Diversity.com has followed up with more detailed lists of companies which rank at the top in specific categories of diversity hiring. Check out their lists for Top Ten Companies for People with Disabilities, Top Ten Companies for LGBT Employees, and Top Ten Companies for Asian Americans.
In previous posts Hiring Diversity: Knowing Where You Stand and Recruit and Retain People with Disabilities, we commented on getting beyond simple compliance to creating cultures of diversity. We are also seeing many of the same names listed as on The 2008 Top 50 Companies for Diversity List.
Why do these leading organizations succeed across the diversity spectrum where others fall short? We think its because many of these companies have formalized hiring strategies around a consistent process that supports specific diversity and disability hiring goals. The five Top Global Diversity Companies article notes how even large global enterprises can meet this challenge with training, programs, groups, and executive accountability.
We know a large majority of the top tens and the global five powers diversity, fosters innovation, and measures performance with Taleo Compliance because they are Taleo customers.
But there is still much work to be done by companies, starting with executive leadership. The Institute for Corporate Productivity (i4cp) Taking the Pulse: Diversity and Inclusion study revealed that:
53% do not sponsor diversity training.
65% are missing a global diversity strategy.
66% lack specific diversity councils.
77% have no affinity support groups.
Toni Riccardi, Senior Vice President of Human Resources and Chief Diversity Officer of The Conference Board sums up the research in Creating a Competency Model for Diversity and Inclusion Practitioners with this statement:
“The focus is on how these executives can help their companies capture new markets, build effective global teams, and manage their companies’ brand reputations. Companies are increasingly seeking the expertise of their diversity executives as they enter new markets, build profitable relationships, and develop credibility across different cultures.”
