Professional Documents
Culture Documents
Cover Shot
www.diversityjournal.com
Generation XXL.
Chairman and CEO
George C. Halvorson
We b e l i e ve yo u ’re n e ve r to o yo u n g to l e a rn t h e i m p o rt a n c e o f b a l a n c e . T h a t b o d i e s
Guiding Kaiser Permanente
yearn for both cupcakes and kickball. At Kaiser Permanente, we’re committed to
h e l p i n g f i n d t h a t b a l a n c e t h ro u g h e xe rc i s e a n d n u t ri t i o n a l p ro g ra m s . L e a rn m o re a t k p . o rg
through the Turbulent Waters
of the Health Care Industry
True Power Is Wielded Quietly.
When I look in the eyes of the people,
I feel their arms
wrapped around me.
Every day is a gift
and I never forget that.
My dream is to help others
achieve their dreams.
Common
Artist/Activist
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True Power Is Wielded Quietly.
When I look in the eyes of the people,
I feel their arms
wrapped around me.
Every day is a gift
and I never forget that.
My dream is to help others
achieve their dreams.
Common
Artist/Activist
L
Cheri Morabito
CREATIVE DIRECTOR
Damian Johnson
MARKETING DIRECTOR
Let’s start the year with a cocktail party, okay? Well, maybe not a real cocktail
Laurel L. Fumic
party, but a virtual one filled with interesting people. That’s what our feature CONTRIBUTING EDITOR
We decided to honor Black History Month by profiling more than two dozen Jason Bice
WEB MASTER
black leaders in much the same way as we present our popular Women Worth
Watching feature. Readers tell us that they love the personal profiles that accom-
LETTERS TO THE EDITOR
pany the women’s mentoring essays. We do, too. And we think (as you move about
Commentaries or questions should be
our virtual cocktail party) that you will be especially engaged by the backgrounds,
addressed to: Profiles in Diversity Journal,
thoughts, and experiences of the leaders profiled in Black Leaders Leading. Each is
P.O. Box 45605, Cleveland, OH 44145-0605.
someone I’d like to meet in person. All correspondence should include author’s
full name, address, e-mail and phone number.
We’re also introducing three new opinion features you’ll enjoy. These columns
offer individual perspectives of longtime diversity practitioners. Contributors in- DISPLAY ADVERTISING
clude Carlton Yearwood, chief ethics and diversity officer of Waste Management, Profiles in Diversity Journal
Inc.; the American Institute for Managing Diversity, Inc., with founder Dr. R. Gemini Towers #1
1991 Crocker Road, Suite 320
Roosevelt Thomas, Jr. and President Melanie Harrington; and Linda Jimenez, chief
Westlake, OH 44145
diversity officer and staff vice president—Diversity Leadership at WellPoint, Inc.
Tel: 440.892.0444
Fax: 440.892.0737
These columnists join Catalyst and Janet Crenshaw Smith of Ivy Planning
profiles@diversityjournal.com
Group, two organizations whose insights are found in every issue of the magazine.
All are thought-leaders in the best sense of the word. SUBSCRIPTIONS
features
50
60
Profiles in Diversit y Journal january/February 2008
Helping families rest easy
for over 160 years.
At New York Life, we have the highest possible rating * for financial strength, which
means no matter how the world changes, we’ll be here to protect your dreams, just as
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Volume 10 • Number 1
January / February 2008
departments
8 Momentum
Diversity Who, What, Where and When
14 Catalyst
Do Visible Minorities in Corporate Canada Feel Included?
Read the results of a recent study.
102 MicroTriggers
More Instruction Stories
from Janet Crenshaw Smith,
President, Ivy Planning Group, LLC.
P ro f i l e s i n D i v e r s i t y J o u r n a l january/February 2008
sources department. Ms. Cartledge is Coles will be responsible for United Skinner’s leadership, the company
responsible for all aspects of NYLI’s States and international store op- grew its store portfolio and acceler-
human resources activities, includ- erations and store development, the ated the opening of drive-thru stores
ing talent management, compensa- Global Consumer Products Group as well as the expansion into under-
tion and benefits, human resources and supply chain operations. developed markets. Ms. Skinner will
consulting, and recruiting. She will Coles brings significant global re- now be responsible for overseeing the
oversee the personnel activities in the tail experience having served as presi- U.S. business, including retail and
eight markets of operation, which in- dent, Starbucks Coffee International, foodservice operations.
clude Argentina, China, Hong Kong, since 2004. Prior to joining
India, Mexico, South Korea, Taiwan Starbucks, he served as president and Burger King Appoints Robert
and Thailand. CEO of Reebok International. His Perkins to New Position
Ms. Cartledge earned a bach- experience also includes senior man-
MIAMI – Burger King Corp. (NYSE:
elor’s degree from University of agement positions at Nike, Gateway,
BKC) has announced the appoint-
Wolverhampton, in Wolverhampton, and at one of PepsiCo’s U.S. bottling
ment of Robert Perkins as vice presi-
England, and a master’s degree operations. Coles also served in vari-
dent, inclusion and talent manage-
from University of Portsmouth, in ous management roles for Procter &
ment. In this newly created position,
Portsmouth, England. She currently Gamble, both in the U.K. and the
Perkins will oversee BKC’s internal
resides in New York City. United States.
and external inclusion strategies, and
New York Life International of- As part of the realignment, other
be responsible for ensuring progress
fers insurance and asset accumulation key appointments
against objectives in each of the com-
products through its subsidiaries and include long-time
pany’s inclusion pillars. These four
affiliates in Argentina, China, Hong Starbucks part-
pillars consist of workforce, commu-
Kong, India, Mexico, South Korea, ners Jim Alling
nity, guests and operators/suppliers.
Taiwan and Thailand. to president,
Perkins will also be responsible for
Starbucks Coffee
BKC’s talent management group. He
Starbucks Realigns Executive International, and
will oversee management develop-
Management Team Alling Launi Skinner
ment, including talent assessment and
With a focus on rapid global expan- to president,
reviews, leadership development and
sion, Starbucks Coffee Company Starbucks Coffee, U.S., who will both
training, and succession planning. He
(NASDAQ: SBUX) has realigned its report directly to Coles.
reports to Pete Smith, chief human
executive management team in an Alling most recently served as
resources officer.
effort to maximize operational re- president, Starbucks Coffee U.S.
Perkins comes to BKC as a senior
sources and deliver a seamless, global The presidents of the Company’s five
human resources executive
Starbucks Experience. international regions will report to
with extensive global experience in
The new management struc- Alling, providing a depth of interna-
the consumer products, media and
ture includes the appointment of tional support and experience. Alling
entertainment industries. He worked
Martin Coles, joined Starbucks in 1997 following a
most recently at Sony BMG Music
currently president, lengthy career with Nestle USA.
where he directed the company’s ef-
Starbucks Coffee Ms. Skinner, who most recently
forts in management and executive
International, to served as senior
development, talent acquisition and
chief operating vice president,
diversity compliance.
officer, reporting store development,
Perkins holds a bachelor’s degree
directly to presi- joined Starbucks
in business administration/marketing
Coles
dent and CEO, in 1993. She
from the University of Illinois.
Jim Donald. was appointed to
As chief operating officer, Coles her most recent
will manage global operations as the Skinner role in October
company continues its rapid growth. 2004. Under Ms. PDJ
www.kodak.com/go/supplierdiversity
A
Chief Diversity Officer & Staff Vice President—Diversity Leadership
WellPoint, Inc.
A few weeks ago while on a Why? Because the only way we can make sense of a
plane, I was reading another diversity polarizing subject is by hearing and considering every va-
publication. I came across a one-page riety of opinion. In this way we create a forum to address
commentary from a well-known indi- issues directly by presenting stimulating debates that can
vidual with strong opposition to gay, be used to enhance, inform and teach critical thinking
lesbian, bisexual and transgendered skills. While examining opposing views, we can compare
individuals. Initially, I was impressed and contrast credibility, facts, arguments, and the use of
that the magazine was “walking the talk” by offering persuasive techniques.
space to an individual with a clearly polarizing view- Most people form their opinions on the basis of
point. On the opposite page, however, was an equally upbringing, peer pressure, and personal, cultural, or
strong rebuttal from the magazine’s senior leadership. professional biases. Contrary to what I read in the rebut-
The magazine had invited several corporate diversity tal, those we disagree with should not be regarded as
leaders—including this outspoken writer—to partici- enemies, but rather as people whose views deserve careful
pate in a panel discussion on religion in the workplace. examination which may shed light on our own.
However, a few weeks before the panel met, one of the As champions of diversity, we should be willing to
editors of the magazine contacted this individual to question our own strongly held opinions and assump-
dis-invite him after pro-GLBT panelists threatened to tions. This allows us to examine the logical inconsisten-
boycott the discussion if he was allowed to participate. cies in our own views, consider why we hold such an
As an alternative to participating in the panel discus- opinion, and acknowledge the possibility that our opin-
sion, he was offered a full page to share his views. But, ion may require further evaluation. This does not imply
on the opposite page the magazine compared him to a that anyone who reads opposing views will, or should,
19th-century Christian slavery advocate because of his change his or her opinion. After all, in a democratic
opposition to GLBTs and to corporate initiatives that society such as ours, people enter into public debate to
include GLBT-friendly policies. determine the common good.
In my opinion, a guiding principle around diver- Thomas Jefferson once said that “difference of opin-
sity is the unwavering respect for the worth and dignity ion leads to inquiry, and inquiry to truth.” As individu-
of every individual. We may not all agree on certain als and as a nation, it is imperative that we consider the
positions, values, beliefs, etc., but each one of us is opinions of others and examine them with skill and
responsible for creating and maintaining an environ- discernment. The purpose of such dialogue is to embrace
ment of mutual respect and inclusiveness. If we are true and foster diversity, not to question whether or not we
champions for diversity, we should encourage healthy should be inclusive of different people and perspectives.
debate and dialogue. Above all else we should seek to Intolerance of opinions and beliefs other than our own
not let our personal beliefs affect working relationships is the true enemy of diversity.
or business decisions.
I was personally disappointed with the way some PDJ
of these panelists reacted and with the way this other
magazine chose to address the minority viewpoint. Linda Jimenez is a native of San Antonio, Texas,
The basic foundation of our democracy is the First and attended the University of Texas at Austin where she
Amendment guarantee of freedom of expression. received her BA with honors. She is also a graduate of the
I expect champions of diversity to create forums for ALL University of Texas School of Law and has spent 20 years
viewpoints to have a voice. specializing in labor and employment law.
By Catalyst
In a time of rapid change for our company and for our work to find new, innovative solutions for patients, and
industry, we believe that the unique perspective of each better ways of working with our customers, our partners,
Pfizer employee is vital. Why? Because the tough health and the communities we serve.
care challenges people are facing today call for new, At Pfizer, we believe diversity means an inclusive and
different, and diverse ways of thinking. empowering work environment. The result? A happier,
That’s why we’re implementing a global strategy to ensure healthier tomorrow for us all.
Pfizer’s culture not only respects, but also leverages each
individual employee’s background, character, and life
experiences. We’re putting those unique perspectives to
www.pfizer.com
CEO LEADERSHIP
George C. Halvorson :: Chief Executive Officer
y jour
ersit na
iv l
d
Special
in
profiles
Feature
18 CEO Leadership
24 Leadership Perspectives
34 National Diversity
42 Community Benefit
45 Diversity Heritage
CEO LEADERSHIP
Leadership in Quality, Service, Affordability and Best Place to Work
George C. Halvorson :: Chief Executive Officer
Questions
Answers &
Diversity
Reflections
from
the C-Suite
Meet George C. Halvorson :: Chairman and CEO, Kaiser Permanente
George C. Halvorson is chairman and CEO of Kaiser Permanente, a colos-
Corporate Profile
sus of a company by any measure. It takes a special individual to guide Company Name
a company like Kaiser through the turbulent waters of the health care Kaiser Foundation Health Plan &
Hospitals or Kaiser Permanente
industry. But Kaiser, under Halvorson, has done more than just success-
Headquarters:
fully navigate the rough seas of a complex industry that is constantly Oakland, California
under scrutiny. The company has pushed forward with innovative pro- Web Site:
www.kp.org
grams resulting in the concrete outcomes we all find desirable: Improving
Primary Business:
the quality of care patients receive through the health care system while Health care delivery and insurance
providing physicians greater satisfaction in the practice of medicine. The Industry Ranking:
KP HealthConnect program you’ll learn about in this feature is exciting, Largest integrated health system in the United States
Can you tell us about some of the innovations that Kaiser agenda, but a core business principle, and the diversity of our mem-
Permanente has planned for 2008? We’re working on further bers and staff is a reflection of our success.
development of the KP HealthConnect electronic medical records
system to improve patient care and enable the largest ongoing clini- For the sake of perspective, how big has Kaiser Permanente
cal trial examining all aspects of care. In addition, we will be intro- become? Kaiser now serves 8.7 million people in nine states and the
ducing insurance products aimed at giving consumers more options District of Columbia. We are the second largest health plan in the
and bringing affordable coverage to the uninsured in our markets. State of California and our market share continues to grow in all the
markets we serve. We employ more than 160,000 people.
