DIVERSITY: INSPIRING INNOVATION THROUGH INCLUSION

Size: px
Start display at page:

Download "DIVERSITY: INSPIRING INNOVATION THROUGH INCLUSION"

Transcription

1 DIVERSITY: INSPIRING INNOVATION THROUGH INCLUSION

2 DIVERSITY IS THE MIX; INCLUSION IS GETTING THE MIX TO WORK WELL TOGETHER. LONNY LANGFORD JACKSONVILLE, FL UNDERSTANDING AND ACCEPTING DIFFERENCES BETWEEN PEOPLE TO ACHIEVE OUR PLAN TO WIN. What Diversity and Inclusion Means to Our People SETH PARSONS GYPSUM, OH EMBRACING AND LEVERAGING OUR DIFFERENCES! YOUNG EUN YANG NORFOLK, VA EVERYONE HAS A SEAT AT THE TABLE! KATIE JOHNSON CLOQUET, MN

3 ACKNOWLEDGING, SUPPORTING, AND INCORPORATING THE DIFFERENCES IN THE INDIVIDUALS AROUND YOU. ERICA JENKINS CHICAGO, IL A VISIBLE AND I M ALWAYS PROUD OF THE WAY USG IS RESPECTFUL OF DIVERSE POINTS OF VIEW, A RESPECT THAT LEADS TO CREATIVE AND EFFECTIVE SOLUTIONS FOR OUR CUSTOMERS. MARY MARTIN CHICAGO, IL INVISIBLE WAY OF LESS CORRECTING AND MORE CONNECTING! PHIL REALE NORFOLK, VA

4 Table of Contents 5 LETTER FROM THE CHAIRMAN 6 INTRODUCTION 8 VISION 9 JOURNEY 10 INFLUENCING OUR WORLD 11 LIVING OUR VALUES 12 PROGRESS 13 DIVERSITY BY THE NUMBERS 14 GETTING PEOPLE INVOLVED 15 DIVERSITY & INCLUSION STRATEGY COUNCIL 16 RECOGNIZING EXCELLENCE 17 LOCATING TALENT 18 COMMUNITY USG employees all over the world, from many different cultures, work together in harmony. We celebrate our differences and leverage them to make better business decisions for our customers, shareholders and each other. / 4

5 Letter from the Chairman From the very beginning, USG has put our people and our values at the center of everything we do. Our teams are creating high performance technologies and building systems for our customers around the world, and we work hard to think ahead and understand their needs so we can serve them with excellence. While we survey our customers, we also survey our teams. We often ask them important questions and use their feedback to make positive changes in how we run our business. We recently asked them to define diversity in twelve words or less. You ll see some of their answers in this report, and I hope you re as inspired as I am. But we have an opportunity and a responsibility to move better, smarter and faster. That means continuing to focus on building an inclusive culture that empowers us all to do our best. Inclusion starts with our beliefs: we believe in inspiring innovation through our heads, hearts and hands; we believe in building leadership at every level; and we believe that teamwork and diversity lead to positive impact and progress. But this isn t about a written statement, and it isn t a one-time exercise. It s about our actions and how we treat each other every day our individual behaviors, hidden biases and habits. It s about our organizational practices everywhere we do business. our customers expectations now and in the future. We are proud of the progress we ve made, but we know there is more work to do. As we move ahead, we ll continue to use our diverse range of thought, experience, perspective and background to create breakthrough innovation that improves the spaces where we live, work and play. Thank you for joining us on this journey, and I welcome your feedback on how we can do better. It s Your World. Build It. Over the last 20 years, we ve made great progress in amplifying our diversity and inclusion efforts, and this report tells that story. Our commitment is reflected in the way we support our communities, develop innovative programs, seek out talent and provide opportunities for everyone who works with us. You ll learn more about our Employee Resource Groups, Training & Development initiatives, volunteer efforts and thought leadership as you read on. We take an active role in ensuring that everyone feels welcome and encouraged to contribute, regardless of their race, age, gender, gender identity, ethnicity, religion or sexual orientation. We know that when employees are in a great work environment, they do great work. They feel comfortable to be themselves in their jobs. That s when creativity and innovation flourish, and that s how we ll exceed Jim Metcalf Chairman, President & CEO, USG Corporation LETTER FROM THE CHAIRMAN / 5

6 Introduction DIVERSITY Inspired by people who come from many cultures and backgrounds, USG embraces the diverse perspectives and skills that our employees, customers, shareholders and suppliers bring to our company. We create a sense of belonging by leveraging the power that comes from welcoming and encouraging the differences that surround us. Driven by our values and commitment to our people, we respect everyone for who they are regardless of their race, age, gender, gender identity, ethnicity, religion or sexual orientation. SAFETY EFFICIENCY We encourage everyone to be themselves so they re able to be creative, engaged and productive. CORE VALUES QUALITY SERVICE INTEGRITY INNOVATION Through dedication, inspiration and innovation, every one of us will do our best work. This collectively leads to the positive impact and progress USG seeks to make wherever we go. OUR DEDICATION TO OUR CORE VALUES SAFETY, INNOVATION, DIVERSITY, INTEGRITY, SERVICE, EFFICIENCY AND QUALITY IS WHAT MAKES USG A GREAT COMPANY FOR OUR EMPLOYEES, OUR CUSTOMERS AND OUR COMMUNITIES. A DIVERSE AND INCLUSIVE WORKPLACE IS CRUCIAL TO OUR ABILITY TO ATTRACT TALENTED EMPLOYEES, CONNECT WITH AN INCREASINGLY DIVERSE CUSTOMER BASE AND BE MORE EFFECTIVE COMPETITORS IN THE GLOBAL MARKETPLACE. BRIAN COOK, CHIEF ADMINISTRATIVE OFFICER, USG CORPORATION INTRODUCTION / 6

7 The key ingredient in Our Plan to Win strategy is great people. Our strategy is our guide to succeed in an increasingly diverse global market, and our people bring it to life. To compete and win in our industry, we must: 1 STRENGTHEN OUR CORE BUSINESS DIVERSIFY OUR EARNINGS Those three pillars make up Our Plan to Win, and we re focused on living our values as we accomplish each one. Part of that is our commitment to building a truly diverse and inclusive workforce one that engages and attracts all kinds of people and keeps us open to new ways of thinking, new ideas and new results. For us, inclusion is a call to action that means actively involving everyone s ideas, perspectives, approaches and styles to maximize our success. It s good for our teams, our customers, our shareholders and our business. We re proud of the initiatives we ve implemented and the progress we ve 2 made in improving our workplace, but we re not stopping here. 3 DIFFERENTIATE OURSELVES THROUGH INNOVATION v ONE OF OUR CORE VALUES AS A COMPANY IS DIVERSITY IT IS PART OF WHO WE ARE AND HOW WE RUN OUR BUSINESS. WE NEED OUR WORKFORCE TO BE AS DIVERSE AS THE CUSTOMERS WHO USE OUR PRODUCTS ALL OVER THE WORLD. INCLUSION HELPS US UNDERSTAND AND DELIVER WHAT OUR CUSTOMERS NEED. MATT BYRNE, SENIOR VICE PRESIDENT, NORTH AMERICAN SALES Our customers are rapidly changing. In order to best serve them, we re adapting more effectively by recognizing these changes and understanding their needs. This means having meaningful conversations and maintaining trust in our relationships, and that s what good business is built on. INTRODUCTION / 7

