. More than 100 additional team members are


It’s not enough to hope for something to change. You must believe it and make it happen.

Highlights of Walgreen Co.’s recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • U.S. Hispanic Chamber of Commerce - The Million Dollar Club • Chicago Minority Supplier Development Council - MBEIC Sharing Success Award • Chicago Minority Supplier Development Council - Construction Buyer of the Year Award • Black Equal Opportunity Employment Journal - Best of the Best: Top Supplier Diversity Programs for African Americans • Hispanic Network Magazine - Best of the Best: Top Supplier Diversity Programs for Hispanics/Latinos • Professional Woman Magazine - Best of the Best: Top Supplier Diversity Programs for Women • U.S. Veterans Magazine - Best of the Best: Top Supplier Diversity Programs for Veterans • Latino Magazine - Latino 100

indirectly involved in the company’s diversity and inclusion work. It also sponsors three business-owned and leader-led regional operations diversity councils, each consisting of 18 to 22 leaders with profit and loss responsibility from Walgreens business units. Walgreens is the largest drugstore chain in the U.S and is included in the Retail Pharmacy USA Division of Walgreens Boots Alliance, Inc. Walgreens Boots Alliance is the first global pharmacy-led, health

and wellbeing enterprise. The company was created through the combination of Walgreens and Alliance Boots in December 2014, bringing together two companies with iconic brands, complementary geographic footprints, shared values and a heritage of trusted health care services through pharmaceutical wholesaling and community pharmacy care, dating back more than 100 years. PDJ

WALGREEN CO. Headquarters: Deerfield, Illinois Business: Retail CEO: Alex Gourlay Employees: 240,000+ Website: walgreens.com



Susan deRyk Joint Vice President of Patient Experience, Communications & Strategy CANADIAN HEALTH SYSTEM REDUCING HEALTH INEQUITIES WITH D&I Canadian healthcare leader William Osler Health System is transforming its diversity program with a resolute focus on reducing health inequities. To better understand and anticipate the needs of its patients and families, as well as its staff, physicians and volunteers, Osler is taking a sophisticated, evidence-based approach to health equity and inclusion. “For us, taking a leadership role in health equity and inclusion means understanding, respecting and caring for all people across our region, and providing equitable access to quality health care that improves the patient experience,” said Osler’s Joint Vice President of Patient Experience, Communications & Strategy, Susan deRyk. “It also means moving beyond diversity to create an environment in which equity and inclusiveness are woven into the fabric of our 60

culture, as well as our clinical and administrative practices,” she adds. “We are transforming the organization by fostering an equitable, inclusive, welcoming and accessible environment for our patients and their families, and our staff, physicians and volunteers.”

and focuses on reducing health inequities based on the social determinants of health and regardless of race, ethnicity, age, gender, sexual orientation, religion, language, disability, and socio-economic background,” deRyk said. ESTABLISHING PARTNERSHIPS IN INDIA

In August 2014, deRyk was appointed Joint Vice-President, Patient Experience, Communications and Strategy and her portfolio expanded to include a regional Patient Experience program and “Equity Services” portfolio across Osler, and with the Central West Community Care Access Centre (CCAC) and Headwaters Health Care Centre (in Orangeville, Ontario) as part of an innovative integration of non-clinical services across the three organizations.

deRyk identifies one of the highlights of her career as leading an initiative that sent an Osler clinical team to Punjab, India, last year. The exploratory mission has enabled Osler to learn more about health care in that region – where a lot of its patients originally come from – and identify opportunities to partner with organizations there through research and education initiatives to enhance the delivery of health care services.

“We are pursuing changes to transform a stand-alone diversity program into one that is regional,

Planning for a second exploratory mission is currently underway and organized for later this year.


“Understanding how health care is delivered in Punjab helps us establish partnerships with local health care providers to create innovative programs, such as screening for common illnesses or assisting with maternal health challenges. This has a direct impact on patient care in the areas where it’s needed most,” she said.


Giving a voice to all members of the Osler community in codesigning the health services that our community needs.