Most CEOs today say that diversity drives business results.
What part did diversity and inclusion play in your company’s Given the size and scope of your operation, what challenges
2006 growth/earnings? Diversity is fully integrated into our busi- do you face in terms of delivering your services or recruit-
ness plan. Changing demographics dictate that diversity consider- ing and hiring good people? Like other large organizations, we
ations play a significant role in how we deliver care. Being culturally know that we increasingly will face a shrinking labor pool as Baby
competent as caregivers both helps us serve existing members and Boomers exit for retirement. We will need to attract and recruit
attract new ones. huge numbers of caregivers to replace them. Our strategy for attract-
Diversity is also a critical piece of our values as a mission-driven ing the best and most diverse workers is to reinforce our standing as
organization. It would be impossible for us to improve the health a “best place to work,” nurture an inclusive welcoming workplace
of the communities we serve if we didn’t recognize and support the environment, and encourage internal movement that yields more
diversity in those communities. For us, diversity is not an add-on women and minority executives.
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 19
CEO LEADERSHIP
George C. Halvorson :: Chief Executive Officer
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 21
CEO LEADERSHIP
George C. Halvorson :: Chief Executive Officer
SUPPLIER / COMMUNITY / CUSTOMERS So, I have a special self-interest in diversity because of the racial
Supplier diversity continues to be a big issue in the workplace and ethnic diversity in my own family. Over the years, I have spent
today. What is your commitment to minority suppliers? Do you a great deal of time studying other cultures and working on research
set specific percentage or dollar targets? How do you measure as well as health plans in other countries that confront the oppor-
success? We have a definite commitment to using minority suppli- tunities and challenges of diversity. I have come to the conclusion
ers. We set goals and track our success. This is an area of considerable that it is human nature for people to view other people in “us
opportunity that further aligns with our business goals and mission. versus them” terms. Understanding, rejecting, and overcoming this
Increasing subcontracting opportunities for minority and women tendency is, I believe, both very doable and imperative to our success
business owners also translates to greater employment opportuni- and survival.
ties in local communities and thereby contributes to their economic
vitality. Further, supplier diversity is good for business as increased Who has shaped your thinking as a business leader? What
competition among suppliers promotes higher levels of performance about their business skill or style influenced you?
and quality as well as cost reductions. My father used to say, if you do a job you love, you’ll never work
Our keys to success include holding leaders accountable to the another day in your life. He also told me never to judge until you
CEO and substantively demonstrating progress toward achievement have all the facts. And he told me never to judge another man “until
of established targets. Proactive measures are taken to increase utili- you have walked a mile in his shoes.” I’ve found his lessons to be
zation of minority and women suppliers. For example, we offer open incredibly useful my entire life.
houses and supplier mentoring opportunities in order to expand
opportunities for new and existing diverse suppliers. How did you get to your present posi-
tion? What was your career path?
CEO PROFILE I’ve held several executive positions in
Where does your personal belief in diversity and inclusion the health insurance industry, most
come from? Who were your role models, or was there a pivotal recently leading HealthPartners, the
experience that helped shape your view? For me, diversity has largest health care co-op in the United
been a lifelong interest and it is a core value. I have written articles States. Coming to Kaiser has given me
and made multiple presentations on these topics. I am very near the opportunity to work with an orga-
completion of a new book on just that topic. nization with an historical and financial
My values on that set of issues have been rewarded for me per- commitment to diversity and innova-
sonally by being blessed with multi-racial grandchildren—incredibly tion, the two areas that will define 21st Earlier in his career,
lovely, bright and talented grandchildren who have blessed me with century success in our industry. George Halvorson was a
their existence and reinforced my commitment from both my head Kaiser’s commitment to diversity health care executive at
was an important factor in accepting Blue Cross Blue Shield of
and my heart. Minnesota.
George C. Halvorson
:: Personal Profile
COMPANY: Kaiser Foundation Health
my current position, as it affords me a rich legacy on which to build. Plan and Hospitals.
The opportunities at this point in American history are so great for TITLE: Chairman & Chief Executive
the pursuit of diversity that I believe it is also a needed area of focus Officer.
for leaders. YEARS IN CURRENT POSITION: 5
We need to “make a difference” in our society. Organizations
AGE: 60
provide a microcosm and a laboratory for ways our nation can better
EDUCATION: BA, history, political sci-
capitalize on our diversity. It is extremely rewarding to watch this
ence and English from Concordia College
experiment play out within our company. We need a similar agenda in Moorhead, Minn.; graduate studies at
to play out across corporate America. the University of Minnesota; senior fellow,
University of Missouri, Columbia, Mo.;
Who were/are your mentors? How did they help in your profes- Senior lecture MBA Program, University of St. Thomas, St. Paul, Minn.
sional and personal life? I learned a great deal from Jim Regnier, FIRST JOB: Bait-house kid. I sorted minnows, counted worms, waited
former president of Blue Cross Blue Shield of Minnesota. He was on customers and sold fishing tackle.
a farmer from rural Minnesota who taught me the importance of PHILOSOPHY: Do a job you love—you’ll never work another day in
common sense. As I mentioned before, my father also influenced my your life.
professional and personal development a great deal. WHAT I’M READING: I used
to read more books. Now I
If you were in a roomful of colleagues, what might they say primarily read magazines. Seed
is a great new magazine find.
about you, your style or your business sense? I very directly
strive to do the right thing and do it consistently over time. My FAMILY: Engaged, four sons,
with a stepson soon to be added.
beliefs, practices and values took years to develop, but once devel-
Four lovely grandchildren.
oped, they have been extremely consistent over time. People say they
are very clear about what I am doing and why I am doing it. INTERESTS: Writing, science,
sociology, health care, public
policy, political science, various
How would you describe your concept and style of leadership? water sports, travel, and people.
Inclusive, open, strategic, transparent, value driven, and consistent. CHILDHOOD HERO: Charles George Halvorson’s grandchildren,
Marcus, 12; McKenna, 3; Maya, 8.
Darwin and Frederick Douglass—
What business books or journals do you read regularly or two men whose books changed
recommend for aspiring leaders? In terms of general business how the world thought.
publications, I think that The Economist and the Harvard Business “BEST” PICTURE (film/art): Tom Jones, The Godfather,
Review do a very nice job of capturing trends and telling stories Prairie Home Companion, and Big Fish.
in a very readable way. I also read Forbes and Fortune and the Wall MY MUSIC: The blues—particularly the blues harmonica
Street Journal. Scientific American, Discovery, Psychology Today and (the Blues Harp).
Psychotherapy Networker are also on my reading stacks. FAVORITE GAME: Chess, for many years. I seldom play now. I love
I also think it is critical to read the trades and journals in my to watch television football or any sport being played by my sons or
chosen field, because that is the best way to understand your market grandchildren.
and your competition. Modern Healthcare and Health Affairs are DESK-DRAWER MUNCHIES: Granola.
both must-reads for me. FAVORITE CHARITY: Community clinics.
PERSON (HISTORICAL /FICTIONAL /ACTUAL) I’D LIKE TO GET
Have you any “mottos” to rally your team regarding diver- TO KNOW OVER LUNCH: Jesus Christ, to learn, but not over lunch.
sity & inclusion? Begin with the end in mind. Each thing in its
turn—each thing in its time.When the student is ready, if you are
the teacher, be even more ready. That’s your job. What has been your proudest moment as leader at Kaiser
Permanente? It’s a great job. Every day gives me a chance to feel
Were there any experiences that discouraged you or taught good about the place.
you hard lessons about diversity & inclusion implementation?
I was stunned back in the 1970s when I brought both women and What words of advice would you give to those who want to
minority employees into professional jobs and saw how angry and advance in their organization? Know your job. Know your co-
upset the people were in those work areas. I did not expect that much workers. Help people. Maintain absolute ethics so no one ever won-
resistance. However, they and I persevered. I have seen significant ders what you are really up to. Work hard and smart. Never be a jerk
progress in this area over the years and have been dedicated myself and don’t encourage, support or retain jerks on your team. Love your
to creating a diverse workforce wherever I have worked. job or find a job you love.
PDJ
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 23
Leadership perspectiveS
Special Feature :: Kaiser Permanente
I
In describing the diversity strategy active commitment to diversity:
of Kaiser Permanente, vice presi- •T
he governing board is 36 percent women and
dent and chief diversity officer and 50 percent people of color.
co-chair of the National Diversity •T
he three most senior operations leaders consist
Council, Ronald Knox calls it of one woman, one African American, and one
multi-faceted. Caucasian.
“Central components of our •T
he composition of the eight regional presidents is
approach to diversity management 75 percent women and 35 percent people of color.
are building and leveraging our •G
eorge Halvorson is the sponsor of a four-
considerable diverse human talent pronged, robust diversity agenda for which the
and cultural competency to meet top 20 senior executives in the organization are
the organization’s noble mission of held accountable.
Ronald Knox improving the health and health
status of the communities we serve, and leveraging our collective “And that’s the CEO suite only,” Knox says. “There
diversity assets to enhance our competitive position in the market- are other data points to support our claim of work-
place,” Knox explains. “Simply put, diversity is how we achieve our force diversity accomplishments.”
mission and how we grow the business.”
•W
omen and people of color comprise 74 percent
Pointing out that much of the critical foundation-building
and 54 percent of the total Kaiser Permanente
required to achieve these diversity objectives has already been accom- workforce, respectively.
plished, Knox cites some specific examples of Kaiser Permanente’s
•4
4 percent of the physicians are people of color,
impressive diversity assets.
and 39 percent are women.
“Our diversity inventory includes population-specific Centers
of Excellence in Culturally Competent Care; interpreter, translation
ment of effective diversity metrics and consistent integration of
and bilingual staff training programs; regional support for diversity
diversity into strategic initiatives and business plans are an urgent
strategy & operations; an over-arching national health disparities
priority,” he says.
initiative, including HIV/AIDS; multicultural staff associations;
“The refinement of a comprehensive, integrated multi-cultural
and a rapidly evolving diversity partnership with Labor position the
marketing strategy which prominently portrays and promotes the
organization favorably to achieve our mission and business objec-
diversity-related products and services that we are prepared to deliver
tives,” says Knox. “Additionally, our CEO has authored two books
is an important next step in our overall diversity strategy.”
on diversity, is an accomplished diversity educator and is a nationally
In addition to those business plans, Knox says, “We have just
acknowledged diversity thought-leader.
recently concluded our 30th Annual National Diversity Conference.
Having these assets in place is critically important because they
This is the premiere educational forum and celebration of diver-
enhance and facilitate the next major phase of our work—the full
sity in the organization, if not the healthcare industry.” At Kaiser
integration of diversity into every major business function, decision,
Permanente’s conference, more than 1,000 employees, physicians,
plan and initiative.”
and guests engage in three days of presentations, workshops, net-
Although these efforts are presently underway, Knox says,
working and learning from some of the nation’s foremost authorities
“progress has been uneven across the organization, but will occur
on workforce diversity, culturally competent care, linguistic services,
with greater precision over time. He adds, “Today, our corporate
EEO and Affirmative Action, diversity business strategies and diver-
customers, most of whom have very diverse workforces and sophisti-
sity-related legal and regulatory compliance. It also features Kaiser
cated diversity programs, recognize Kaiser Permanente’s unique care
Permanente’s most senior leaders, including the Chairman and CEO
and service orientation that is firmly grounded in and fueled by our
and board members, as featured keynote presenters.
diversity values and traditions, thus creating synergy that strengthens
“It is an opportunity to see the organization from a unique
the business relationship.”
vantage point in which a core organizational value is profiled center-
Beyond the work currently being completed, Knox and his
stage for three days.” Knox says
team are looking to the future. “Further development and refine- PDJ
W
When Jack Cochran was named executive director of the Permanente Another business advantage
Federation, he brought to the position a history of diversity leader- comes with recruiting. “You will
ship. While Cochran served as Executive Director and President frequently hear physicians and
of the Colorado Permanente Group, his executive team—which employees say, ‘Kaiser Permanente’s
included an African-American female associate executive medical diversity tradition and reputation
director—set a national diversity benchmark in physician leadership is a primary reason that I joined
among large employers. He is the only executive medical director the organization,’” Cochran says.
to receive Kaiser Permanente’s prestigious R.J. Erickson Diversity “In some ways, this makes our
Jack Cochran, MD, FACS,
Achievement Award. And he doesn’t plan to change course in his job as leaders of diversity easier, recently named
new position. because diversity is a visible and Executive Director of the
Permanente Federation.