8 Vision We re striving towards building a workforce that is made up of people who feel free to be who they are and consider the art of the possible. We see them pushing the envelope with creative ideas that take our business to the next level. To realize our vision, we re committed to: 1 2 Valuing the diversity of our people and their ideas so we can extend our market leadership position Recruiting and maintaining the highest caliber of employees so we can create an environment where each individual s contribution is maximized 3 Promoting diversity and inclusion so we can ensure the quality of our workforce and increase our ability to exceed customer expectations through continuous innovation We are, and will be, relentless in the pursuit of our vision, and our teams around the world will make it a reality. WE LEVERAGE DIVERSITY AND INCLUSION TO BUILD A WORK ENVIRONMENT THAT OUR TEAMS ARE PROUD OF, AND THAT DELIVERS WHAT OUR CUSTOMERS AND COMMUNITIES EXPECT. JOHN REALE CHICAGO, IL VISION / 8

9 Journey FORMATION OF WOMEN IN MANUFACTURING FORUM TO SUPPORT FEMALES IN SCIENCE, TECHNOLOGY, ENGINEERING AND MATHEMATICS INCORPORATION OF DIVERSITY AS A CORE VALUE INITIATION OF DIVERSITY AND INCLUSION CHAMPION RECOGNITION CEREMONY FIRST ALL-COMPANY DIVERSITY EVENT: FOOD DRIVE RAISING MORE THAN 112,000 POUNDS OF FOOD FOR LOCAL COMMUNITIES ADDITION OF DOMESTIC PARTNER BENEFITS CREATION OF DIVERSITY AND INCLUSION STRATEGY COUNCIL (DISC) While we believe our best is yet to come, we ve made great progress on our journey towards meeting our vision. It s a journey that will never end, but we take pride in the steps we have taken and the impressions we have left along the way. JOURNEY / 9

10 A DIVERSE AND INCLUSIVE ENVIRONMENT DRIVES INNOVATION AND GROWTH. Influencing Our World Advancing change in the area of diversity and inclusion isn t limited to what happens inside USG. We strive to be thought leaders and reach out to the world around us. Our leaders participate in and sponsor forums that address diversity and inclusion and the importance of both in today s workplace. Here are a few examples of how we ve reached outside our walls: TELEVISION FEATURE Our Corporate Innovation Center and our market-leading products were featured on The Henry Ford s Innovation Nation, highlighting how our diversity impacts innovation. DR. SRINIVAS VEERAMASUNENI LIBERTYVILLE, IL CHICAGO TRIBUNE The Chicago Tribune recently interviewed Jim Metcalf about our innovative mindset, and how it keeps us competitive in the marketplace. GLOBAL HEALTH SYMPOSIUM On International Women s Day, Jenny Scanlon, Senior Vice President, USG Corporation; President, L&W Supply Corporation and President, International, was a keynote speaker who discussed the safety of women and children in global manufacturing environments and how we can influence these areas of the world through western building practices. INFLUENCING OUR WORLD / 10

11 Living Our Values Our company is built on remarkable people who value safety, innovation, diversity, integrity, quality, service and efficiency. These core values define who we are and what we stand for. They keep us grounded and focused on what s important for our people, our business, our customers and our shareholders, and we live them every day: OUR EMPLOYEES IMPACT THEIR LOCAL COMMUNITIES We recently completed a companywide food drive that gathered over 112,000 pounds of food collected by 120 locations in the United States, Canada and Mexico. OUR LEADERS TREAT DIVERSITY AS A STRATEGIC PRIORITY Executive Committee members and key leaders participate in diversity retreats to identify key initiatives related to inclusion. We convene a monthly talent management steering committee to make decisions on structure, quality and quantity of talent, and people implications of key objectives. WE SUPPORT THE ORGANIZATIONS OUR EMPLOYEES CARE ABOUT We believe deeply in giving back to the communities we serve. The Diversity and Inclusion Strategy Council formalized a Volunteer Connections group to promote volunteerism at WE SUPPORT THE WORKFORCE OF TOMORROW We provide opportunities for interns and co-ops through our college recruiting efforts and participation in diverse organizations that support our youth. WE INVEST IN OUR PEOPLE We hire people for careers, not jobs. We invest in our employees and offer a number of training opportunities to encourage continuous learning. One of our key training programs focuses on diversity and inclusion, reinforcing our beliefs and guiding meaningful conversation to uncover hidden biases so we can all do our best work. our company through tracking time and talking about their experiences with their colleagues. The USG Foundation s Matching Gift Program also recognizes volunteer work in addition to financial contributions. LIVING OUR VALUES / 11

12 Progress Today, our workforce represents the realization of our recruiting efforts and the inclusion of employees with a wide variety of backgrounds, talents, interests and cultures. WE STRIVE FOR DIVERSITY OF THOUGHT, EXPERIENCES, AND BACKGROUNDS WHEN ATTRACTING AND PROMOTING CANDIDATES AT ALL LEVELS. THIS IS A KEY COMPONENT IN OUR INCLUSION JOURNEY. GINA MAX CHICAGO, IL 55% OF OUR SALARIED FULL-TIME HIRES ARE DIVERSE 50% SINCE 2009, WE HAVE INCREASED THE NUMBER OF NEW FEMALE ENGINEERS HIRED ON COLLEGE CAMPUSES BY 400% PRESENT 2009 OF OUR PROMOTIONS ARE FOR DIVERSE CANDIDATES 44% OF OUR TOP 250 LEADERS ARE DIVERSE PROGRESS / 12 / 12

13 Diversity by the Numbers We believe in building leadership at every level of our company, and we empower each other to define our own path to success. Our senior leadership team is a direct reflection of our workforce and brings a wide range of experience and background which helps us make stronger business decisions. Those decisions are driven by a diverse workplace welcoming and encouraging women, people of color and those who identify as gay, lesbian or transgender. 14% OF THE SENIOR EXECUTIVE TEAM 44% OF OUR BOARD OF DIRECTORS 33% OF OUR CORPORATE OFFICERS 50% OF NEW OFFICERS RECENTLY SELECTED DIVERSITY BY THE NUMBERS / 13

