TD’s Make it Better Video

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.

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The Hartford’s Reverse Mentoring Program

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.

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Ambassadors of Inclusion Program

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.

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Rocktoberfest Builds Employee Engagement

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.

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Partnering with Tampa Bay-based Disability Training Center

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.

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Diversity Change Champions: Creating a Tipping Point

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.”

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The DNA Campaign makes an even greater impact through JBK’s client work. Since the campaign launched, JBK has
helped hundreds of companies make diversity part of their own corporate DNA, both by placing diverse executives in
leadership positions and by providing counseling on diversity and inclusion initiatives.

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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.

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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.

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IMPACTing PwC

Innovations August 1, 2012

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.

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