“My value of diversity is endemic to who I am, so I will carry public part of our identity.”
those values wherever I go,” Cochran says. “As an organization Though Cochran’s diversity
involved in a service as vital and personal as health care, we cannot orientation has been called unique, he doesn’t see it that way. “I
afford to ignore diversity and its importance to meeting our mission think my orientation to diversity comes from the recognition early
and remaining competitive in the field. We have a great opportu- on that talent was not exclusive to one group or race, or gender
nity and an equally great obligation to integrate diversity into every specific,” he says. “I believe strongly in collaboration which requires
aspect of the work we do.” that all voices be heard, thus fully capitalizing on the value of diverse
Cochran values diversity, in part, because of the business perspectives and opinions.”
advantages it provides. “Our diversity enables us to be aware of and He is quick to add that the work is ongoing, and the organiza-
consider a variety of perspectives and values that a homogenous tion cannot become complacent about diversity. “It’s an ongoing
group is simply incapa- journey of self-awareness for all of us, I believe; certainly for me,”
ble of due to the limita- Cochran says. “Talent comes in many colors, both genders, any
“Our diversity tions of cultural experi- sexual orientation, you name it. If I, as a leader, identify with a
enables us to ence that we all face,” he
asserts. “In this way, we
particular affinity group, my natural tendency, my natural filter is to
favor that group, even subconsciously. In a close decision between
be aware of make culturally informed job applicants, this bias, however small, can have serious conse-
and higher quality deci- quences for diversity.
and consider sions; we capitalize on “If we are to become a culturally competent organization,
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 25
Leadership perspectiveS
Special Feature :: Kaiser Permanente
A
As the labor leader of the nation’s most progressive labor rely on the workforce to success-
and management partnership, John August has a unique fully implement. “Service on the
perspective on the ways workers contribute to Kaiser Permanente’s National Diversity Council is a
diversity. logical expression and manifesta-
“Kaiser Permanente has one of the largest and most culturally tion of the Labor Management
diverse workforces in the country,” August says. “While labor’s role Partnership.”
in diversity has evolved over the years, just as Kaiser Permanente’s August also points out that
diversity focus has evolved, we have not lost sight of the fundamental “the first cornerstone of the
principles that support the diversity agenda. Fairness, equity, equal- National Diversity Agenda relates John August
ity of opportunity, and respecting and valuing differences form the specifically to improving the skill,
foundation of diversity and also align with our tradition, contractual diversity, cultural competence and
agreements and obligations to our members.” performance of the workforce. The role of labor in the National
Because Kaiser Permanente’s Labor Management Partnership Diversity Agenda is explicit, and we embrace the Partnership and
(LMP) is so important to the organization’s diversity agenda, the the challenge.”
LMP has a seat on the organization’s National Diversity Council. Looking to the future of diversity at Kaiser Permanente, August
“The role of the labor representatives on the Council is to provide an says that “unions must play an evolving role in the 21st century.
informed perspective on diversity discussions and policy recommen- Ultimately, labor represents the means by which the goals of the
dations,” says August. “Labor’s presence reinforces the importance of diversity agenda will be met by the people of Kaiser Permanente. We
the workforce and helps identify additional, novel ways to advance recognize the need for and support the development of diverse skill
our shared interests in the diversity agenda.” sets within the workforce to meet the diverse needs of Health Plan
In addition, he says that labor plays a key role in communicat- members, patients and customers.”
ing, endorsing and supporting diversity initiatives, most of which
Kaiser Permanente
Board of Directors
Two standing board committees, the Quality and Health Improvement Committee
and the Community Benefit Committee support diversity issues through approval of
grants and donations, and policies designed to support initiatives that aim to improve
cultural competency and linguistic programs. The committee also presents annual
community service awards related to diversity and inclusion.
PDJ
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 27
Leadership perspectiveS
Special Feature :: Kaiser Permanente
Cynthia A. Telles, MD
Director, Spanish Speaking Psychosocial Clinic, Neuropsychiatric Institute and Hospital
Associate Clinical Professor, Department of Psychiatry and Biobehavioral Sciences;
School of Medicine, University of California, Los Angeles
Establishing the elimination of health disparities as an organizational priority is critical from both opera-
tional and governance perspectives as it relates to Kaiser Permanente’s mission. Providing professional
language services for members and patients with limited English proficiency is an essential component of
this policy. Latino and Asian populations represent large proportions of Kaiser Permanente’s membership.
As the fastest growing segments of the overall population, these groups will comprise increasingly larger proportions of the organization’s
future membership. The nexus between care access and health outcomes is clear. Expanding the number of bilingual and bicultural health
care professionals and providing effective interpreter and translation services will lead to improved quality of care, better member/doctor
communication, greater patient understanding and compliance and, ultimately, improved care outcomes. Competent language services are
a key component of the organization’s efforts to eliminate health disparities.
Thomas W. Chapman
President and CEO, The HSC Foundation
We serve on one of the most unique boards in corporate America. Not only are we among the nation’s
top three percent of boards of major corporations with respect to diversity, we are also among the cor-
porate governance elite with respect to professional diversity expertise. This rare combination brings an
added dimension to our deliberations on diversity direction and governance. It also ensures that diversity
is a central consideration, fully integrated into deliberations involving other aspects of the company’s
business. Some of us serve as consultants to corporations on diversity matters in our professional voca-
tions. Others write and conduct research and present at national forums, including Kaiser Permanente’s National Diversity Conference, as
functional diversity experts. Diversity is viewed through a critical and informed lens at the Kaiser Permanente board level.
Christine K. Cassel, MD
President and CEO
American Board of Internal Medicine
Kaiser Permanente has undertaken the massive task of collecting racial, ethnic and language preference
data on its Health Plan members and patients to inform our efforts to eliminate racial and ethnic health
disparities, to increase access and quality of care for individuals with limited English proficiency, and
to validate the efficacy of treatment protocols developed for various population segments. We are com-
mitted to all of the six aims established by the Institute of Medicine—that health care be safe, effective,
timely, patient-centered, efficient and equitable. The goal of equity requires that we understand health status and assess disparities among our
members, to address improvements. This work is critically important to Kaiser Permanente’s Quality Agenda, as well as our social mission
and favorably positioning the organization in the competitive marketplace.
As an organization, Kaiser In April 2007, Kaiser Permanente took another formal step to
Permanente has been doing a lot of demonstrate its commitment to eliminating health disparities. The
very important work to promote Kaiser Permanente Program Group (KPPG)—the highest-ranking
ethnic and minority health, which, body within Kaiser Permanente—endorsed a Health Disparities
as a whole, is worse than that of Vision and Strategy Statement, which includes guiding principles
the general population. To cite just and overarching strategies.
a few of the alarming statistics: The KPPG has already provided leadership in developing a
• Although African Americans policy to collect race-based data to ensure there are no health care
account for only 13 percent of disparities within Kaiser Permanente, and that immediate action
the U.S. population, they account be taken should we find that disparities exist. Endorsement of this
for 40 percent of the AIDS cases vision and strategy statement means that senior leadership at all parts
diagnosed since the start of the of the organization has signed off on this important work.
epidemic and approximately Making a Commitment and Following Through
Bernard Tyson
half of the cases diagnosed in Up until now, the work to study and reduce disparities in
2004 alone. health and health care has been driven by a lot of committed people
• The rate of Type II diabetes among Latinos is double the rate for and departments across Kaiser Permanente. Connecting “the dots”
Caucasians, and people with diabetes are more likely to have heart through a formal strategy allows Kaiser Permanente to leverage this
disease or stroke. important work across the organization.
• According to the Census Bureau, in 2004, 32.7 percent of Hispanics “The tough work is definitely ahead of us,” said Tyson. “Health
lacked health insurance, and 21.9 percent lived in poverty. care reform in America must address health disparities. Similarly,
“Kaiser Permanente is well-positioned and prepared as an orga- getting back to basics and focusing on quality, service, and afford-
nization, to tackle the issue of disparity in health and health care,” ability has many implications for eliminating disparities in health
said Bernard Tyson, executive vice president. “And we’re weaving this and health care.
important challenge into the fabric of our work.” “To borrow the words of former U.S. Surgeon General David
Tyson, along with Ray Baxter, senior vice president, Community Satcher, MD, ‘this is a national problem; it’s not a minority problem.
Benefit; Ron Knox, vice president and chief diversity officer; and Disparities in health is America’s problem.’ These are exciting times,
Ron Copeland, MD, executive medical director in Ohio; is spear- and I am proud to be part of an organization that cares and wants to
heading Kaiser Permanente’s response to this challenge. make a difference.”
Currently, Kaiser Permanente cares for more than 1.25 mil-
lion Latino members, 1 million African-American members, and About Bernard Tyson: 23 Years of Leadership
Bernard Tyson is executive vice president for health plan and hospital operations. He
750,000 Asian and Pacific Islanders. leads the eight presidents in the Kaiser Permanente regions. He is also a member of
“Given our experience caring for such a diverse patient popula- the National Leadership Team and the Executive Leadership Group. In addition, he is
responsible for National Facility Services, Workplace Safety, Patient Care Services, and
tion, we need to leverage our learnings and serve as a model for the National Health Plan and Hospital Operations.
entire health care industry,” said Tyson. Immediately prior to his current role, Tyson served as senior vice president of Brand
Strategy & Management. The “Thrive” image advertising campaign launched under
Tyson’s stewardship.
PDJ
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 29
Leadership perspectiveS
Special Feature :: Kaiser Permanente
Perspectives on Diversity
from Kaiser Permanente Leaders
Patricia Kennedy-Scott
Regional President, Ohio
“As part of our strategic planning process in the Ohio Region, we work to ensure that our business plans
are aligned with the varying needs of our members, build upon the contributions of our diverse staff, and
acknowledge and respond to the demands and expectations of our richly diverse community. The heart of
our commitment to diversity comes from a willingness and aspiration to listen to the needs and contribu-
tions of people as individuals—seeing beyond their connection to any particular demographic.
“In our health care centers, this means ensuring that every member is served by providers who can
relate to the patient in a culturally appropriate manner. In our community, this means cultivating and growing strong partnerships that
provide opportunities to understand and participate in meeting the distinct needs of our residents and employers.
“Achieving culturally competent care and respecting diversity begin with hiring and training employees who share our organization’s
values. By hearing, articulating, embracing, and celebrating our differences we can nurture respect for each other and come together as a
team to provide personalized care to those we serve.”
Central to Kaiser Permanente’s diversity strategy is people. A corner- peting for talent to fill jobs in an
stone of the organization’s diversity agenda is to “Enhance the diver- industry that is perhaps the fastest
sity, cultural competence, skill and performance of our workforce.” growing in the private sector.”
As the chief HR officer, Laurence G. (Lon) O’Neil is the Kaiser Permanente’s workforce
steward of that workforce, and he is very tuned in to the growing comprises 52% people of color.
diversity of America’s population and the implications for Kaiser In the 1940s and 1950s, Kaiser
Permanente’s membership and its workforce. Permanente set industry precedents
The Latino population, reported by the U.S. Census Bureau in equal employment opportunity
to be at 37 million people, is now the largest minority group and affirmative action. But like
in America. other companies, it has a ways to go
Lon O’Neil
Nearly one in five people speak a language other than English in making sure the workforce that
in the home. serves its members mirrors the diversity of its members. Just over five
The latest numbers available from the U.S. Census Bureau percent of Kaiser Permanente physicians are African-American, for
indicate that this country’s population includes 33.5 million foreign instance, compared to nearly 13 percent of the American population
born, representing 11.7 percent of the U.S. population. (12.8 percent according to the U.S. Census Bureau).