With her all-encompassing role for better understanding and anticipating patient needs and the impact diversity has on health outcomes, deRyk said that Osler is taking a sophisticated, evidence-based approach to health equity and inclusion. Leveraging a diversity lens, Osler’s Health Equity & Inclusion Team is launching evidence-based health equity research based on patient data and demographics. “Our goal is to identify strengths and opportunities to help the organizations better serve vulnerable and diverse populations, while they are in hospital and after discharge when they are receiving care in their homes or in the community,” deRyk said. “The findings of our current research and future planned studies may yield conclusions that improve our organizations’ ability to anticipate needs, establish priorities, and allocate resources to provide the best possible patient experience for vulnerable populations,” she said. PDJ

Highlights of Osler Health SYSTEM recent D&I recognition include: • Profiles in Diversity Journal - Diversity Leader Award • Greater Toronto’s Top 100 Employers • Greater Toronto’s Great Places to Work • Canada's Best Diversity Employers Award • OHA Quality Healthcare Award

William Osler Health System Headquarters: Brampton/Etobicoke - Ontario, Canada Business: Healthcare CEO: Matthew Anderson Employees: 5,084 Website: williamoslerhs.ca



EEOC To Mine Employers’ Pay Data For Potential Discrimination


he Equal Employment Opportunity Commission (EEOC) issued a proposed rule in February that would require all employers with 100 or more workers to show the government how much they pay their employees. The pay data would be collected on the EEO-1 Forms these employers must submit annually, and the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) intends to use the same form to collect the same data from federal contractors. If made final, the proposed requirements will play a key role in bolstering the Commission’s ability to work handin-hand with the OFCCP to ferret out and remedy discriminatory pay practices, and the rule is the culmination of a years-long effort to develop a tool for the government to use in targeting employers for gender pay gap investigations.

Proposed Rule Would Impose Nuanced Reporting Requirements If the new proposal becomes final, the EEOC’s EEO-1 report will require covered employers to submit W-2 earnings data and actual hours worked for all employees, beginning with the 2017 EEO-1 reporting cycle. More specifically, the proposed rule 62

By Debra S. Friedman Labor and Employment Attorney with Cozen O’Connor requires employers to identify and report the number of employees who fall into each of 12 “pay bands,” and apply the pay bands to each of the 10 EEO-1 job categories. Employers will select the appropriate pay band based upon the employee’s actual W-2 earnings.

required to file the EEO-1. Further, all data will have to be submitted electronically, unless the employer is granted an exception allowing it to submit the data in a different format due to undue hardship.

This measure of pay is significant, given the wide spectrum of compensation that W-2 earnings capture. The proposed rules notes:

The comment period for this proposed overhaul closes on April 1, 2016, and employers should take the opportunity to make their voices heard. Regardless of what happens to the proposed rule, its publication serves as a reminder to employers of the importance of self-assessment. Employers should audit their own pay data and ensure that any apparent disparities can be explained. It is advisable to engage in this self-audit with the guidance of counsel, so that the process will be protected by the attorney-client and/or work product privilege.

W-2 gross income includes wages, salaries, fees, commissions, tips, taxable fringe benefits, and elective deferrals. Amounts withheld for taxes, including but not limited to income tax, Social Security, and Medicare taxes, are considered ‘received’ and are included in the gross income of the given year they are withheld. The W-2 encompasses all earned income, including supplemental pay components such as overtime pay, shift differentials, and nonproduction bonuses (e.g., yearend bonuses, hiring and referral bonuses, and profit-sharing cash bonuses). If the proposal becomes final, employers will be required to submit all data by September 30 each year, as is currently the case for those


What Employers Can Do Now

Additionally, employers should carefully consider all compensation decisions moving forward, and train managers and human resources personnel on compensation processes, again with the goal of ensuring that a clear explanation exists for any apparent pay disparities.

Saluting your outstanding leadership We are proud to be named one of this year’s Top 25 Diversity Leaders and to recognize Cynthia Williams, one of our own, for her exceptional leadership and commitment to workforce diversity and inclusion. We thank each of the 2016 honorees for their contributions that strengthen our communities and enrich our futures.






