The U.S. Postal Service embraces multicultural marketing as a natural part of fulfilling its universal service mandate.

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by Tisa Jackson Vice President of Diversity and Inclusion Union Bank, N.A. You may have heard the adage that training is a process and not an event. As you build a diversity training program, you must go beyond basic ‘sensitivity training’ and a problem-oriented approach, and aim for a... Read more

In 2010, one of our primary objectives is to increase diversity representation in the company’s officer and senior director ranks. This objective will be met by continuing to focus on ensuring that all interview slates are diverse, and seeing that current senior management supports diverse career events and networking opportunities. Additionally, the Executive Diversity Council, which is led by our CEO Ed Haldeman, will be focused on ensuring we meet this objective.

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Senior Director, Coworker Services (HR) Who is/was your most influential leadership mentor and why? Throughout my career I have had two very influential mentors who were instrumental in my leadership growth. The first would be Ms. Hayes, a high school teacher and coach, and the second Dr. Pierson, a... Read more

As Vice President of Human Resources for KBR, managing global diversity is what I do each day. Being from the U.K., I bring, perhaps, a unique perspective to my work, having been in Houston at KBR’s corporate headquarters for just over a year now.

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by Victoria Jones, DM Diversity Officer Vice President Apollo Group, Inc. The Problem Educating a workforce on principles related to diversity and inclusion when there are limited training resources available. The Solution Diversity and inclusion represents a competitive advantage for apollo group. It reflects the essence of our innovation,... Read more

Making Mentoring Work

PDJ February 26, 2011 0

by Catalyst Mentoring is a simple idea that can have powerful effects. The impact and potential benefits of formal mentoring programs—those in which organizations match mentors and mentees, designate minimum time commitments, monitor relationships, and evaluate the program—can span entire careers. A common misperception about formal mentoring is that... Read more

We talk a lot about the necessity for business managers to “take ownership” of diversity and inclusion efforts. But we often fail to give them the support we routinely provide to managers filling other crucial roles in the business.

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Effective diversity training programs are aligned with business strategies. They improve relationships within the company and with customers. They don’t just address problems such as discrimination and sexual harassment, and they provide knowledge and develop skills that lead to business opportunities and optimized talent.

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Diversity training is evolving. Dr. Marie Philippe explains how organizations can capitalize on it.

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