“Our organization must tap into our resources and use our
leadership in diversity to get ahead of these trends in order to ensure How is Kaiser Permanente Building the Workforce
that the care we provide is relevant to our members,” said O’Neil. of Tomorrow?
“Amidst these changes, we in the health care field will be com- “In order to succeed in a globalized economy, we need to be proac-
tive in thinking about how we employ and deploy our talent,” ’
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 31
Leadership perspectiveS
Special Feature :: Kaiser Permanente
Demographic Profile
Diversity at Kaiser Permanente drives uniform employment standards and
practices, enhances the recruitment of a diverse workforce, and eliminates
barriers that prevent full and meaningful employment. A key indicator of
Kaiser Permanente’s successful implementation of its National Diversity
Agenda is the diversity of its workforce and governing bodies as delineated in
the following demographic profile:
Poster from
Kaiser Permanente’s
ongoing “I Believe”
recruitment campaign,
first launched in 2005.
said O’Neil. “We aspire to identify and develop diverse talent at diversity is a priority in leadership development and talent
every level to ensure that we have a cultural perspective that reflects management agendas.
our membership and communities.”
Kaiser Permanente has invested millions in recruitment adver- Engaging Employees
tising and outreach targeted at the disabled community; the lesbian,
According to Lon O’Neil, “the engagement of our workforce in our
gay, bisexual and transgender community; women; and people of
diversity agenda and in the growth of their cultural competence,
color. Kaiser Permanente has also worked to increase executive hiring
skill, and performance is critical, and the way we engage our work-
and promotion rates for women and people of color.
force is our Labor Management Partnership (LMP).”
Reaching minority students has also been a priority. Kaiser
Kaiser Permanente has a unique Labor Management Partnership,
Permanente has established relationships with a number of histori-
with a coalition of 29 unions representing more than 86,000 employ-
cally black colleges. A group of Kaiser Permanente physicians in San
ees. The latest national labor agreement includes specific provisions
Diego called the Hippocrates Circle mentors students interested in
for substantial workforce development, service quality improvement,
pursuing a medical career who wouldn’t normally be exposed to the
and organizational performance improvement.
medical field. The KP L.A.U.N.C.H. (Learn About Unlimited New
Kaiser Permanente’s diversity and LMP are core business strate-
Careers in Healthcare) INROADS Internship program benefits both
gies interwoven to position it as a best place to work and the best
the organization and the health care community at large by provid-
place to receive culturally competent care.
ing an effective means for accessing the diverse talent of underrepre-
sented students of color. PDJ
The Protégé of Color Program builds leadership bench
strength among diverse people within Kaiser Permanente, and
About Lon O’Neil
As senior vice president and chief HR officer, Lon O’Neil is also a member of the
National Leadership Team. O’Neil joined Kaiser Permanente in 2002. Prior to joining
Kaiser Permanente, he had a career spanning 20 years with Bank of America, where
he held various management positions in the United States and Asia. Diversity has
always been a strong thread in his approach to HR strategy.
As the senior vice president, Brand Strategy, Communications and Public Relations,
Diane Gage Lofgren knows that “Diversity is central to Kaiser Permanente.”
Lofgren leads the critical work associated with repositioning Kaiser Permanente in
the hearts and minds of its key stakeholders, and leads and directs all work associ-
ated with stewardship and oversight of the Kaiser Permanente brand. Lofgren also
leads the broad array of national communications, media relations, issues manage-
ment, and public relations activities for Kaiser Permanente. Diversity plays a key
role in that work.
Diane Gage Lofgren “Our brand is a mirror of who we are, what we do, and what we stand for,” she
explains. “We work to ensure that all of our marketing, advertising, and commu-
nications are reflective of the broad spectrum of ethnicity, genders, and cultures represented by our workforce,
members, and the communities we serve. Our brand position of Total Health is borne out of our desire to help
everyone achieve health in mind, body and spirit.”
Prior to joining the organization, she was senior vice president of Marketing and Communications at Sharp
HealthCare, a $1.6 billion not-for-profit integrated delivery system serving San Diego County. She has pub-
lished seven books and written scores of national magazine articles discussing topics ranging from business and
personal relationships to management and marketing.
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 33
Leadership perspectiveS
National Diversity
Special Feature :: Kaiser Permanente
T
Today, Kaiser Permanente’s National of an organization-wide policy on the elimination of racial
Diversity Council—along with and ethnic health disparities. The Council subsequently led the
the National Diversity office— development and implementation of a major national initiative to
promotes, supports, and assists the collect racial, ethnic and language preference information from our
regions in implementing the Board members and patients to inform care quality improvement and cul-
of Director’s mandate and agenda. turally competent care initiatives to support the policy to eliminate
“The Council carries out this health disparities. These relate directly to the “Care” component of
accountability by being an advo- the ND Agenda.
cate, an internal consultant, and Dr. Copeland also cites the review and update of the organiza-
Ronald Copeland, MD, FACS, providing policy formulation, stra- tion’s national non-discrimination policies, which includes a recent
co-leads Kaiser Permanente’s tegic direction and content exper- modification that adds gender identity to the policy. “The goal is to
National Diversity Council.
tise as it relates to the three pillars of continue our rich tradition of inclusiveness,” he says.
the national diversity agenda,” explains Council co-chair Ronald L. Dr. Copeland believes the Council’s continued success depends
Copeland, MD, FACS, who also leads the Council’s strategy devel- on “achieving and maintaining a solid foundation of workforce skills
opment forums. These pillars are: and management capacity to engage an increasingly more diverse
• Growing membership through effective market workforce and membership.” He adds that this requires “achievement
segmentation approaches that target the fastest-growing of true cultural competency, leveraging true workforce diversity as a
segments of our society, competitive advantage, and demands leadership and accountability
• Providing culturally competent medical care and service through all levels of the organization. Our goal is to ensure, as it has
to improve the health and satisfaction of an increasingly been stated before, that diversity is not an extra-curricular activity
diverse membership, and but in fact the way Kaiser Permanente does its business.”
• Enhancing the diversity, cultural competence, skill
and performance of the Kaiser Permanente workforce.
About Ronald Copeland
According to Dr. Copeland, the National Diversity Council Ronald Copeland, MD, FACS, is also a board certified surgeon; Chairman of the
has developed a strategic plan that covers more than 50 initiatives Executive Committee for the Permanente Federation; President and Executive
Medical Director of the Ohio Permanente Group; and a nationally acknowledged
necessary to successfully implement Kaiser Permanente’s strategic
expert on health disparities among minority populations.
diversity agenda. For example, Council action led to adoption PDJ
K
Kaiser Permanente’s Annual National Diversity Conference is the organization’s signature diversity
educational forum, with 2007 marking the 30th anniversary of this premiere event. It features presen-
tations and workshops covering topics of workforce diversity, health disparities among populations of
color, language services and care access, EEO and Affirmative Action, multicultural marketing, cultur-
ally competent care delivery, and cutting edge diversity program strategies and operations. It’s also an
opportunity for business and collegial networking.
Started in 1976 as the Equal Employment Opportunity Conference (EEOC), the conference has
been held every year since, except 1989, when the Loma Prieta earthquake occurred just days before
the scheduled conference, with the epicenter located two miles from the proposed site. Even in the
immediate aftermath of the September 11th terrorist attacks, and the public’s understandable reluc-
tance to fly, nearly 700 participants attended the conference, a tribute to the nation’s diversity and to George Halvorson, Kaiser
Permanente president and CEO,
Kaiser Permanente’s rededication to diversity as an important part of the nation’s recovery.
at the 2006 conference.
This forum draws 1,000 executives, board members, physicians, nurses and other clinicians, HR
and diversity officers, selected customers, and a host of other professional staff from Kaiser Permanente’s eight Regions.
Diverse and distinguished speakers and world-class entertainers have graced the conference stage over the years, including Surgeons
General David Satcher and Jocelyn Elders; EEOC Chairs Cari Dominguez and Clarence Thomas, now a Supreme Court Justice; and such
diversity pioneers as R. Roosevelt Thomas, Edwin Nichols, and distinguished attorneys Connie Rice and Charles Ogletree. World-class enter-
tainers Rita Moreno, Ossie Davis and Ruby Dee, B.D. Wong, Robert Townsend, the Lula Washington Dance Theater, and Emmy Award
winner Sarah Jones have also been featured speakers. ’
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 35
National diversity
Special Feature :: Kaiser Permanente
I
In 1999, Kaiser Permanente created the Institute for
Culturally Competent Care as part of its national strategy
to incorporate culturally competent care into its health
care delivery system.
“Embedding the patient’s cultural perspectives, beliefs,
and health practices into the clinical encounter at every
point aligns with our commitment to patient-centered
care, and acknowledges the diversity of the members and
communities we serve,” said Dr. Melanie Tervalon, the
Institute’s director.
A primary means to incorporate culturally competent
care is to educate providers, clinicians, and the health
workforce about members’ cultural beliefs and practices.
The institute’s team implements this goal through educa-
tional tools and products.
“Provider handbooks, our most popular product,
describe culturally competent care for the Individuals with
Disabilities, African-American, Latino, Asian and Pacific
Family practitioner Alain Flores, MD, treats patient Mark Wright at
Kaiser Permanente’s Stockton, CA, facility. Islanders, and Lesbian, Gay, Bisexual and Transgender
populations,” said Dr. Tervalon.
Centers of Excellence in Culturally Competent Care
Nine Centers of Excellence in Culturally Competent Care advance the institute’s goal by sharing expertise within Kaiser Permanente and
throughout the health care community.
“These centers show how trained staff, able to explore issues of culture, race, and ethnicity, contribute to positive health outcomes and
the reduction of racial and ethnic health disparities for our members,” says Dr. Tervalon. “The centers’ research efforts are dedicated to dem-
onstrating the universal applicability of the patient-centered, culturally skilled, quality care that is at the heart of cultural competence.”
The Center of Excellence in Kaiser Permanente’s Ohio Region
Concentrating on health disparities in the African-American population, Kaiser Permanente Ohio’s Center of Excellence helps regional
physicians strengthen their cultural competency skills to improve cardiovascular health among African-American patients. To meet this
objective, the Center completed an internal assessment on the level of cultural competency within the workforce. The results ’
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 37
National diversity
Special Feature :: Kaiser Permanente
San Francisco is a multiethnic, multicultural city. It is this multiculturalism that makes this city unique, dynamic and fun to live and work in. Multiculturalism also challenges
the way we think and interact with each other. It offers tremendous opportunities for us to share, learn and grow from this rich interaction.
We realize that many of the cultures share similarities and yet are very different. Our goal is to provide health care services to meet the diverse needs of our member
population. To achieve this goal, we must have a good understanding of our members’ cultures, their beliefs, values, and customs. Fundamentally, we need to be able
to communicate in their languages.
At our San Francisco medical center, we are proud of our dedicated physicians and staff who reflect the communities we serve. Just to give you an idea of the wealth
of the center’s diversity, there are more than 40 different languages and dialects spoken by the staff. This type of representation gives us the strength and ability to serve
our diverse membership, which represents over 60 different languages.
Kaiser Permanente’s San Francisco Center of Excellence (SFCOE) is well recognized in the industry for its linguistic and cultural services program and products. The
Linguistic and Cultural Services Department (also known as Multicultural Services) was established in 1996 to systematically facilitate understanding and communication
among people of different cultures speaking different languages in a health care setting.
The following are some of the linguistic services provided by the medical center:
• Qualified bilingual staff and bilingual clinicians
• Language-specific modules staffed with bilingual employees and physicians
• Language-specific pharmacy services
• Certified staff interpreter services
• Professional translation services
• Chinese and Spanish member newsletters
• Chinese Interpreter Call Center serving the Northern California Regions’ appointment and advice centers.
