Category: Innovations in Diversity Award
TD Bank Group’s video was the organization’s contribution to the “It Gets Better Project,” which was created to help remind teenagers in the lesbian, gay, bisexual, transgender (LGBT) community that they are not alone.
A small group of early career professionals noticed The Hartford was not adapting quickly enough to the changing world of technology. This group, consisting of millennials and generation X, could not fathom their daily lives without social media.
In 2012, the United States Air Force Academy (USAFA) unveiled an innovative pilot program designed by Chief Diversity Officer Dr. Adis Vila to build cadets’ crosscultural competencies. Ten cadets shadowed executives from May through June as Ambassadors of Inclusion (AoIs) at multinationals known for their best practices in diversity management and workplace inclusion.
In the fall of 2011, the university was faced with a decision that dramatically impacted its culture. Over half of the employees were asked to relocate. The president and her entire leadership team chose to make the move along with approximately 40 percent of the employees.
WellCare Health Plans, Inc. created its HealthConnections Diversity & Inclusion program in 2011, with the goals of strengthening WellCare’s connectivity with its ethnically and culturally diverse communities; improving the representation of ethnicities and cultures among its workforce; and establishing a network of diversity champions within the company and the communities it serves.
William Osler Health System’s namesake, Dr. William Osler, once said “It’s much more important to know what sort of a patient has a disease than what sort of a disease the patient has.”
Innovation is especially difficult for many companies This year, we set out to find the bold, the committed, and the creative to recognize in our 9th annual International INNOVATION in Diversity Awards. We found our Top 10, and because we were inundated with such innovative programs, awarded an unprecedented 20 additional Awards of Excellence. These… Read the full article
Despite an improvement in the percentage of minority high school students enrolling in college after graduation, the
increase is still minimal and not at pace with the challenging global economic environment. PricewaterhouseCoopers LLP (PwC) recognized a growing need to address the talent pipeline issue and launched the Impact program in 2008.
Veterans comprised 29 percent of CACI’s hires in 2011, an 11 percent increase over 2010. In recognition of CACI’s continued success in recruiting, hiring, and developing veterans, the White House has invited the company to be a corporate partner of the Joining Forces initiative, which helps support military families as they transition from military to civilian life.
One of Sidley Austin LLP’s goals is to achieve greater diversity, not just for the firm, but in the legal profession as a whole. Toward that end, in 2006, the Sidley Prelaw Scholars Initiative was launched, the first program of its kind among U.S. law firms.