14 Getting People Involved As you ve read through this report, you ve seen that diversity and inclusion is not a nice to have or a compliance box to check at USG. Here, our employees are active participants in and proponents of our inclusion efforts. Some of the ways they do this are through their contributions to our Employee Resources Groups and our Diversity and Inclusion Strategy Council. WE WANT OUR EMPLOYEES TO BRING THEIR AUTHENTIC SELVES TO WORK SO WE CAN PUSH THE ENVELOPE. THAT S WHAT BRINGS OUR CORE VALUES TO LIFE. KATHY LIETZ CHICAGO, IL EMPLOYEE RESOURCE GROUPS (ERG) Employee Resource Groups make everyone feel welcome. They create a sense of community and belonging, and encourage us to be who we are while teaching each other about appreciating our differences. Groups are formed and run by employees and will continue to expand as we move forward. What they do is focused around four objectives; namely, USG support/community affairs; recruiting, retention and opportunity; education and training; and employee awareness and communication. Their accomplishments reflect these objectives. Chicago Cares MLK Jr. Celebration of Service Black History Month Professional Book Club Salvation Army Angel Tree Professional Development Seminars Taste of Asia Honor Flight and Patriot Day Military Career Fairs and Veterans Website Education on Benefits and Resources Ronald McDonald House American Heart Association Heart Walk Spanish Classes and Financial Workshops School Supply Drive Cardz for Kidz Networking Events Wellness Challenge Business Book Library Company-wide Food Drive GETTING PEOPLE INVOLVED / 14

15 Diversity & Inclusion Strategy Council We formalized our Diversity & Inclusion Strategy Council (DISC) in 1998, and since then we ve made great strides in bringing everyone to the table and encouraging idea sharing. DISC includes employees at every level from throughout our company and makes impactful changes through engaging our workforce and setting strategic direction. All employees are welcome to join, and each new member must complete an application where they have the opportunity to express their passion for our values and discuss what diversity and inclusion means to them. Being a member of DISC is an opportunity for our employees as much as for our business. We learn new ways of talking to each other, meet new people and have experiences that change the way we think and interact with each other. DISC plays an important role in our company, and all those who are part of it are a tremendous asset for us. WHAT WAS YOUR GOAL WHEN YOU INITIALLY BECAME A MEMBER OF DISC? To make a difference and help change the culture of our work environment. My goal was to be part of a group of people who were shaping the future of our company and how we value our employees. JAY HOFFMAN, DISC member My goal was to network and create lasting relationships within the company, while sharing my personal experiences to help make USG a more inclusive place to work. JENNIFER PRIDE, DISC member DO YOU THINK YOU HAVE MADE AN IMPACT AND/OR ANY DIFFERENCES IN INCLUSION AT USG? I m pleased with the conversations that I ve had with non-disc members and the attention that our employees give towards developing an inclusive culture. MATT ACKLEY, DISC member Yes, I feel my position on DISC has allowed me to make positive impacts for the plants I have worked at as well as contributing to diversity at USG as a whole. WHAT HAVE BEEN SOME OF THE ADVANTAGES TO YOUR CAREER OR YOU PERSONALLY BEING ON DISC? It has been a good experience and a way to meet and work with people I would not have been able to if I hadn t been on DISC. It has helped me grow personally in the areas of diversity and inclusion and made me a better manager because of it. TIM HEROLD, DISC member The interaction with DISC members has helped me understand how diverse USG is. I have a better understanding of what roles some employees have at Corporate, at the plants, and out in sales. Also, by being able to go to the corporate office, I have had exposure to what it s like there as well as being able to meet co-workers I would have never been able to meet had I not left the branch to attend DISC meetings and functions. JENNA LEGER, DISC member NORMA SERRATO, DISC member DIVERSITY & INCLUSION STRATEGY COUNCIL / 15

16 Recognizing Excellence Living our values means rewarding excellence when we see it. We recognize people who are committed to embracing diversity and making a positive, lasting impact on others. We ve created a number of ways to celebrate our employees who live our values every day. Award winners are selected by the Diversity and Inclusion Strategy Council (DISC) and recognized at our annual awards ceremony. DIVERSITY AND INCLUSION ANNUAL CHAMPIONS Since 2008, the Annual Diversity and Inclusion Awards recognize the outstanding contributions that our employees make in creating a diverse and inclusive workplace. These awards honor employees, manufacturing plants and distribution branches in several categories, including: Luminary Award, recognizing a leader at the director level or higher Leadership at Every Level Award, recognizing a manager or individual Manufacturing Facility of the Year Award, recognizing a plant location L&W Branch of the Year Award, recognizing a branch location Employee Resource Group (ERG) Most Valuable Persons Award, chosen by the ERGs HELPING HANDS VOLUNTEERS Through our Helping Hands program, we recognize outstanding employees who give back to their communities through various volunteer efforts. We encourage and reward those who volunteer their time and also support the organizations that matter most to our employees through financial gifts from the USG Foundation. TO BUILD A SUCCESSFUL FUTURE, WE NEED A DIVERSE WORKFORCE AND AN INCLUSIVE ENVIRONMENT THAT EMPOWERS US ALL TO DO OUR BEST. THIS BENEFITS OUR EMPLOYEES, OUR CUSTOMERS AND THE COMMUNITIES WE SERVE. CHRIS ROSENTHAL, VICE PRESIDENT, HUMAN RESOURCES RECOGNIZING EXCELLENCE / 16

17 Locating Talent It all starts with recruiting from a diverse pool of candidates and hiring the best without preconception or unconscious bias. Women make up approximately 50% of the labor force. However, the number of women in the manufacturing labor force is only 24% 1, making women the largest untapped portion of the labor pool. OUR COMMITMENT TO A DIVERSE AND INCLUSIVE WORKFORCE IS PART OF EVERYTHING WE DO. IT MAKES US STRONGER, IT MAKES OUR FUTURE BRIGHTER, AND IT MAKES US A GREAT PLACE TO WORK. LEVELLE BROWN CHICAGO, IL We are actively recruiting and promoting women to take on manufacturing roles, as well as positions in the fields of science, technology, engineering and mathematics (STEM). We know that these jobs are incubators for innovation, which help us stay competitive and promote future growth in our business. In addition, our talent management steering committee, comprised of our executive team, is highly engaged in key decisions about our workforce, which sets the tone at the top. We require external searches to include diverse talent. All managers of people have an annual performance goal focused on their team, which can be dedicated to diversity and inclusion measures. We attend diversity career fairs and support college campus organizations such as the Society for Women Engineers and the National Society of Black Engineers to keep relationships with top talent throughout the U.S. 1 The Manufacturing Institute, Untapped resource: How manufacturers can attract, retain, and advance talented women, LOCATING TALENT / 17