Quick facts:
• Averaged 35,000 interpretation encounters handled by certified staff interpreters
• Averaged 2,000 interpretation encounters handled by contracted interpreters
• Over 50,000 calls handled by certified staff interpreters through the Chinese Interpreter Call Center
Supplier Diversity:
A Priority at
Kaiser Permanente
A
As a national leader in health care and an inte-
gral part of the individual communities it serves,
Kaiser Permanente makes it a priority to promote
supplier diversity at both the national and local
levels. According to Kaiser Permanente Chief
Procurement Officer Dean Edwards, National
Supplier Diversity (NSD) provides tools and
resources to help business partners increase their
use of diverse suppliers and works collaboratively
with internal procurement and contracting staff
to ensure inclusive bidding processes. NSD
monitors and reports its results to the federal
government and other major accounts. Meet the Buyers (from left to right): Northern California Supplier Development Council
“Supplier diversity is consistent with Kaiser President Michael Ruiz; Kaiser Permanente NSD Director Katie Luk; Kaiser Permanente Chief
Permanente’s philosophy of improving the com- Procurement Officer Dean Edwards; NSD Senior Consultant Pat Patterson; Intraline President
Pete Varma; and Kaiser Permanente’s interim VP of Supply Chain Skip Skivington.
munities we serve and supporting programs The event was held in April 2006.
that foster diversity,” said Edwards. “By having
contracts with small businesses and those owned by minorities, women, and veterans, Kaiser Permanente fuels economic growth in local
communities and fosters the competitive procurement of products and services by having multiple suppliers.”
Edwards goes on to say that “Supplier diversity means making sure that the suppliers we buy from reflect the diverse communities in
which we operate and serve. By contracting with diverse suppliers, we contribute to healthy, viable businesses that provide quality products
and services as well as good business solutions.”
In 2006, Kaiser Permanente spent more than $519 million with minority- and women-owned suppliers, and accounted for business
transactions with more than 1,800 minority-owned businesses, 2,600 women-owned businesses, and 13,000 small businesses.
Among those transactions was Kaiser Permanente Southern California’s contract with U.S. Metro Group for janitorial services. U.S.
Metro now serves both Northern and Southern California regional offices because of favorable user experience. William Twilley, chief operat-
ing officer, appreciates Kaiser Permanente’s supplier diversity program.
“Our experience with (the Kaiser Permanente) organization was pleasant, informative, and, most importantly, resulted in a business
relationship that is in place to this day. It is a pleasure to work with professionals who truly support the minority community in reality and
not just verbally,” Twilley said.
Last year, Kaiser Permanente’s National Supplier Diversity department worked to increase its efforts to integrate more diverse businesses
into the procurement process. NSD has redesigned its internal Web site, which includes a searchable vendor database, news, performance
reports, outreach calendar, supplier spotlight, and easy-to-download forms for potential suppliers.
Earlier this year, NSD created a tool kit for sourcing and contracting teams that provides helpful information on making supplier diver-
sity a company-wide mission.
Also last year, Kaiser Permanente hosted a “Meet the Buyers” event in Oakland, Calif. The free event was a chance for Northern
California minority suppliers to meet the sourcing teams and the larger Procurement & Supply department. More than 50 minority business
owners turned out to learn about potential Kaiser Permanente contract opportunities. Pete Varma, president of Intraline, a contracted sup-
plier, was impressed by the show. “Your Kaiser Permanente event has set the standard for other (San Francisco) Bay Area corporations, based
on feedback I’ve received from the council and attending minority suppliers,” Varma said after the event. PDJ
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 41
community benefit
Community Benefit
Special Feature :: Kaiser Permanente
I
“Improving the health of our communities is at the
heart of who we are,” says Ray Baxter, senior vice
president of Community Benefit. “Kaiser Permanente
provides subsidized health coverage for more than
50,000 Americans. We partner with public health
departments and clinics, providing vulnerable popula-
tions with access to quality healthcare.”
Kaiser Permanente is also working to bridge the
increasing health care disparity gap. This initiative,
“Universal Coverage Now,” has the goal of providing
coverage for all California residents, with plans to
expand the program nationwide.
In 2006, Kaiser Permanente invested $644 million
to provide health care to the uninsured or underin-
sured through traditional charity care, free or subsidized coverage, and enrollment in Thirty physicians and employees from across
KP assemble after cleaning up a hurricane-
public programs such as Medicaid, the State Children’s Health Insurance Program, and damaged park in Biloxi, Mississippi.
Medicare’s Limited-Income Subsidy.
But Baxter adds that universal access to care won’t solve everything. “Good health
is more than just going to a doctor,” he asserts. “It’s preven- KP Response to Katrina
tion, it’s good nutrition, it’s activity, it’s exercise, it’s good mental Met Immediate and
health, it’s mentoring, it’s community building.” That’s why Kaiser Long-term Needs
Permanente’s Community Benefit efforts extend to:
• Empowering and educating young people. “Our educational
In the days immediately after Hurricane
theater program spreads the word (to teenagers) about healthy
eating and exercise.” Katrina, Kaiser Permanente responded
• Increasing access to fresh fruits and vegetables in our com- to the relief effort by making a financial
munities. “We sponsor farmer’s markets across the country pledge of $3 million, dispatching two
and now have farmer’s markets at 32 KP hospitals and medical
office buildings across six states.” clinical teams to treat patients at the
• Being involved in studies looking at ways to reduce obesity, the Houston Astrodome evacuation center,
Raymond Baxter,
Senior Vice President, role of racial and ethnic disparities in diabetes complications, and donating hundreds of volunteer
Community Benefit and how parents’ perceptions of neighborhood safety affect
hours from employees.
their children’s physical activity.
“We know these goals are within our reach, because we see successes and accom- In addition, employees contributed
plishments on every front,” Baxter says. For example, since 2005, the National Institutes
$170,463 to the relief effort when
of Health have funded Kaiser Permanente’s Division of Research to conduct the Diabetes
Study of Northern California. Kaiser Permanente allowed them to
“Through access to a large, diverse population of Kaiser Permanente patients, donate the cash value of accrued
this study is deepening our understanding of what drives disparities and how to close vacation time. Over the two-year span
the gap.”
Kaiser Permanente has also developed the A.L.L. program—an acronym for the of Kaiser Permanente’s continuing relief
generic drugs Aspirin, Lisinopril, and Lovastatin. Studies show the program reduces efforts in the Gulf Coast region, more
cardiovascular risk for those with diabetes. In 2006, the A.L.L. protocol was initiated than 2,000 Kaiser Permanente employ-
with 600 uninsured patients—most of whom were Latino or African-American, groups
ees and physicians signed up to volun-
that are twice as likely to be impacted by diabetes. This safety net partnership addresses
the disproportionate impact of diabetes on minorities. teer. These relief efforts are only one
“Kaiser Permanente is committed to providing leadership in eliminating ethnic and tangible sign of Kaiser Permanente’s
racial health disparities,” Baxter says. “We strive to provide equitable care to our mem- established commitment to community
bers, target resources to areas of need in our communities, and identify and implement
policies that support equity in health nationwide. service and volunteerism.
PDJ
E
the center has hosted touring
Ernie Bodai is a busy man—clinical professor of surgery and direc- medical professionals from all
tor of the Breast Health Center at Kaiser Permanente Sacramento, over the world.
CEO for an all-volunteer non-profit organization, published author, The stamp’s success has also
medical device inventor, public speaker and, last but not least, breast paved the way for Dr. Bodai’s
cancer crusader. “Global Journey” project—
Having treated thousands of breast cancer patients in his more introducing the Breast Cancer
than 20 years with Kaiser Permanente, Dr. Bodai was frustrated Research Stamp to the global
with the pace and progress of research funding—“treating so many community. Hungary was the
women who had breast cancer and seeing that we had made so first foreign country to offi- The Breast Cancer Research
few advances.” The idea to issue a Breast Cancer Research Stamp cially issue the stamp and, to Stamp, designed by Ethel
(BCRS) came to him in 1995 and launched a two-and-a-half year, Kessler, was first offered for
date, Gambia, Jordan, Belize, sale in 1998.
one-man lobbying crusade to market it. the Republic of Slovenia, the
Dr. Bodai never lost faith in his mission, even when facing Philippines, Sierra Leone, El Salvador, Romania, St. Vincent in
opposition from the U.S. Postal Service, stamp collectors, his profes- the Caribbean, Kenya, Honduras, Nicaragua, and Guatemala have
sional medical society, and even national breast cancer organizations. signed on. Dozens of other countries are considering the program.
Instead, he took his fight to Washington D.C., returning 15 times, “Initially I was kicking myself for not engaging the global
spending $100,000 from his personal savings, and finally finding community earlier, but without the American figures—900 million
support from California Senator Dianne Feinstein. On July 29, stamps raising $60 million—the global campaign would have been
1998, the BCRS was unanimously approved by the Senate. It was a much greater challenge.”
the first “semi-postal” fundraising stamp in U.S. history. The money raised so far has funded significant research, includ-
Stamp sales have exceeded 900 million and raised more than ing identifying a new tumor suppressor gene for use in breast and
$60 million for breast cancer research. It is the most popular stamp ovarian cancer prognosis and new techniques for early breast cancer
of all time. detection.
In addition to his position at Kaiser Permanente, Dr. Bodai
Global Momentum attends speaking engagements and international stamp introduction
The stamp’s credibility has enhanced global interest in breast ceremonies for the Global Journey campaign, and donates time to
cancer research and opened many doors for Dr. Bodai, including CureBreastCancer, Inc. (CBC), the all-volunteer, nonprofit organi-
funding for his dream project, an integrated breast cancer center. zation he jointly founded in 1999.
The Kaiser Permanente Sacramento Breast Health Center, which
opened in 2003, provides all required treatment and services in a
PDJ
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 43
community benefit
Special Feature :: Kaiser Permanente
I
In honor and recognition of Dr. Martin Luther King Jr., the values communities underserved, further advancing the Kaiser Permanente
he espoused, and his contributions to the nation and the world in legacy that parallels Dr. King’s values.
advancing civil and human rights, Kaiser Permanente observes an “When the National Diversity Council initially proposed the
annual day of volunteerism. As experienced since its inception in MLK day of volunteerism, they envisioned an initiative that would
2005, this event affords Kaiser Permanente the opportunity to take a not only demonstrate Kaiser Permanente’s dedication to community
leadership role in remembering the values that Dr. King’s life exem- service, but one that would also honor the long-lasting legacy of Dr.
plified by proclaiming this day “A day ON, Not a day Off.” On this King,” says James Taylor, PhD, director, diversity strategy implemen-
day, thousands of Kaiser Permanente employees and physicians pro- tation. “It’s a wonderful commitment by our organization’s leader-
vide valuable services such as working at food banks, painting and ship, as well as the thousands of Kaiser Permanente volunteers across
repairing local school buildings and providing medical care to the the Program.” Slated annually for the third Monday in January, the
event is of symbolic importance and practical significance
to Kaiser Permanente. It sends a compelling message to the
community and the Kaiser Permanente workforce about
our values as an organization, and places valuable resources
into the community to advance worthwhile causes.
It also affords an opportunity to acknowledge and
raise awareness of Kaiser Permanente’s tradition of inclu-
sion, diversity, and community benefit, and demonstrates
the organization’s alignment with the ideals of community
welfare and service so eloquently articulated and impressed
upon the world’s consciousness by Dr. King.
PDJ
Tired but smiling Kaiser Permanente volunteers in Ohio, after long hours of service.
Diversity Heritage
Special Feature :: Kaiser Permanente
early inclusion,
lasting legacy
D
Diversity as an organizational value was born when the
Henry J. Kaiser shipyards employed the first women
ever to help build ships, starting in Portland, Oregon,
and Vancouver, Washington, and then in Richmond,
California. This was followed with employment of an esti-
mated 20,000 African Americans, along with many Chinese
Americans, Native Americans and Hispanic Americans, in
addition to Americans with roots in dozens of nations.
In fact, when the first Victory Ship of the Portland
shipyard, the SS United Victory, was launched, diversity
was celebrated by women shipyard workers dressed for the
ceremony in the attire of their countries of origin.
In all, these women represented 28 nations in addi-
tion to the United States. These were Belgium, Bolivia,
Brazil, Canada, China, Colombia, Costa Rica, Cuba,
Czechoslovakia, the Dominican Republic, El Salvador,
Ethiopia, Great Britain, Greece, Guatemala, Haiti, Holland, The lobby of Kaiser Permanente’s Richmond Field Hospital, circa
Honduras, India, Luxembourg, Mexico, New Zealand, Nicaragua, 1945—for sale in 1998.
