One of the country’s top third-party reports on diversity in corporate America—the annual DiversityInc Top 50 Companies for Diversity survey—was released recently and saw two automakers—the Chrysler Group and Toyota Motor North America—find places on this year’s honor roll.
In addition, Cummins, best known for its high-quality lineup of diesel engines, earned a spot on the Top 50 list, while Ford was recognized as one of DiversityInc’s “25 Noteworthy Companies.” This group of companies was singled out by DiversityInc for notable improvements in their diversity-management initiatives and has a strong potential to be on next year’s Top 50 roster.
DiversityInc Top 50: Toyota Earns Sixth Straight Recognition
Toyota’s North American operations were ranked 41st on the list overall, as well as No. 7 for its diversity efforts for LGBT employees, with DiversityInc pointing to factors such as:
- Effective internal and external executive diversity councils
- A very strong mentoring program, in which 80 percent of its diversity council members participate; the number of managers involved in Toyota’s cross-cultural mentoring initiatives also increased by 400 percent last year
- Quickly growing “resource groups” created to find and encourage new diversity employees, including management team members
- A particularly impressive supplier-diversity program that routed 7.7 percent of its total procurement in 2011 to Tier 1 minority-owned suppliers
“At Toyota, we believe that leveraging the diversity of talent, experiences and perspectives is essential to effectively meeting the needs of our customers,” said Shigeki Terashi, president and Ceo for Toyota Motor North America, Inc. “Our commitment to maximizing diversity in every aspect of our business is rooted in Toyota’s guiding principles, and we’re grateful to once again be recognized by DiversityInc for our progress in this area.”
DiversityInc Top 50: Chrysler Honored for Second Consecutive Year
Ranked No. 45 on the DiversityInc Top 50 list was the Chrysler Group, and the fact that the company’s chairman and CEO—Sergio Marchionne—chairs its executive diversity council was noted as an important measure of its commitment. Also important:
- Some 70 percent of Chrysler Group managers, along with individuals from all of the top three levels of the automaker’s management hierarchy, participate in cross-cultural mentoring programs.
- Chrysler fields a total of nine resource groups dedicated to talent development, mentoring, recruitment, diversity training, marketing and more.
- Diversity training is mandatory for all, with special training provided specifically for new employees.
- Last year, 8.1 percent of Chrysler’s supplier business went to Tier I minority-owned businesses and 7.6 percent was handled by Tier II diversity suppliers.
"Achieving this honor is recognition of Chrysler Group's leadership commitment to diversity and inclusion, and the sound practices contained in our business strategy," said Nancy Rae, senior vice president of Human Resources at the Chrysler Group LLC and co-chair of its diversity council. “Chrysler Group's diversity will continue to be a source of innovation and competitive advantage as we continue to recruit and develop the diverse talent and perspectives we need to sustain our success."
DiversityInc Top 50: How They're Chosen
The annual DiversityInc Top 50 is based on an extensive survey of more than 300 questions geared to providing objective information about diversity-management initiatives in four areas: CEO commitment, human capital, corporate and organization communications, and supplier diversity. Companies must achieve above-average scores or higher in each area to achieve a spot on the Top 50 list, and also must offer same-sex domestic-partner employee benefits.
All companies with 1,000 or more employees are eligible to participate in the survey, which this year drew responses from 587 organizations—an 11 percent jump over 2011.
Finally, DiversityInc also takes into account the Corporate Equality Index, developed by the Human Rights Campaign, in ascertaining a company’s diversity performance.
“This is a transitional year,” said Luke Visconti, CEO of DiversityInc. “We were struck by the change of diversity of the CEOs and managing teams of the companies on our list. It’s much different from just five years ago. I see this as being a result of increasing emphasis at the most competitive companies, who link diversity management to creating a nimble and innovative corporate culture.”
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