18 Community At the heart of every community are the people who live and work there. USG is committed to building strong communities everywhere we do business by helping the people and organizations who call those communities home. EXTERNALLY, OUR DIVERSE TEAMS DO A GREAT JOB OF REPRESENTING OUR COMPANY AND OUR COMMITMENTS. INTERNALLY, WE COUNT ON THEM TO MAKE OUR BUSINESS BETTER IN EVERY WAY. LAUREN TRIFFLER CHICAGO, IL VOLUNTEER CONNECTIONS USG FOUNDATION Our Volunteer Connections group helps employees connect with their communities in the spirit of service. It provides a platform for employees at all locations to connect with others to serve the communities in which they live and work through volunteerism. One way we live our commitment to building stronger communities is through the USG Foundation and our Matching Gift Program. The program helps us support our employees and the organizations they care about through strengthening the impact of financial donations and volunteer work. Through the Volunteer Connections newsletter, we highlight the great work our employees are doing and the impact they re making on their communities. The newsletter helps colleagues find common interests and further engage with our company and our values outside of work. The foundation is committed to giving back to the communities we serve, and it has partnered with and helped many local and national charitable organizations focusing on health, social and educational initiatives. COMMUNITY / 18

19 DIVERSITY AND INCLUSION IS PART OF EVERYDAY BUSINESS FOR US. THE POWER OF OUR DIFFERENCES IS WHAT MAKES A DIFFERENCE. ANN FRANZEN RAINIER, OR EMBRACING EVERYONE ELSE S AUTHENTIC SELF AND BEING YOUR AUTHENTIC SELF. LINA BERNTSEN CHICAGO, IL ENGAGING A DIVERSE AND DYNAMIC WORKFORCE ENABLES ULTIMATE SUCCESS THROUGH EARNEST INCLUSION. THOMAS UPTON SPERRY, IA APPRECIATING OUR DIFFERENCES AND FOSTERING THEM TO MAKE BETTER BUSINESS DECISIONS. BETH JUVE TORRANCE, CA OFFERS AN ADVANTAGE OF UTILIZING DISTINCT DIFFERENCES TO CONTINUALLY GROW AND IMPROVE. MARY SISCHO LAKE GENEVA, WI / 19

20 This report contains forward-looking statements within the meaning of the Private Securities Litigation Reform Act of 1995 related to management s expectations about future conditions. Actual business, market or other conditions may differ materially from management s expectations. We assume no obligation to update any forward-looking information contained in this report. Additional information concerning these and other factors may be found in our filings with the Securities and Exchange Commission, including the Risk Factors in our most recent Annual Report on Form 10-K USG CORPORATION AND/OR ITS AFFILIATES. ALL RIGHTS RESERVED. For questions, contact: G ina Max, Senior Director, Talent Management and Diversity corporate-communications@usg.com

Embracing Diversity & Inclusion

Embracing Diversity & Inclusion Embracing Diversity & Inclusion Understanding the law is just the first step toward addressing legal challenges. Attorneys also need to understand their clients and the communities they serve. To make

More information

Philanthropy Toolkit

Philanthropy Toolkit Philanthropy Toolkit Philanthropy at Jones Lang LaSalle At Jones Lang LaSalle, we believe that helping our communities is part of our culture. That s why we ve developed Community Connections, our comprehensive

More information

A guide to the University Ser vices. Diversity and Inclusion Plan

A guide to the University Ser vices. Diversity and Inclusion Plan A guide to the University Ser vices Diversity and Inclusion Plan Princeton University is committed to recruiting and empowering talented employees from every sector of society, and to embracing multiple

More information

Affinity Networks: Building Organizations Stronger than Their Parts

Affinity Networks: Building Organizations Stronger than Their Parts Affinity Networks: Building Organizations Stronger than Their Parts Best Practices from the Network of Executive Women Consumer Products and Retail Industry THIRD IN A SERIES Affinity networks: New insights

More information

People Strategy in Action

People Strategy in Action People Strategy in Action Welcome to Our People Strategy 2 The Bausch + Lomb People Strategy The Bausch + Lomb People Strategy 3 Introduction Transforming our company through our people Our transformation

More information

The Diversity Hiring Playbook

The Diversity Hiring Playbook Talent Solutions The Diversity Hiring Playbook How to Find, Hire, and Keep Top Diverse Talent talent.linkedin.com 1 Table of contents Intro 03 03 Hire Them 09 01 Get Commitment 04 04 Retain Them 12 02

More information

Women in Leadership Program Implementing Inclusion

Women in Leadership Program Implementing Inclusion Women in Leadership Program Implementing Inclusion Deb DeHaas Chief Inclusion Officer September 30, 2015 Agenda Deloitte s Inclusion Journey 3 The Inclusion Lifecycle 5 Focus on Innovation 7 How Deloitte

More information

Our Framework Summary

Our Framework Summary Our Framework Summary REVIEW Evaluate and improve P Develop str improve Take action to improve DO We believe organisations succeed by realising the potential of their people. Because good people make a

More information

the better tomorrow plan creating value through diversity, sustainability and Wellness

the better tomorrow plan creating value through diversity, sustainability and Wellness the better tomorrow plan creating value through diversity, sustainability and Wellness the better tomorrow plan creating value through diversity, sustainability and Wellness A Leader in Quality of Life

More information

We work every day to protect investors.

We work every day to protect investors. FINRA at Work FINRA has offered me incredible opportunities to help protect the investing public. Every day, I am challenged by keeping up with the ever-changing securities market and working with colleagues

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

Comprehensive Diversity Plan for the Research Division

Comprehensive Diversity Plan for the Research Division Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell

More information

Supporting Women in Leadership

Supporting Women in Leadership June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from

More information

Jpmorgan Chase Corporate Responsibility - Employees in High Paying positions

Jpmorgan Chase Corporate Responsibility - Employees in High Paying positions 30 jpmorgan chase corporate responsibility report 07 For us, doing first-class business in a first-class way has everything to do with our people. More than ever, we are devoted to building a great team

More information

LEARNING & DEVELOPMENT

LEARNING & DEVELOPMENT DIVERSITY Ongoing education is a defining element of Qualcomm s culture, reinforcing our belief that the overall capabilities of our organization increase as individual employee skills and knowledge improve.