Norway, the Philippine Islands, Poland, Russia and Yugoslavia.
men and women with disabilities in the Richmond shipyards for the
government’s War Manpower Commission. His focus was on what
Hiring Disabled War Veterans they could do, not what they couldn’t do. His findings were distrib-
One remarkable story of diversity led ultimately to Kaiser Permanente’s uted nationwide to help communities place disabled war veterans in
first documented community benefit project to help bring veterans jobs after the war.
disabled by wartime injuries into the American workforce at the end
of World War II.
Same Care for Everyone
That story began in early 1942, when young graduates of the
The spirit of diversity was infused into the medical care program
Washington State School for the Deaf were turned down for jobs at
from the outset, as described by founding physician Sidney R.
the Kaiser Shipyard in Vancouver.
Garfield in discussing his first meeting with Edgar Kaiser, who
When members of the deaf community informed Edgar F. Kaiser,
was responsible for bringing Dr. Garfield into partnership with the
Henry Kaiser’s son who was in charge of the Vancouver shipyard, he
Kaiser industrial organization.
ordered the hiring of deaf workers. Over the next year, workers with
“Edgar,” he said, “had strong feelings about how workers should
varied disabilities joined the shipyard workforce up and down the
be treated and about the need for a single class of medical care
West Coast.
for everybody…his principles seemed so high to me that I was
“Then came the great discovery,” said a Kaiser shipyards employ-
impressed.”
ee magazine, The Bo’s’n’s Whistle, in April 1943. “It was found that
The result was succinctly summed up by Nick Bourne, a San
many so-called handicapped workers could find a place just as easily
Francisco journalist who was the first news reporter to visit a Kaiser
as the physically fit.”
hospital in 1943 in Oakland.
From this came Kaiser Permanente’s first documented commu-
“Illness,” he wrote, “knows no color lines here.” PDJ
nity benefit program. Permanente physician Clifford Kuh studied
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 45
Diversity Heritage
Special Feature :: Kaiser Permanente
Anywhere you are in the United States, the next time you step onto a commuter train, you’ll notice that it is probably accessible to
people in wheelchairs. That’s because of a Kaiser Permanente employee, who played an important role in making trains accessible to
the disabled community.
The late Harold Willson’s story is one of a patient, an employee, and a man with a dream for the disabled community who was
working in a health care organization that supported his dream.
Willson first came to Kaiser Permanente from West Virginia as a patient in 1948. Financial problems had forced him to drop out
of West Virginia University to work in a coal mine. He was caught in a cave-in and emerged from the mine a paraplegic.
Four months later, Willson found himself on a Pullman coach for a cross-country train trip to Oakland with the first group of injured
miners under a special arrangement for medical care between Henry J. Kaiser and the United Mine Workers Union.
Willson’s care was at the then-new Kaiser-Kabat Rehabilitation Institute in Vallejo, California—today’s world-renowned Kaiser
Foundation Rehabilitation Center. After his rehabilitation care, Willson enrolled at a local university, earned a degree in business, and
came to work for Kaiser Permanente as an economic analyst.
In 1962, Willson started an advocacy journey and became the man most responsible for making the Bay Area Rapid Transit system
(BART) the first handicapped accessible system in the world.
“His suggestion was novel for rapid transit,” A.E. Wolf, then-general superintendent of BART construction, recalled in a speech
shortly after trains started rolling in 1972.
Wolf, once-skeptical, was proud that people with disabilities could ride when the trains started rolling—blazing a trail for American
commuter rail service.
“All of this is possible because one man had a bright shiny dream, and he made it come true,” Wolf said, adding that support from
Kaiser Permanente played a crucial role.
“It is appropriate here to commend Kaiser…because of their interest, encouragement and public service philosophy,” Wolf noted.
“The willingness to arrange time for an employee to participate in this community project was necessary for its success.”
Harold Willson made history. His story and records today are housed at The Bancroft Library of the University of California, Berkeley,
as part of its collection documenting the history of the independent living movement.
Addressing Women’s Health and “The largest yard has accordingly erected a scaffolding outside the weld-
Workplace Issues: A KP Tradition ing school where the woman worker is taught how to climb different types
of ladders, how to lift heavy loads, and how to climb with loads,” Clifford
Kaiser Permanente’s commitment to women’s health dates from its earli- Kuh, MD, reported from the Richmond yards. “The program has cut down
est days on the Homefront of World War II, when women were entering the number of early resignations.”
the wartime workforce in large numbers. From these roots has grown a First to Offer Women’s Cancer Detection
powerful partnership with women in health and health care—a tradition In this setting, with many women join-
of 60 years of health education, disease prevention, clinical excellence, and ing the shipbuilding labor force as
research in women’s health. welders, physicians started the first
Of the 400,000 or so workers who passed through the Kaiser yards, at documented women’s cancer detec-
times up to 25 percent of the work force there were women. In one yard, tion clinic and a public health out-
the number peaked at 60 percent! reach program in maternal and child
And Kaiser Permanente co-founder Henry Kaiser played a national lead- hygiene, among others. It was an
ership role in not just bringing women into the wartime workforce, but early and comprehensive illustration of
advocating for women staying on the job after the war. “Of course they will Kaiser Permanente’s mission to improve
continue to work,” he bluntly declared. “Why shouldn’t they?” the health of both its patients and the
Similarly, Permanente physicians in the shipyard were among the communities it serves.
first to recognize the need to help women build up stamina for the In addition to a general gynecologi-
rigors of manual labor, including the heavy lifting and climbing required cal clinic at the Permanente Foundation
for welders. Hospital in Oakland, Calif., every woman
Keeping Women Working who visited also was seen at the cancer
The workforce retention effort came on the recommendation of an early detection clinic. Gladys Theus, a welder at
gynecologist, Hannah Peters, MD, when she learned that women welders, And, of course, the shipyard the Richmond Shipyard
while they liked the work, were quitting in large numbers because they Rosies—and the men who worked during World War II
were not physically prepared for the strain. She recommended that a physi- alongside them—were among the earli-
cal training course be added at the shipyard welding school. est members of Kaiser Permanente. It was their satisfaction with their care
that encouraged pioneer Permanente physicians to keep the program going
by opening it to the public at the end of the war in 1945.
P ro f i l e s i n D i v e r s i t y J o u r n a l January/February 2008 47
my turn
J
Chief Ethics and Diversity Officer
Waste Management, Inc.
Jim Rector, a howling all about us, and just what It’s hard to find any instance with
good friend are we hanging onto? In fact, is this a tight focus on what we do, yet
and publisher the best or all we can do—hold tight alone writing that explores the com-
of Profiles in to things we’ve done again and again plexities and interrelationships of
Diversity Journal, or applaud incremental yet subtle managing diversity within a highly
approached me change or change the spin? balanced business organization.
about writing a column. I hesitated Is that how we’re gauging our Prove it yourself. Go to
at first, but then I agreed, if I could effectiveness in this diversity profes- Amazon.com and scan the table of
do it my way. I wanted to discuss sion? Or is that the perception of contents for any of last year’s busi-
things I have observed and experi- those detractors who find us to be ness management tomes.
enced over the years, and I hope to necessary evils, or possibly even of Of worse consequence, in my
share things that have shaped me our supporters who speak of busi- mind, is how some business speakers
as a business person and as a proud ness imperatives and the right thing now grossly overlook the complexity
diversity practitioner. to do? of our work with a point of view
An early winter business trip Of course, we must continue that diversity and inclusion is sim-
took me to a conference center in doing what we’ve proven to be valu- ply good management and not in-
the upper Midwest recently. It was able; our organizations count on us tentional management. What kind
midweek, and the travel was particu- to do so. We’ll watch the numbers, of trouble can that thinking or ap-
larly tiring, with a rushed connec- document compliance, get the train- proach get us into? Maybe the swirl-
tion through the chaos at Chicago’s ing going, reach out to vendors, ing and conflicting winds of change
O’Hare Airport. During the drive improve marketing or advertising, are strong and maybe the leaves are
to the hotel, the weather took a measure contributions to the bot- flying off and around our diver-
nosedive, with rolling dark clouds tom line, and create opportuni- sity tree right now, but, what we do
and buffeting winds. Once inside ties. All that we do, and more, has is rooted firmly in the foundation
the hotel, I was relieved to pull up a helped to more richly define diver- of our businesses success. We can’t
chair to my room’s window and just sity programs throughout corporate lose track of our purpose. It is as
stare out at the landscape. America. In “full bloom,” our work relevant today as it was fifteen or so
Trees were stripped bare as I offers a wide menu of innovative years ago.
watched leaves flying about, a stray tools to address the practical matters
branch breaking loose every now of running a business successfully. PDJ
and then. By evening, trees stood So it troubles me that, by and
stark and empty against the sky. large, the current wave of business Waste Management, Inc. is the
I’m not a melancholy person by book authors, those people whose leading provider of comprehensive
any stretch of the imagination, but ideas shape priorities of the C suite waste and environmental services
that scene made me wonder about and management programs for years in North America. The company is
change and diversity and inclusion to come, seem to approach diver- strongly committed to a foundation
in our corporate world. The swirling sity and inclusion as givens at best of financial strength, operating excel-
and conflicting winds of change are and with benign neglect at worst. lence and professionalism.
Please describe your organization’s global pres- similarities that includes, for example, individual and
ence. Describe the scope and scale of SHRM to a organizational characteristics, values, beliefs, experi-
reader who may not be familiar with it. ences, backgrounds, preferences and behaviors.
Founded in 1948, SHRM has more than 225,000 Inclusion is the achievement of a work envi-
individual members in over 125 countries. We have ronment in which all individuals are treated fairly
a network of more than 575 affiliated chapters in the and respectfully; have equal access to opportunities
United States as well as offices in China and India. and resources; and can contribute fully towards the
SHRM’s mission is twofold: 1) to serve the needs of organization’s success.
HR professionals by providing the most current and
comprehensive resources, thought What are the main components of your D&I
leadership, strategies, and profes- program? Is the management of D&I programs
sional development, and 2) to ad- largely U.S.-based or present throughout the
vance the profession by promoting worldwide organization?
Organization Name: HR’s essential, strategic role. SHRM’s Diversity and Inclusion Initiative is one
Society for Human Resource Management (SHRM) of our strategic business imperatives and is a key
Headquarters: How would you define work- focus in our business operating plan, our divisional
1800 Duke Street; Alexandria, VA 22314
place diversity and inclusion as goals, and all business processes. These would in-
Web site: www.shrm.org it relates to the efforts within clude Human Resources, Professional Development,
Primary Business or Industry: your organization? Publications, Marketing, Government/Public Affairs,
HumanResources membership organization
Workplace Diversity is the col- International Strategy, and Member Relations, to
members worldwide: lective mixture of differences and name a few.
Over 230,000 in over 125 countries
P ro f i l e s i n D i v e r s i t y J o u r n a l january/February 2008 53
Interview Shirley Davis SHRM
P ro f i l e s i n D i v e r s i t y J o u r n a l january/February 2008 55
Interview Shirley Davis SHRM
Additionally, each month all employees attend a meeting hosted by comes in is that all
the CEO. This is an open forum for employees to ask questions and hear Employee Network
company updates. However, at any time, employees are encouraged to Groups should have
bring suggestions to HR, the CEO, the COO, or any senior leader. They open membership
can do it face to face, via e-mail, or through the company’s intranet site. and encourage all employees to participate.
Diversity and Inclusion programs, like any business strategy, should
How do you deal with those who perceive inclusion programs for always look at where there are gaps in the organization and how those
underrepresented groups as being exclusionary for others? Have gaps might affect the organization’s ability to compete in the marketplace,
you encountered this attitude? recruit and retain good talent in the workforce, and to reinvent itself over
I have dealt with this resistance throughout my tenure in the diversity time. If one of those gaps is that there is a lack of men, women, people of
management field, and I’ve seized the opportunities to bring clarity to color, people over 40, people with good management skills, people who
what diversity and inclusion is and is not. While it is important to ensure speak multiple languages, Generation Y, engineers, people with technical
that our organizations reflect a diverse society, I also recognize that diver- skills, or different personalities (I can go on and on), the organization
sity already exists. Even when you have a very homogeneous group, you should make the necessary adjustments to ensure that it has the right bal-
have diversity in terms of backgrounds, thoughts, religions, experiences, ance and alignment to be successful in a global marketplace.
family status, sexual orientation, etc. When you define diversity and inclusion the way I do, which is not
But it’s also important to have a visibly diverse organization. Since limited to just race and gender, it is not exclusionary at all. It is clearly
we are operating in a global marketplace where we sell to and buy from about everyone.
diverse customers, we must be able to meet their individual needs. Having
a talented and diverse workforce that understands these needs can be a Can you name specific ways SHRM supports upward development
competitive advantage and key differentiator for organizations today. toward management positions?