Member FDIC. Only deposit products are FDIC insured. BB&T supports a diverse workforce and is an Equal Opportunity Employer who does not discriminate against individuals on the basis of race, gender, color, religion, national origin, age, sexual orientation, gender identity, disability, veteran status or other classification protected by law. Drug Free Workplace. © 2016, Branch Banking and Trust Company. All rights reserved. BBT.com



Take time to recognize the good around you. At New York Life, we recognize that employees’ unique qualities often lead to innovation, positive change, and a more productive and dynamic workplace. For more information about New York Life visit us at www.newyorklife.com/diversity © 2014 New York Life Insurance Company, 51 Madison Avenue, New York, NY 10010 Keep Good Going® is a registered trademark of New York Life Insurance Company, all rights reserved.

Life Insurance. Retirement. Investments.



Chris Michel Bolstering Diversity & Inclusion at BBH


ust a few months on the job and Chris Michel is using his wealth of experience to bolster diversity and inclusion at all levels of the nations’ oldest and largest private bank.

Coming on board as the first diversity officer at Brown Brothers Harriman & Co. (BBH), Michel says the 200-year-old company has a long-standing commitment to embracing the value of diverse perspectives. With a framework already in place, he’s working on opening new pathways for dialogue that drive innovation and solutions that he says are critical to business strategy. “BBH recognizes it operates in a rapidly changing global marketplace. I’m focusing on leveraging diversity and inclusion as a critical business strategy that will positively impact our future success on many different levels,” Michel said. With BBH’s 5,000 employees in 18 offices spanning North America, Europe and Asia, Michel is focusing on tailoring a strategic geographic approach. He’s also focusing efforts on the banks’ Center for Women and Wealth and aggressively pursuing inroads for expanding and enhancing the BBH Affinity Network Communities (BANC).



In recent years, BBH employees have created various networks to help collaborate, share ideas, and discuss issues of common interest. The company has nine employee run groups that make up the BBH Affinity Network Community. Their mission is to promote a culture of inclusion, creating the environment and infrastructure for development of all. The groups provide opportunities for individuals from diverse backgrounds to participate in networking, mentoring, professional development and global collaboration.

EMBRACING THE VALUE OF DIVERSE PERSPECTIVES BBH Partner Kathryn George says Michel’s appointment underscores the company’s long-standing commitment to embracing the value of diverse perspectives and the kind of open dialogue that drives innovation and solutions. “We are confident his wealth of experience will catapult us forward in our efforts to ensure an inclusive culture that is stronger as a result of our differences,” she added.

DIFFERENT MAKES THE DIFFERENCE Embrace your differences. Leverage your strengths. Define your success. At Liberty Mutual Insurance, we value diversity of thought, background, and culture as they are the ingredients that create the opportunity for true innovation. libertymutualgroup.com/diversity

While working on building programs to further advance the firm’s inclusive culture, Michel helps BBH attract and retain top talent across the full spectrum of diversity, and grow the bank’s external brand as a leader in D&I efforts. Continued on pg. 66

Liberty Mutual Insurance is an equal opportunity employer.

Continued from pg. 65

He said it challenges and encourages everyone to broaden their perspectives and worldviews, and helps to fully prepare companies to make valuable contributions to a diverse, globally integrated world. “I’m a person who likes to push the envelope, and I feel like I can grow my career here. I look forward to delivering on the promise of our inclusive culture for the benefit of our employees and clients,” he said.

WEALTH OF EXPERIENCE IN MULTINATIONAL ORGANIZATIONS Michel is a passionate senior executive with significant experience in leading talent management programs in multinational organizations. He

has expertise with global D&I matters in addition to a proven track record of success in broad-based talent initiatives. Among those are ERG management, recruitment, training, community engagement, program development and senior management advisement. Michel joined BBH from American International Group (AIG) where he served as senior director of diversity & inclusion for EMEA & the Americas and helped build a global diversity and inclusion program. Prior to AIG, he was director of diversity & inclusion at the United States Tennis Association where he was accountable for executing the organization’s strategic diversity plan. Prior to that, he was responsible for supplier diversity initiatives at Merrill Lynch & Co.