More information

Authentic Leadership Coaching

Authentic Leadership Coaching THE DIVERSITY PRACTICE Authentic Leadership Coaching A new leadership paradigm Carol Campayne, Caroline Harper Jantuah, Lori Shook Of all the personal development and leadership interventions available

More information

Workforce Diversity: The Fresh Face of Employment in Canada

Workforce Diversity: The Fresh Face of Employment in Canada Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving

More information

Employee Engagement. Results from Xcel Energy's annual engagement survey show that our employees: Have favorable engagement 83 %

Employee Engagement. Results from Xcel Energy's annual engagement survey show that our employees: Have favorable engagement 83 % Employee Engagement Results from Xcel Energy's annual engagement survey show that our employees: Have favorable engagement 83 % Think safety is a priority at Xcel Energy 92 % Believe Xcel Energy is a responsible

More information

Valuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement!

Valuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement! Valuing Diversity Cornerstones 1. Diversity is about inclusion and engagement! 2. The most important issue is always human dignity and total quality respect! 3. Prejudice is eliminated by developing high

More information

The Manitoba Government. Corporate Human Resource Plan

The Manitoba Government. Corporate Human Resource Plan The Manitoba Government Corporate Human Resource Plan 2012 2014 2 This information is available in alternate formats upon request. Introductory Message from the Deputy Ministers Working for the Manitoba

More information

VALUING DIVERSITY & INCLUSION

VALUING DIVERSITY & INCLUSION VALUING DIVERSITY & INCLUSION From the Chairman and CEO Union Pacific s commitment to diversity and inclusion is based on our desire to create an environment where people can be their best, personally

More information

How to Catch em, How to Keep em

How to Catch em, How to Keep em How to Catch em, How to Keep em IPMAAC Conference 2000 Rich Moonblatt AMG/RecruitCom Chevy Chase, MD Recruiters and Retention Should recruiters be involved in retention? Should recruiters focus on bringing

More information

The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003. The Smeal College of Business Administration

The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003. The Smeal College of Business Administration The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003 The Smeal College of Business Administration A Framework to Foster Diversity at Penn State: 1998-2003 The Smeal College

More information

The Leader s Edge. How Best Practices Programs Can Be Used Most Effectively to Support the Growth of Women Leaders

The Leader s Edge. How Best Practices Programs Can Be Used Most Effectively to Support the Growth of Women Leaders The Leader s Edge How Best Practices Programs Can Be Used Most Effectively to Support the Growth of Women Leaders The Leaders Edge research study completed in February, 2004 demonstrates the need for companies

More information

To Make an Organization Great, First Make it a Great Place to. Work. By William Simpson, Director of Human Resources, Nixon Peabody, LLP

To Make an Organization Great, First Make it a Great Place to. Work. By William Simpson, Director of Human Resources, Nixon Peabody, LLP To Make an Organization Great, First Make it a Great Place to Work By William Simpson, Director of Human Resources, Nixon Peabody, LLP At Nixon Peabody LLP, one of our goals is to be a great place to work.

More information

DOING GOOD IS GOOD FOR YOU. 2013 Health and Volunteering Study

DOING GOOD IS GOOD FOR YOU. 2013 Health and Volunteering Study DOING GOOD IS GOOD FOR YOU 2013 Health and Volunteering Study UNITEDHEALTH GROUP 1 WeLCome For the people of UnitedHealth Group, our business goals and social mission are inextricably entwined. To help

More information

Leading Positive Performance: A Conversation about Appreciative Leadership. Diana Whitney, Phd, Amanda Trosten-Bloom and Kae Rader

Leading Positive Performance: A Conversation about Appreciative Leadership. Diana Whitney, Phd, Amanda Trosten-Bloom and Kae Rader Leading Positive Performance: A Conversation about Appreciative Leadership Diana Whitney, Phd, Amanda Trosten-Bloom and Kae Rader This is a preprint of an article published in Performance Improvement journal,

More information

AB Volvo, 405 08 Göteborg, Sweden. Ref No 953810003, August 2009. The Volvo Way

AB Volvo, 405 08 Göteborg, Sweden. Ref No 953810003, August 2009. The Volvo Way AB Volvo, 405 08 Göteborg, Sweden Ref No 953810003, August 2009 The Volvo Way index Preface Our mission Customers first Customer focus Clear objectives Quality, safety, environmental care Continuous improvements

More information

Recruiting for Diversity

Recruiting for Diversity Recruiting for Diversity Recruiting for Diversity Why is diversity recruitment important? Not only is diversity recruitment the right thing to do, it is the smart thing to do. Where there is a University

More information

ST. LAWRENCE COLLEGE BUSINESS PLAN 2015-2016

ST. LAWRENCE COLLEGE BUSINESS PLAN 2015-2016 ST. LAWRENCE COLLEGE BUSINESS PLAN 2015-2016 LETTER FROM THE PRESIDENT AND CEO /// The first year of our Strategic Plan, Our Future, is now complete and we are already seeing the positive impact of the

More information

Diversity + Inclusion at Ballard Spahr

Diversity + Inclusion at Ballard Spahr Diversity + Inclusion at Ballard Spahr Our clients are best served by innovative solutions that spring from varied viewpoints and perspectives. Ballard Spahr is committed to creating a vibrant community

More information

DRG is committed to quality and excellence in delivering contract management services and all other business operations. We will:

DRG is committed to quality and excellence in delivering contract management services and all other business operations. We will: DRG is committed to quality and excellence in delivering contract management services and all other business operations. We will: Satisfy customers by ensuring we meet or exceed requirements Continually

More information

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers

More information

2015-2016 BUSINESS PLAN

2015-2016 BUSINESS PLAN 2015-2016 BUSINESS PLAN Purpose of the Plan This annual Business Plan is designed to outline actions and processes that will be undertaken to meet the Chamber s mission, vision and strategic plan. The

More information

AT&T s Code of Business Conduct

AT&T s Code of Business Conduct August 2015 AT&T s Code of Business Conduct To All AT&T Employees Worldwide: The most basic commitment we make to our customers, our shareholders, and each other is to always conduct ourselves in an ethical

More information

Would I Follow Me? An Introduction to Management Leadership in the Workplace

Would I Follow Me? An Introduction to Management Leadership in the Workplace Would I Follow Me? An Introduction to Management Leadership in the Workplace This dynamic program clearly shows the right and wrong ways to deal with the very important human dimension of team performance.