Regarding Employee Network Groups, research has revealed over and Through a succession planning process, SHRM identifies potential talent
over that employees need and seek out a for open and future management positions. Our internal posting process,
sense of belonging through networking and which posts all internal director and below openings, allows employees to
building relationships. They want to know express their interest in management positions and also encourages senior
how to be successful in the organization leaders to identify great talent.
and how to navigate through the unknown And, of course, performance management and the calibration process
land mines. is an opportunity to identify potential talent for immediate and long term
Oftentimes, if one is in a minority group staffing needs. In 2007, SHRM supported its entire leadership team in at-
in the organization, the dominant groups tending leadership training and taking leadership assessments. A number
tend not to share this information with of our leaders attended the Center for Creative Leadership. Additionally,
them. Having informal networks among SHRM allocates a generous budget for both internal and external em-
people who have mutual needs and interests ployee development. And the tuition assistance program, which covers all
builds that sense of belonging, support, employees including those who work part time, also includes master’s and
and camaraderie that is needed—not just doctorate degrees.
to survive but, more importantly, to thrive
PDJ
in an organization. Where the inclusion
Inspiration in Atlanta
The 2008 Workplace Diversity & Exposition Conference
Here’s what some of the SHRM’s 2007 Workplace Diversity & Exposition Conference Was Exciting!
2007 attendees had to say
Marlee Matlin, Grace Odums, Jai Rodriguez and Chris Gardner electrified
about the conference:
audiences with their thought provoking messages.
“Since I come from an employer
that is not very diverse, I
questioned what I would learn And 2008 Workplace Diversity & Exposition Conference promises to
from this conference. I came be even better!
home with a lot of useful
Save the dates of October 27-29, 2008 for this important conference being
information – great conference!”
held this year in Atlanta, Georgia.
Jan Souder,
Heritage Medical Group
Making the business case for diversity and valuing individual differences are
the cornerstones of SHRM’s Diversity Initiative.
T
The American Institute for Managing long as these issues exist, we will need indi- tions trying to develop certification and de-
Diversity (AIMD) is pleased to join the viduals and organizations willing and able to gree programs. Others, including members
ranks of those who serve the diversity address them as well as the unforeseen of the Diversity Collegium, have attempted
field through their columns in Profiles in diversity issues of tomorrow. to catalog the prevailing terms and defi-
Diversity Journal. One of the challenges we face has to do nitions. Additionally, there is a growing
Over the coming months, AIMD will with the differences and similarities among number of academics conducting research
examine our unique perspectives on diver- those of us toiling in the field. Diversity studies examining language, practices and
sity, inform you about our current programs practitioners are not monolithic in their long term results.
and activities, and bring you the ideas of views. Practitioners have different opinions How do we come together and reach
other thinkers who are advancing the diver- on what language we should use, what issues common ground on those essential fac-
sity field. We will also explore issues with diversity management should tackle and tors that will advance the field, serve the
which AIMD’s collaborators, educators and what approaches should be applied. Some community and address the needs of the
researchers are grappling. feel that we must work to resolve the tra- marketplace? What do we lose if we do not
This column begins with a closer look at ditional “isms,” such as racism and sexism. reach common agreement, and what do we
the diversity field. Although there are indi- Others argue for the inclusion of a few more lose if we do?
vidual and organizational contributors who dimensions of diversity. Still others are using AIMD is committed to strengthening
are doing great work in the diversity arena, broader definitions of diversity. our communities and institutions with the
we still hear concerns about the field being Dr. Johnnetta B. Cole once stated, “We great work that has emerged from the diver-
stuck, needing clearer future direction, lack- (diversity practitioners) have got to learn sity field. But the journey is ongoing, and
ing innovation, etc. how to walk and chew gum at the same new and persistent diversity challenges must
Perhaps these concerns bode well for time.” Stated differently, life rarely, if ever, be addressed. We hope you will read our
the sustainability of the field. If people presents you with one challenge at a time. columns in the coming months as we share
are voicing apprehension about the field’s We must address multiple issues at once and our experiences on the diversity journey.
direction, perhaps it will be perceived as constantly innovate.
an opportunity to fill a gap in the market. This means that we must leverage the
However, the real challenge for the field is legacy of the field’s pioneers and foster its
PDJ
whether it will build on its credibility and continuous evolution. The end game in
relevance in a time of globalization, intense diversity management is not the destination
About AIMD
competition, shrinking margins and greater but the JOURNEY!
The American Institute for Managing
ROI demands. Diversity, Inc. is the nation’s leading nonprofit
Therefore, if the field is stuck, how In 2003, AIMD formed an alliance with think tank dedicated to furthering the field
do we unstick it? Why should we care the Diversity Collegium, a think tank of of diversity management. Founded by Dr. R.
whether the field advances, remains stag- diversity professionals. We are exploring Roosevelt Thomas, Jr. in 1984, AIMD conducts
nant or even regresses? At AIMD, we believe whether the diversity journey would be educational programs including leadership
that people struggle daily with diversity improved if the field had a common ter- education through the Diversity Leadership
management issues. minology, common definitions, established Academy®, does cutting edge research, and
What is a diversity management issue? theories and concepts, accepted bodies of hosts an array of conferences around the world.
It is an issue that requires a quality deci- knowledge, and standard practices. AIMD creates unique learning environments
for the public and produces research, tools and
sion in the midst of differences, similarities, The questions of whether to profes-
information that facilitate diversity manage-
tensions and complexities. These types of sionalize the field and how to do it are
ment among its organizations, communities,
issues challenge each of us constantly. As not new. There are people and institu- and the general public.
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I
t is not unusual for us to spend part of Black History Month thinking
about all the great, influential leaders who have made their mark in the
world. No one can dispute the legacies of Dr. Martin Luther King, Jr.,
Malcolm X, Sojourner Truth, Booker T. Washington, and scores of others
who pioneered civil rights in America.
Certainly, these and many more have been role models for African Americans in all walks
of life, from the city streets to the board room. But think about this question: Who else was
important to your own journey? That’s the question we posed in mini-interviews with more
than two dozen business leaders.
The responses to our questions give us a panoramic view of the socialization process as it
relates to the leaders you’ll discover in the next 27 pages. Each one is fascinating.
What’s the common thread that ties all of them together? A commitment to helping others,
as evidenced by their community involvement. But there’s more. Between the lines are glimpses
of pride for the road one has traveled—often a very hard road, indeed. Just by participating in
this feature, the individuals profiled here are giving an example of black leaders leading.
Who are/were your men- effort to promote diversity in our profession. I have
tors? What were the les- sponsored a number of 3-on-3 basketball tourna-
sons learned from them?
ments to raise money for Historically Black Colleges
My father. He had a medi- and Universities.
cal practice in Harlem for
almost 50 years. He taught If you were to have lunch with the President of the
me to treat everyone with United States, what would you ask or suggest?
respect and to view every I would ask the President, “Why haven’t you called
interaction with a person as me? I may be able to provide you with some addi-
a learning experience. tional ‘color’ on various topics of interest.”
leaders might find their inspiration. We salute those who inspire the great
minds of today so that they can become the great visionaries of tomorrow.
Who are/were your men- you will live with the consequences, even if you are
tors? What did you learn the only one who knows your crime.
from them?
The other is Moby Dick, by Herman Melville. It
Early in my career, the symbolizes the struggle with not just external nature,
chief HR officer at my but human nature and the inner struggles we have.
company—a white male—
took me under his wing. How are you involved with your community?
He taught me the unwrit- I serve on the board of the Old Barracks Revolutionary
ten rules of the organiza- War Museum in Trenton, New Jersey, which is best
tion and gave me signifi- remembered for its role in the 1776 and 1777 battles
cant projects that prepared of Trenton during the Revolutionary War. I believe in
John Kirksey me for my next job, which this organization’s mission.
was chief human resources
Senior Vice President and
Chief Diversity Officer
officer at an Illinois state If you were to have lunch with the President of the
university. I was just 27. United States, what would you ask or suggest?
AXA Equitable Life
In 1971 when I started “What is your ultimate vision for world peace?”
Insurance Company
at the university, I met
an African-American PhD What is your philosophy of life?
who had been teaching college-level business courses Each of us is put here to make the world a better
since the late ’50s. He helped me as a young African- place. I believe it was Benjamin Mayes who said we
American senior executive at a time when there just each have a unique song to sing, and most of us will
weren’t very many people of color in those positions. go to our graves having never sung it. We have to sing
our song and share it with the rest of the world.
Do you teach anything different to those you mentor?
If so, what is it? What is your most rewarding accomplishment?
As a mentor, I try to pass on what was given to me Working with my wife, Helen, to raise two children
and to do it in an inclusive way. I have mentored who care about people.
women and men of various races and religions. I have
If given the chance, what would you do differently?
tried to instill in them that they have a responsibility
to pass on their knowledge and experience to others. I would have hugged my father more often and told
him more frequently how much I loved him.
Who in your family had the most impact on your
upbringing and success?
My father. He taught me that the only real obstacles
that exist are those that you acknowledge—the rest
you can go under or over or around. I still think about
him when I run into difficulties.
to a senior management role at corporate headquar- Put the needs of this great
ters. I learned a lot from him—most importantly, nation before the needs of
how to play the corporate game. the world.
Do you teach anything different to those you mentor? What is your philosophy
If so, what is it? of life?
To stay consistent. I mentor a lot of people inside Never give up on your goals
and outside of the company. I try to teach them that and aspirations. If you give Lyndall Medearis
it is okay to make mistakes; that is how we learn the up, you will lose out on great
best lessons. What is important is to learn from your accomplishments. Executive Vice President of
the Western Division
mistakes and not repeat them. Many people are afraid Branch Manager—Houston, TX
What is your most rewarding
to take risks, because they are afraid of making the accomplishment? AXA Equitable
wrong decision. But you’ll never know what could My greatest accomplishment
have happened if you aren’t willing to risk. in my career occurred last
year when the Houston Branch earned the company’s
Who in your family had the most impact on your
upbringing and success? President’s Trophy. We placed sixth place out of more
My mom and grandmother raised me. Their contri- than 60 branches—Houston’s best finish ever.
bution to my manhood is immeasurable.
If given the chance, what would you do differently?
What are your two favorite books/authors and I have relocated twice in my career due to promo-
what impact have they had on your career and tions. Each time I was separated from my family for
personal life? 11 months. If I would ever relocate again, we would
It’s Your Ship, by Captain Michael Abrashoff, is a great do it together.
leadership book. This book has helped me be a bet-
ter leader both at home and at work. Good to Great,
by Jim Collins, has taught me to take my perfor-
mance level from good to great. I am good at leading
my team, but this book inspires me to be a great
branch manager.
It’s been 60 years since Ed was hired to form the very first team
of African-American marketers, opening up African-American
communities across the nation. He defined target marketing — the
way many businesses today meet consumer needs with products
and services.
l i v e yo u r pa s s i o n . l o v e yo u r wo r k .
for infor mat ion on hal lmar k care er opp ortunit ies, v isit www.hal lmar k.com/care ers.
© 2006 hal lmar k licensing, inc.
Who are/were your men- The second author and book are Michael Porter
tors? What were the les- and his book Competitive Strategy: Techniques for
sons learned from them?
Analyzing Industries and Competitors. I first read this
My first mentor, from afar, book 26 years ago, but I still use it today as a reference
has been Ken Chenault, and tutorial on how to compete more successfully.
chairman and CEO of
American Express. I met How are you involved with your community?
him when I was in col- Over the last twenty years I have served on about 12
lege. He has always concen- non-profit boards primarily focusing on youth, the
trated on results, which is arts and healthcare issues.
critical for success in the
Bill Tompkins business world. If you were to have lunch with the President of the
Today, I no longer con- United States, what would you ask or suggest?
General Manager & VP
Motion Picture Film Group, centrate on one person. I I would ask two things. Why do politics sometimes
Entertainment Imaging count on Michael Jordan to get in the way of good decision-making in our gov-
Vice President
remind me to smile more ernment? And what can he do to make a superior
Eastman Kodak Co.
often, my mom to remind education an imperative for our country? We are
me to never give up, and a headed down a disastrous path, especially among
former colleague to remind me to take time to smell people of color.
the roses.
