Trailblazers presents a comprehensive and compelling framework for what it really takes for organizations and leaders to be successful in a multicultural world.
Howard Putnam, former CEO, Southwest Airlines
This book is truly a keeper for business leaders who want their organizations to be on the cutting edge of diversity and inclusion strategies and, most importantly, achieve meaningful results.
Claudette J. Whiting, former head of diversity and inclusion for Microsoft and DuPont
Lenora and Redia go beyond the business case for diversity and inclusion. Trailblazers provides strong evidence and best practices that clearly integrate diversity and inclusion into successful leadership and business success.
Frank J. McCloskey, Vice President, Diversity, Georgia Power
Trailblazers results–producing approaches from top corporations gives clear and compelling guidance to all those who are working to leverage diversity s potential and create environments where talent thrives for the good of all.
Anita Rowe, PhD, Partner, Gardenswartz & Rowe, and coauthor, Managing Diversity: A Complete Desk Reference and Planning Guide
Trailblazers is an impressive compilation of diversity and inclusion advice from some of the most admired companies in the world. Using real–time business examples, Trailblazers does an outstanding job of defining diversity and inclusion as a business imperative.
H. Joseph Machicote, Vice President, Talent Management & HR Services, Lance, Inc.
1 Meet the Trailblazers.
Michael Collins, American Airlines.
Elizabeth A. Campbell, Andrews Kurth, LLP.
Ana Duarte McCarthy, Citi.
Steve Bucherati, The Coca–Cola Company.
Gilbert Gil F. Casellas, Dell.
Kiersten Robinson, Ford Motor Company.
Ron Glover, IBM.
Deborah Deb Dagit, Merck & Company.
Susan Johnson, Pitney Bowes.
Francene Young, Shell.
Rohini Anand, PhD, Sodexo.
Magda Yrizarry, Verizon Communications, Inc.
2 The CEO s Role in Success: Commitment.
CEO Commitment Is Four–Fold.
Commitment Signals Importance.
Walking the Walk.
3 Trailblazers: Chief Diversity Officer s Role in Success.
Building, Collaborating, Leading, and Leaving a Legacy.
7.5 Critical Competencies of Effective CDOs
In Their Own Words On Being an Effective Leader of Inclusion and Diversity.
4 Communicating the Vision.
A Variety of Communications Vehicles Are Required.
5 Accountability for Results.
Hard Impact from the Soft Stuff.
It Takes a Village.
Why Resistance Occurs.
6 Middle Managers: Much–Maligned Malcontents or Implementation Powerhouses?
Road Maps and Milestones.
The Numbas : Numbers and Metrics.
Performance Management and Recognition.
7 Changing the Culture Through Education: Why Diversity Training Doesn t Work and How to Fix It.
The Myth about Inclusion and Diversity Training.
Training as a Tool to Reduce the Threat of Lawsuits.
Many Leaders Want to Follow the Path of Least Resistance.
How to Make Inclusion and Diversity Education Worth the Investment.
Including Education and Training Measures in the Audit.
One Size Does Not Fit All.
Develop Processes Your Leaders Will Use to Reinforce the Learning Immediately and Long Term.
Develop an Effective Evaluation Process.
Identify the Facilitators for Delivery of Inclusion and Diversity Efforts.
Evaluate All Company Training and Education from a Diversity Perspective.
Develop Scorecards for Diversity and Inclusion Training.
What Trailblazers Are Saying and Doing .
8 Sticky StrategiesTM to Keep Your Pipeline Filled.
Finding the Right First Step.
Sticky StrategiesTM That Work.
Mentoring, Sponsoring, and Coaching.
9 Community Involvement and Social Responsibility: Is It Just Good Public Relations or Is There More?
Community Involvement: A Responsibility and Good Business.
Linking Diversity Efforts and Community Involvement.
Leading the Way through Supporting Professional Associations.
Building Bridges through Learning and Trust.
Engaging Employees for Increased Commitment.
Connecting to Global Communities.
10 Global Diversity and Inclusion.
Adopting a Global Mindset.
Technology and Global Diversity.
Inequality Is Global.
Generalize; Don t Stereotype.
Journey from Equal Employment Opportunity to Inclusion and Diversity.
Customers Exercise Their Choices.
Global Diversity and Talent Management.
11 Marketplace/Brand Eminence.
Relationship of Inclusion and Diversity to the Marketplace.
Evaluations and Recognitions: Double–Edged Swords?
Making the Words and the Music Match.
12 And the Reseach Says : Facts vs. Myths.
Are Leaders of Color the Best Leaders of Diversity Initiatives?
Deep–Level Diversity versus Surface–Level Diversity Perspectives.
Universities Employing Professionals of Color: What Are Their Results?
Strategic Priorities of Diversity and Inclusion.
Type and Extent of Diversity Activities.
Is It All about the Money for Employees of Color?
Are All Employees Sensitive to Diversity Climate Issues?
The Impact of Diversity on Climate for Employees of Color and the Outcomes.
Research Setting: U.S. Business Schools.
13 Diversity and Inclusion Councils: Internal and External.
Strengthening Connectivity inside the Organization.
External Diversity Councils: Inviting the Outside In.
14 Employee Resource Groups or Networks.
Networks for Business Advancement.
Types of Employee Resource Groups.
Chaired by Senior Management.
A Deeper Look at ERGs/Networks and D & I.
Rewards and Recognition.
A Question of Faith.
Tracking Employee Resource Groups.
More Than One Way to Achieve Results.
Budgets for ERGs.
A Word about Social Networking.
15 Supplier Diversity: A Strategic Procurement Choice.
First Tier, Second Tier Where to Focus?
Supplier Diversity at Its Core.
Does Supplier Diversity Translate into Results for the Business?
Opportunity Is the Key Word.
Reaching Out to Diverse Suppliers.
Defining Goals within a Company.
Measures of Success.
Appendix: Study Methodology and Samples.