Category: PDJ

As an organization committed to attracting, engaging and developing a diverse workforce, we recognize the value of social networking.

At Target, diversity and inclusion is a core value we integrate into every area of our business—our teams, stores and our suppliers.

This is not your grandmother’s workplace anymore. The dynamics of four different generations in the U.S. workplace together may create tension, but proactively harnessed, this diversity may yield greater operational performance.

In the rolling hills of Southeastern Ohio, Ohio University sits as a beacon of cultural and intellectual light. Since its founding in 1804, OHIO has been at the forefront of diversity in higher education.

I speak with diversity officers from across the nation at trade events and conferences and I often hear stories from people who are struggling to make diversity a priority at their company.

The role of a Chief Diversity Officer (CDO) is to promote an inclusive culture within an organization that can effectively interact with all the communities they serve including customers, employees, suppliers, and investors.

As the war on talent intensifies and globalization continues to drive future business practices, corporate attitudes on diversity and inclusion have shifted from a moral obligation to a business imperative.

For the past several months I’ve been working with a client in the financial industry on the topic of unconscious bias.

Diversity and inclusion are much more than stand-alone efforts at Blue Cross and Blue Shield of North Carolina. They are key elements in company-wide cultural change.

The number one emerging hot topic among chief executives is ‘social.’ ‘Social’ is shorthand for the social media boom that’s hit globally, and many companies are wondering how they can harness the power of the social network.