What is your philosophy of life?
Do you teach anything different to those you mentor? Two things come to mind. The first is work hard, play
If so, what is it? hard. The second item relates to aspiration. I wake
I practice what I preach. I follow my own advice to up each day wondering what I can do better. There is
keep me keeping on. The difference would be that I always room for self-improvement.
have the benefit of providing to others lessons learned
from mistakes I have made in my career. What is your most rewarding accomplishment?
Graduating from Tufts University with honors, no
Who in your family had the most impact on your debt and an entry ticket to Harvard Business School.
upbringing and success?
My father. He was a physician by day but also a suc- If given the chance, what would you do differently?
cessful businessman. He pushed us to try harder and I wish I had learned to play basketball and the piano.
not give up. For the piano, its probably not too late, but I think I
have passed my prime for dribbling down the court.
What are your two favorite books/authors and
what impact have they had on your career and
personal life?
My favorite author is Dr. Martin Luther King, Jr.
When I read his speeches I think about hope, op-
portunity and a better path forward for all of us.
AT
AT BANK
BANK OF
OF THE
THE WEST,
WEST, WE
WE BELIEVE
BELIEVE OUR
OUR CUSTOMERS
CUSTOMERS ARE
ARE
WELL
WELL SERVED
SERVED BY
BY EMPLOYEES
EMPLOYEES WHO
WHO ARE
ARE WELL
WELL SERVED.
SERVED.
Different
Different perspectives
perspectives generate
generate fresh
fresh ideas.
ideas. That’s
That’s why
why atat Bank
Bank of
of the
the West,
West, we
we value
value diversity
diversity and
and
equal
equal opportunity for all our employees. Year after year, we continue to grow stronger thanks to our
opportunity for all our employees. Year after year, we continue to grow stronger thanks to our
unique blend of people. After all, in today’s competitive banking environment, it is our employees
unique blend of people. After all, in today’s competitive banking environment, it is our employees with with
innovative
innovative ideas
ideas that
that keep
keep us
us aa step
step ahead
ahead of
of the
the rest.
rest.
www.bankofthewest.com
www.bankofthewest.com
Bank of the West and its subsidiaries are equal opportunity/affirmative action employers. M/F/D/V © 2007 Bank of the West. Member FDIC.
Bank of the West and its subsidiaries are equal opportunity/affirmative action employers. M/F/D/V © 2007 Bank of the West. Member FDIC.
Who are/were your men- How are you involved with your community?
tors? What were the les- I serve on several nonprofit boards that provide a
sons learned from them? range of services, from affordable youth camps to
Ray Powers, Hallmark providing a safety net of medical and dental services
Cards’ former vice president for the uninsured and under-insured.
of manufacturing, gave me
insights into the new or- If you were to have lunch with the President of the
United States, what would you ask or suggest?
ganization I was support-
ing in my role of business I would express great concern for the numerous social
development director for issues growing in our country. Basic issues such as
the Supply Chain Group. access to medical care, malnutrition, racial/cultural
This is advice that I still tensions, and acceptable living conditions. We need
use today in forging good to address the basic needs in our country.
Mike Goodwin
relationships. What is your philosophy of life?
Senior Vice President, I try to live by a quotation made by O.W. Holmes.
Information Technology Do you teach anything
different to those you “The greatest thing in this world is not so much
Hallmark where we are, but in what direction we are moving.”
mentor? If so, what is it?
Cards, Inc.
There are three things I
What is your most rewarding accomplishment?
impart to those whom I
Being elected president of the board of directors for
mentor. The first is that you are the best at managing
Wildwood Education Center. The actual election was
your career. You cannot delegate it.
not the most rewarding part. It was the time I spent at
Second, surround yourself with good people
the youth summer camps where I saw kids of families
whether you directly manage them or through a
who could not afford it still experience an outdoor
networking circle.
educational life experience.
Third, ask yourself, “How is the organization
better because I have been in this role?” You should If given the chance, what would you do differently?
test this question periodically so you can ensure you If I had the chance, I would get involved in the
have left a good legacy. community a lot sooner than I did in life.
Who in your family had the most impact on your
upbringing and success?
I would have to say my dad. He has been a man of
strong faith, values, and entrepreneurship. He gave
me core values, such as commitment to excellence,
integrity, compassion, and faith in God.
What are your two favorite books/authors and
what impact have they had on your career and
personal life?
The Power of Positive Thinking, by Norman Vincent
Peale, showed me I have available what is needed to
face life’s challenges. The other is How to Succeed in
Business Without Being White, by Earl G. Graves.
Mike Goodwin at work during the United Way
Day of Caring. He and others were helping to
construct a community center.
www.lockheedmartin.com
© 2007 Lockheed Martin Corporation
Who are/were your men- Iyanla Vanzant. Recently, I’ve been intrigued by The
tors? What were the les- Innovator’s Dilemma, by Clayton Christensen, which
sons learned from them?
is about the impact innovation and disruptive tech-
I’ve had several mentors nologies have on business.
share their knowledge with
me. Gwendolyn P. Taylor, How are you involved with your community?
vice president of HR I serve as Honeywell’s Howard University Campus
for Telcordia Technologies, Executive, allowing me to introduce students
taught me how to maintain to job opportunities and to help Honeywell build
poise and composure in the its candidate pool with diversified and highly quali-
face of adversity. Tara Allen fied candidates.
Loria Yeadon taught me to celebrate At the University of Virginia, I serve on the
strengths and challeng- Industrial Advisory Board for the Electrical and
Chief Executive Officer es because both contrib- Computer Engineering departments. Recently, I sup-
Honeywell ute to greatness. Professor ported Seton Hall Law School in the launch of their
Intellectual Lawrence Bershad, formerly giving campaign and made a presentation to students
Properties Inc. (HIPI) of Seton Hall Law School, about corporate intellectual property licensing.
demonstrated substantive
legal theory through real- If you were to have lunch with the President of the
world events, showing how law is inextricably linked United States, what would you ask or suggest?
to the world. I’d like to know what our nation’s five-year plan is
and where I can get a copy. China is executing its 11th
Do you teach anything different to those you mentor? five-year plan, and has recently brought more than
If so, what is it? 400 million of its citizens out of poverty. Does the
Each of us is responsible for defining our own destiny United States have a documented plan?
and career success. If you’re not happy with your
career path, change it! What is your philosophy of life?
When people tell you who they are, believe them.
Who in your family had the most impact on your
upbringing and success? What is your most rewarding accomplishment?
Growing up, I had a family and home life that During my tenure at HIPI, we’ve revamped our
encouraged me to succeed. Despite lacking college management team, developed a solid growth strat-
degrees, my parents were both self-starters and in- egy, expanded our customer base, launched a license
sistent on the value of education. My dad was the agreement compliance program and more. Today,
most intelligent businessman I have ever known, and IP licensing at Honeywell is run as a customer-
my mom actually went back to school later in life to focused, growth business. I’ve accomplished a lot in
become a nurse. my current role, but I’m optimistic that the best is yet
to come!
What are your two favorite books/authors and
what impact have they had on your career and If given the chance, what would you do differently?
personal life?
I’d take more risks and make more mistakes, but never
My favorite books and authors are Reposition Yourself,
be in doubt.
by Bishop T.D. Jakes, and various books from
EOE ®Registered Trademark, WellPoint, Inc. ©2007 WellPoint, Inc. All Rights Reserved
Who are/were your men- ever met. She met every challenge head-on. I try to
tors? What were the lessons mirror her poise and self-assurance.
learned from them?
What are your two favorite books/authors and
A network of mentors have
what impact have they had on your career and
taught, coached, counseled, personal life?
humbled, and uplifted me Maya Angelou is my favorite author. I’ve spent half of
over the course of my ca- my career in sales, and I know that beyond the relation-
reer. One of my favorite les- ships you build are the words you convey. Her works
sons was taught to me by have been an inspiration to my career and to the rela-
my cousin, a retired senior tionships I’ve built along the way.
vice president. He told me A favorite book is Shifting: The Double Lives of
a story about traveling with Black Women in America, by Charisse Jones and Kumea
his bosses earlier in his career, Shorter-Gooden, PhD. This book is more confirmation
Nicole M. Lewis and how they expected him, that black women are amazing, complex multitaskers.
as the junior professional, It’s a great read.
to “carry the luggage.” By
Vice President and Industry How are you involved with your community?
this he meant, do your part
Manager, Global Marketing My favorite activity is the work that I do as a board
and never think that you’re
Kelly Services, Inc. member with GM2CDC, a community develop-
above some of the small stuff
ment corporation that focuses on low-income housing
as you move up the corpo-
and after-school programs for the north-end com-
rate ladder.
munities in Detroit, Michigan. Currently, three hous-
Do you teach anything different to those you mentor? ing development projects, totaling over $22 million,
If so, what is it?
are underway.
I require those I mentor to write down their personal
If you were to have lunch with the President of the
non-negotiables and professional aspirations. Then I
United States, what would you ask or suggest?
ask them to compare the two lists and eliminate all
I would ask him to explain his plans to ensure that
conflicts of interests. The result is an “ah-ha” moment
our nation’s children will be able to compete and
for the person, and a true career path reveals itself. The
succeed globally.
goal of the exercise is be true to yourself, personally and
professionally. What is your philosophy of life?
“If not now…when?” I’m always trying to capture the
Who in your family had the most impact on your
upbringing and success?
moment and make things happen.
My parents are the keys to my success, but my maternal What is your most rewarding accomplishment?
grandmother was the most confident person that I’ve The confirmation that I’m raising two great
children, 13 and 8, who are confident, funny,
smart, loving, respectful, and proud of who
they are.
If given the chance, what would you
do differently?
I would spend more time reading at least
three newspapers daily.
Do you teach anything different to those you mentor? If you had lunch with the
If so, what is it? President of the United Katie Williams
As a mentor I try to encourage young marketers to be States, what would you
courageous and not afraid to make mistakes. If noth- ask or suggest?
I would ask if he is proud of Marketing Director,
ing ever goes wrong, you are probably not pushing Pizza
yourself far enough. The difference between good and his terms as President, and
if given the chance what Kraft Foods Inc.
great is not what happens but how well you anticipate
and respond to what happens. decisions would he like to
go back and change?
Who in your family had the most impact on your
upbringing and success? What is your philosophy of life?
I come from a very artistic family. Most of my youth My philosophy is to be open to whatever comes your
was spent in performing arts schools and activities. way. I always try to remember that in periods of
With all those performers under one roof, you had to doubt, fear, or adversity, you learn how to live life to
be very comfortable both in the spotlight and in the the fullest.
audience cheering others on.
What is your most rewarding accomplishment?
What are your two favorite books/authors and what My most rewarding accomplishment has been main-
impact have they had on your career and personal taining and nurturing happy and healthy relation-
life? ships with my friends and family.
Stephen Covey’s Seven Habits of Highly Effective People
serves as a manual for me that I return to whenever If given the chance, what would you do differently?
I need a little refresher. Much of my career has been Nothing—I’d do it all again in a heartbeat.
spent working with and leading teams. The book
offers insight on how to maximize your interactions
with people by bringing out the best in yourself.
Dr. Seuss’s The Butter Battle is another favorite.
My mother gave me this book as a young girl and it
was very powerful. It showed me the importance of
tolerance, and how easy it is for people to get so car-
ried away in their own beliefs that they are willing to
sacrifice everything for something as simple as how to
butter their bread.
Do you teach anything different to those you mentor? What is your philosophy of life?
If so, what is it? “There, but for fortune, may go you or I.”
I try to impart the same lessons I learned: Do not fear
failure, and keep an open mind about the possibilities What is your most rewarding accomplishment?
in your life. Without a doubt, the fine young men my two sons
have become.
Who in your family had the most impact on your
upbringing and success? If given a chance, what would you do differently?
My mother, Marie Perez Rieras. Her faith in the I don’t know that I’d do anything differently. Why
power of a good education and her refusal to accept would I want to tempt fate by changing anything?
the notion that my race or sex would hold me back
from accomplishing anything put me firmly on the
path to my present success.
WHO’S
THE KING?
Burger King Corporation is built on its employees and
franchisees – their diversity, hard work and vision.
www.rohmhaas.com
Here’s to
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