More information

CEO and Leadership Quotes from Civic 50 Companies

CEO and Leadership Quotes from Civic 50 Companies CEO and Leadership Quotes from Civic 50 Companies Adobe Being on The Civic 50 validates the importance of being involved in our local communities, a core value that is embraced by Adobe employees around

More information

Rising Above the Rest: Employee Performance Management Creates Lasting Market Differentiation. A Performix Technologies White Paper

Rising Above the Rest: Employee Performance Management Creates Lasting Market Differentiation. A Performix Technologies White Paper Rising Above the Rest: Employee Performance Management Creates Lasting Market Differentiation A Performix Technologies White Paper Copyright Performix Technologies April/2006 Achieving Service Excellence

More information

10 Steps In Finding, Hiring & Retaining Persons with Disabilities & Disabled Veterans

10 Steps In Finding, Hiring & Retaining Persons with Disabilities & Disabled Veterans North Carolina Business Leadership Network 10 Steps In Finding, Hiring & Retaining Persons with Disabilities & Disabled Veterans Presenter: Steve LaBour Disability Employment by the Numbers 30.8% of non-institutionalized,

More information

Steps to Becoming an Inclusive Learning-Friendly Environment

Steps to Becoming an Inclusive Learning-Friendly Environment Steps to Becoming an Inclusive Learning-Friendly Environment Description of tool: This tool suggests steps that school staff (or a dedicated team) might take to create a more inclusive, learning-friendly

More information

COORDINATOR S GUIDE To Workplace Campaigns

COORDINATOR S GUIDE To Workplace Campaigns COORDINATOR S GUIDE To Workplace Campaigns Your commitment. Our experience. Together, we can create a brighter future for all. In today s workplaces, there are fewer resources to research, plan, implement

More information

Strategic Plan FY 2015 - FY 2019. July 10, 2014

Strategic Plan FY 2015 - FY 2019. July 10, 2014 Strategic Plan FY 2015 - FY 2019 July 10, 2014 Michigan Department of Technology, Management and Budget A great strategy meeting is a meeting of minds. Max McKeown Page 2 Strategic Plan FY 2015-2019 A

More information

Jones & Associates Consulting, Inc.

Jones & Associates Consulting, Inc. Jones & Associates Consulting, Inc. Jones & Associates Consulting, Inc. is a diversity and organizational change consulting firm based in San Diego, California. Founded in 1993, our mission is to develop

More information

Kouzes, J. M., & Posner, B. Z. (2007). The leadership challenge (4th ed.). San Francisco, CA: Jossey-Bass.

Kouzes, J. M., & Posner, B. Z. (2007). The leadership challenge (4th ed.). San Francisco, CA: Jossey-Bass. Kouzes, J. M., & Posner, B. Z. (2007). The leadership challenge (4th ed.). San Francisco, CA: Jossey-Bass. Reviewed by Chelsea Truesdell Introduction The Leadership Challenge serves as a resource for any

More information

The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business

The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business ManpowerGroup Solutions Talent Based Outsourcing The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business a The People Side of Strategy A ManpowerGroup Solutions White Paper

More information

Our commitment to making a positive difference in the world

Our commitment to making a positive difference in the world 2009/2010 Sustainability Review Our commitment to making a positive difference in the world Human & Workplace Rights excerpt, pages 34-39 workplace Ensuring Workplace and Human Rights Our associates are

More information

Seminar E3 Developing an Effective Leadership Culture to Support Business Change

Seminar E3 Developing an Effective Leadership Culture to Support Business Change Seminar E3 Developing an Effective Leadership Culture to Support Business Change Inji Duducu Group People Director Benenden @injiduducu The Benenden Story - transformation Background The Challenge April

More information

The Lakewood College executives are responsible for the overall success and expansion of the company. They also oversee day to day operations.

The Lakewood College executives are responsible for the overall success and expansion of the company. They also oversee day to day operations. COMPANY PROFILE WHO WE ARE Lakewood College, formerly known as the American Center for Conflict Resolution, was founded by Tanya Haggins on October 22, 1998. What began as an organization for mediation,

More information

Shattering the Glass Ceiling: Public Speaking The new breakthrough skill to women s career success

Shattering the Glass Ceiling: Public Speaking The new breakthrough skill to women s career success Shattering the Glass Ceiling: Public Speaking The new breakthrough skill to women s career success Background Women continue to trail men in achieving leadership roles in American business. A recent study

More information

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers

Consulting Performance, Rewards & Talent. Making Employee Engagement Happen: Best Practices from Best Employers Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage

More information

BDPA CORPORATE OPPORTUNITIES PORTFOLIO. www.bdpa.org

BDPA CORPORATE OPPORTUNITIES PORTFOLIO. www.bdpa.org BDPA CORPORATE OPPORTUNITIES PORTFOLIO www.bdpa.org Updated December 2013 Page 2 To place order: email corpsales@bdpa.org or call (301) 584 3135 Table of Contents About BDPA 3 Portfolio Overview 4 Programs

More information

Global Leadership Behaviors: A Platform for Inclusion, Talent Development, and Cultural Transformation

Global Leadership Behaviors: A Platform for Inclusion, Talent Development, and Cultural Transformation 3M Global Leadership Behaviors: A Platform for Inclusion, Talent Development, and Cultural Transformation Catalyst Perspective In the report Inclusive Leadership: The View from Six Countries, Catalyst

More information

hit the ground sprinting accelerated performance through effective onboarding

hit the ground sprinting accelerated performance through effective onboarding hit the ground sprinting accelerated performance through effective onboarding hit the ground sprinting accelerated performance through effective onboarding 2 if you ve questioned the business impact of

More information

The Society of Women in Business At Georgia Institute of Technology. 2015-2016 Sponsor Guide

The Society of Women in Business At Georgia Institute of Technology. 2015-2016 Sponsor Guide The Society of Women in Business At Georgia Institute of Technology 2015-2016 Sponsor Guide 1 Table of Contents Georgia Tech & Scheller Rankings and Facts p. 3 Letter from the EVP p. 4-5 SWiB Goals p.

More information

building diversity inspiring inclusion

building diversity inspiring inclusion building diversity inspiring inclusion making it happen Having a model workplace requires a culture of inclusion and a commitment to diversity that is supported by thoughtful planning and measured by real

More information

The Global State of Employee Engagement: A 2014 Study

The Global State of Employee Engagement: A 2014 Study The Global State of Employee Engagement: A 2014 Study The Global State of Employee Engagement: A 2014 Study In May of 2014, BPI group partnered with research firm BVA to survey the state of employee engagement

More information

INSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY

INSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY INSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY ABOUT THE RESEARCH For the 2014 Millennial Impact Report, Achieve gathered information from two different sources:

More information

Total in the U.S. 2008 2007 STRATEGIC PLAN AND DIVERSITY LEADERSHIP

Total in the U.S. 2008 2007 STRATEGIC PLAN AND DIVERSITY LEADERSHIP 299 Park Avenue New York, NY 10171 Phone: (212) 821-3000 Email: www.ubs.com www.ubs.com/diversity LOCATIONS CAMPUS & LATERAL DIVERSITY RECRUITING LEADER Regina Gonzalez Campus Recruiting Jessica Rodino