BBH is a privately held financial institution that has been a thought leader and solutions provider for nearly 200 years. The company serves institutions, businesses, families, and individuals in its three business lines: Investor Services, Investment Management, and Private Banking. BBH’s historic culture of accountability fosters deep and lasting relationships built on commitment, adaptability, and trust. The company is independent, selective, and specialized by design. Keep tabs on his initiatives at www. bbh.com as we’ll be following up with him later in the year to talk progress on his intentional global strategy embracing diversity and inclusion. PDJ

Diversity is in our DNA. It is who we are.

William Osler Health System is one of Canada’s largest community hospital systems, located in one of the fastest growing and most diverse regions of Ontario. We are proud to take a leadership role in diversity, health equity and inclusion. Thank you to our staff, physicians and volunteers for creating an environment that is inclusive, respectful, welcoming and accessible for patients, families and the communities we serve.


corporate index

Aflac............................................ www.aflac.com................................. 8,9,12 Bank of the West.........................www.bankofthewest.com......... Back Cover

We have the energy to make things better. [

... for you, for our communities and for our future. www.pseg.com

BB&T (Branch Banking & Trust)...www.bbt.com.................................10,11,63 Brown Brothers Harriman & Co...www.bbh.com .....................................64,65 Capital One.................................www.capitalone.com...........................14,15 Comcast NBCUniversal................www.comcastcorporation.com.............16,17 Cozen O’Connor ..........................www.cozen.com....................................... 18 Dechert LLP.................................www.dechert.com................................18,19 EY................................................www.ey.com.........................................20,21 Excellus BlueCross BlueShield.....www.excellusbcbs.com........................22,23 Fish & Richardson........................www.fr.com..........................................24,25 Halliburton.................................www.halliburton.com..............................36 HP Inc..........................................www.hp.com........................................26,27 Krungthai AXA Life Insurance......www.krungthai-axa.co.th/en...............28,29 Liberty Mutual Insurance............www.libertymutualgroup.com.......30,31,65 Mayer Brown LLP........................www.mayerbrown.com.................. 13,32,33 Mitchell Silberberg & Knupp LLP....www.msk.com.....................................34,35 MUFG Union Bank, N.A...............www.mufgamericas.com.....................38,39 NBCUniversal..............................www.nbcuniversal.com........................40,41 New York Life Insurance Company...www.newyorklife.com..................42,43, 63 Norton Rose Fulbright US LLP.....www.nortonrosefulbright.com.............44,45 Prudential Insurance...................www.prudential.com............................46,47 Public Service Enterprise Group....www.pseg.com....48,49, Inside Back Cover Reed Smith LLP...........................www.reedsmith.com............................50,51 Saskatchewan Health Region......www.saskatoonhealthregion.com.ca.......37

PSEG strives for inclusion of employees with diverse backgrounds. Diversity and inclusion drive success across our company, and are an essential part of everything we do, every day.

Sullivan & Cromwell LLP.............www.sullcrom.com...............................52,53 The Walt Disney Company...........www.thewaltdisneycompany.com.......54,55 Thermo Fisher Scientific..............www.thermofisher.com........................56,57 Walgreen Co................................www.walgreens.com............................58,59 William Osler Health System.......www.williamoslerhs.ca...................60,61,66 3M Company...............................www.3m.com............................................. 5 BOLD BLUE DENOTES ADVERTISERS We make things work for you.



Different perspectives generate fresh ideas. That’s why at Bank of the West, we value diversity and equal opportunity for all our employees. We’ve grown stronger thanks to our unique blend of people. After all, in today’s competitive banking environment, it is our employees that keep us a step ahead of the rest. For career opportunities, visit us online at bankofthewest.com. Bank of the West and its subsidiaries are equal opportunity/affirmative action employers. Member FDIC. ©2012 Bank of the West.

Profile for Diversity Journal

Diversity Journal - Winter 2016  

2016 Diversity Leader Awards

Diversity Journal - Winter 2016  

2016 Diversity Leader Awards