More information

Employee engagement is promoted by a myriad of

Employee engagement is promoted by a myriad of SHRM Foundation Executive Briefing Employee Engagement: Your Competitive Advantage Sponsored by Randstad Employee engagement is promoted by a myriad of consultants, books and articles, but does it really

More information

SYRACUSE UNIVERSITY: ACADEMIC STRATEGIC PLAN

SYRACUSE UNIVERSITY: ACADEMIC STRATEGIC PLAN SYRACUSE UNIVERSITY: ACADEMIC STRATEGIC PLAN These are extraordinary times for higher education and for students aspiring to succeed in a rapidly changing world. Technology is affecting the way we learn

More information

Peggy Cunningham Dean, Faculty of Management

Peggy Cunningham Dean, Faculty of Management Sponsorship Package Ethics in Action is a student-led initiative that exemplifies the importance we place on values-led management at Dalhousie University s Faculty of Management. Its goal is to equip

More information

How To Work At Compass Group

How To Work At Compass Group Are you ready to take the next big step in your career? Join Compass Group USA The Power of Compass Group Who We Are Compass Group is the leading foodservice management and support services company in

More information

Prospective Member Institutions FAQs

Prospective Member Institutions FAQs Prospective Member Institutions FAQs Q: What is the Higher Education Recruitment Consortium? A: The Higher Education Recruitment Consortium (HERC) is a collection of individual regional consortia and a

More information

We believe organisations succeed by realising the potential of their people. Because good people make a great business.

We believe organisations succeed by realising the potential of their people. Because good people make a great business. We believe organisations succeed by realising the potential of their people. Because good people make a great business. Our unique approach The Investors in People Framework underpins our assessment methodology.

More information

Ten Elements for Creating a World-class Corporate Diversity and Inclusion Program

Ten Elements for Creating a World-class Corporate Diversity and Inclusion Program Ten Elements for Creating a World-class Corporate Diversity and Inclusion Program Michael C. Hyter, President & CEO Novations Group, Inc. Ten Elements for Creating a World-class Corporate Diversity and

More information

Gender Diversity in Corporate Pakistan

Gender Diversity in Corporate Pakistan Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan

More information

WHAT S BRAND GOT TO DO WITH IT?

WHAT S BRAND GOT TO DO WITH IT? WHAT S BRAND GOT TO DO WITH IT? WHAT S BRAND GOT TO DO WITH IT? Workplace Design: Brand Has everything to do with it Summary: Does workplace design strengthen brand awareness? Does it matter? Yes! say

More information

Making Diversity Work for You

Making Diversity Work for You Making Diversity Work for You Shelby Scales Executive Director Airport Minority Advisory Council & Eric L. Mercado, C.M., ACE Managing Director Aviation Career Services AMAC s Five Year Strategic Plan

More information

STRATEGIC PLAN 2013-2017 SUPPORTING STUDENT SUCCESS

STRATEGIC PLAN 2013-2017 SUPPORTING STUDENT SUCCESS STRATEGIC PLAN 2013-2017 SUPPORTING STUDENT SUCCESS FROM THE VICE PRESIDENT It is my pleasure to share the University of Houston Division of Student Affairs and Enrollment Services 2013-2017 Strategic

More information

Vice President for Enrollment Management

Vice President for Enrollment Management 75 College Avenue, Greenville, Pennsylvania 16125 724-589-2000 www.thiel.edu Vice President for Enrollment Management Search Prospectus Oct. Nov. 2013 www.thiel.edu/vpem_search Vice President for Enrollment

More information

Our Commitment to Diversity

Our Commitment to Diversity Our Commitment to Diversity Diversity is how we see. It isn t just how we look. At Robins, Kaplan, Miller & Ciresi L.L.P. diversity is a core value. Our commitment to diversity has been constantly renewed

More information

2015 2016 Division of Student Affairs Strategic Plan

2015 2016 Division of Student Affairs Strategic Plan 2015 2016 Division of Student Affairs Strategic Plan Mission, Vision, and Core Values of the Division of Student Affairs The Chicago State University s Division of Student Affairs (DOSA) maintains, expands

More information

SATISFYING YOUR CUSTOMERS. Part 1. Best Practices and Technology that Anchors Your Business On Customer Loyalty. www.axisgp.

SATISFYING YOUR CUSTOMERS. Part 1. Best Practices and Technology that Anchors Your Business On Customer Loyalty. www.axisgp. SATISFYING YOUR CUSTOMERS Best Practices and Technology that Anchors Your Business On Customer Loyalty Part 1 www.axisgp.com (305) 418 9440 INTRODUCTION Satisfied customers are the foundation of a healthy

More information

Strategic Business and Operations Framework Understanding the Framework June 30, 2012

Strategic Business and Operations Framework Understanding the Framework June 30, 2012 Strategic Business and Operations Framework Understanding the Framework June 30, 2012 Table of Contents The Pathway to Success: The Strategic Business and Operations Framework... 3 What is the Strategic

More information

UNIVERSITY OF MIAMI SCHOOL OF BUSINESS ADMINISTRATION MISSION, VISION & STRATEGIC PRIORITIES. Approved by SBA General Faculty (April 2012)

UNIVERSITY OF MIAMI SCHOOL OF BUSINESS ADMINISTRATION MISSION, VISION & STRATEGIC PRIORITIES. Approved by SBA General Faculty (April 2012) UNIVERSITY OF MIAMI SCHOOL OF BUSINESS ADMINISTRATION MISSION, VISION & STRATEGIC PRIORITIES Approved by SBA General Faculty (April 2012) Introduction In 1926, we embarked on a noble experiment the creation

More information

OFFICE FOR Equity, Diversity, and Inclusion. Unit Plan 2014 17

OFFICE FOR Equity, Diversity, and Inclusion. Unit Plan 2014 17 OFFICE FOR Equity, Diversity, and Inclusion Unit Plan 2014 17 Equity, Diversity, and Inclusion Built on collaboration and innovation, UC San Diego is a preeminent student-centered, research-focused, service-oriented

More information

1983, 1993, 2003 Mars, Incorporated Printed on environmentally friendly paper, 100% chlorine free in manufacture

1983, 1993, 2003 Mars, Incorporated Printed on environmentally friendly paper, 100% chlorine free in manufacture 1983, 1993, 2003 Mars, Incorporated Printed on environmentally friendly paper, 100% chlorine free in manufacture Mars, Incorporated The Five Principles of Mars Quality Responsibility Mutuality Efficiency

More information

A Great Organization Begins with its People. OHSU Healthcare Diversity and Inclusion Annual Report 2011

A Great Organization Begins with its People. OHSU Healthcare Diversity and Inclusion Annual Report 2011 A Great Organization Begins with its People OHSU Healthcare Diversity and Inclusion Annual Report 2011 2 OHSU s commitment to diversity and inclusion Oregon Health & Science University (OHSU) is the state

More information

Diversity can also be opportunity. RWE Diversity Management

Diversity can also be opportunity. RWE Diversity Management Diversity can also be opportunity RWE Diversity Management Diversity Management 3 Preface 4 Having the energy to lead means we stay on top of current social, economic and environmental challenges. Our

More information

THE COLLEGE STUDENT INDSET FOR CAREER PREPARATION & SUCCESS

THE COLLEGE STUDENT INDSET FOR CAREER PREPARATION & SUCCESS THE COLLEGE STUDENT INDSET FOR CAREER PREPARATION & SUCCESS WHY IT MATTERS Already the core of the U.S. student population, Millennials those born between 1980 and 2000 are becoming the predominant force

More information

2015 CFPB annual employee survey

2015 CFPB annual employee survey 2015 CFPB annual employee survey December 2015 Introduction Interpretation of results More than 79 percent of the CFPB employee population responded to the fourth annual employee survey conducted by the

More information

Identifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program

Identifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program 1 Identifying and Developing Leaders in House: The LaGuardia Community College Leadership Development Program Raymond J. Carozza, Executive Director, Human Resources Nila Bhaumik, Professional Development

More information

Internship Guide. Get Started

Internship Guide. Get Started Internship Guide This guide provides a roadmap for any company, no matter the size of the business or the industry. Whether you re just getting started or already have an internship program that you want

More information

People. 100 Roche Business Report 2008 Corporate Responsibility. Employees (full-time equivalent, FTE) by regions 2008

People. 100 Roche Business Report 2008 Corporate Responsibility. Employees (full-time equivalent, FTE) by regions 2008 100 Roche Business Report 2008 Corporate Responsibility People People are a core factor in our business success we need people who are enthusiastic about their job and about their employer. This enthusiasm

More information

Thank you for taking a leadership role at Gustavus! Best of luck this year!

Thank you for taking a leadership role at Gustavus! Best of luck this year! G.O.L.D. Gusties In Ongoing Leadership Development Thank you for taking a leadership role at Gustavus! Best of luck this year! 800 West College Avenue Saint Peter, MN 56082 gustavus.edu gustavus adolphus

More information

Grant Thornton LEADS: leadership development from campus to partner

Grant Thornton LEADS: leadership development from campus to partner Grant Thornton LEADS: leadership development from campus to partner Attracting and developing leaders At Grant Thornton, we are committed to attracting and developing outstanding people. Our partners and

More information

The Graduate School STRATEGIC PLAN 2007-2016

The Graduate School STRATEGIC PLAN 2007-2016 The Graduate School STRATEGIC PLAN 2007-2016 Table of Contents Page 1. Introduction 4 2. The Graduate School s Mission, Vision and Core Values.. 5 3. Strategic Advantages. 6 4. Strategic Challenges.. 7

More information

LIONS CLUBS NEW ZEALAND MULTIPLE DISTRICT 202 FORWARD ACTION PLAN (April 2015)

LIONS CLUBS NEW ZEALAND MULTIPLE DISTRICT 202 FORWARD ACTION PLAN (April 2015) BACKGROUND ANALYSIS: LIONS CLUBS NEW ZEALAND MULTIPLE DISTRICT 202 FORWARD ACTION PLAN (April 2015) In spite of the now universal recognition that we need new members we have continued to experience an

More information

The way we do business.

The way we do business. a b The way we do business. Our Code of Conduct and Ethics. Our Code of Conduct and Ethics In this Code, the Board of Directors and the Group Executive Board set out the principles and practices that define

More information

Asset Management and Consulting Services Corporate Culture

Asset Management and Consulting Services Corporate Culture Asset Management and Consulting Services Corporate Culture In The Book of Virtues Bill Bennett says, Work is effort applied towards some end. The most satisfying work involves directing our efforts towards

More information

The Student Leadership Program Coordinator Application Summer 2011-Spring 2012

The Student Leadership Program Coordinator Application Summer 2011-Spring 2012 The Student Leadership Program Coordinator Application Summer 2011-Spring 2012 The Student Leadership Program strives to develop effective and essential leadership skills in students and student groups

More information

Ten Essential Leadership Skills for Managers. T. Hampton Hopkins

Ten Essential Leadership Skills for Managers. T. Hampton Hopkins 1 Ten Essential Leadership Skills for Managers T. Hampton Hopkins Managers, in most organizations, have a dual responsibility. They are responsible both to the organization and to the people in the organization.

More information

NAS Insights Knowledge times 7

NAS Insights Knowledge times 7 Table of Contents Introduction to NAS Insights: Knowledge times 7 #1 Hiring Supply & Demand Intelligence #2 Workforce Demographics & Market Intelligence #3 Salary & Cost-of-Living Reports #4 Diversity,

More information

www.thiel.edu Dean of Enrollment

www.thiel.edu Dean of Enrollment 75 College Avenue Greenville, PA 16125 www.thiel.edu Dean of Enrollment Search Prospectus Fall 2015 www.thiel.edu/deanofenrollment Thiel College in Greenville, Pa., invites nominations and applications

More information

Brock University Co-op Programs. Employer s Guide to Managing A Co-Op Assignment

Brock University Co-op Programs. Employer s Guide to Managing A Co-Op Assignment Brock University Co-op Programs Employer s Guide to Managing A Co-Op Assignment Revised: August, 2009-1- Introduction When creating a partnership with a co-op program and your business, there are a few

More information

building diversity inspiring inclusion

building diversity inspiring inclusion building diversity inspiring inclusion making it happen Having a model workplace requires a culture of inclusion and a commitment to diversity that is supported by thoughtful planning and measured by real

More information

August 2009. Page 1 PSA-2014-00177

August 2009. Page 1 PSA-2014-00177 August 2009. Page 1 Page 2 Citizens' Services (Kim Henderson) Introduction to Employee Engagement Engagement Scores at a Glance Your work unit Your organization 76 72 Employee engagement is a concept that

More information

Public Service Commission

Public Service Commission Public Service Commission Strategic Plan Part A, 2011-2016 Year 5 2015/16 Promoting and modeling excellent human resource practices Message from the Minister It is my pleasure to update the Public Service

More information

50 EMPLOYEE ENGAGEMENT. IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT

50 EMPLOYEE ENGAGEMENT. IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT 50 EMPLOYEE ENGAGEMENT IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT ! 50 EMPLOYEE ENGAGEMENT IDEAS and TIPS: 50 EMPLOYEE ENGAGEMENT IDEAS AND TIPS 1 2 3 4 5 BE A BETTER BOSS! Immediate manager

More information