WHAT’S NEXT
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Innovation for a Changing World In a bold effort to drive global initiatives fundamental to the advancement of 3M’s culture of diversity and inclusion, and integral to the company’s growth and competitiveness, Rhonda Graves, Chief Diversity Officer, and Kim Price, Vice President, 3Mgives, have formed a new collaboration. In her newly expanded role, Ms. Price will direct and lead several employee resource networks intended to help every member of the 3M team understand and work with the diverse customers and markets the company serves. The networks also offer professional development and leadership opportunities for employees, and provide support for 3M’s recruiting and community outreach activities. Her positive reputation across all 3M communities will lend strong focus and support to the organization’s goals, and help continue to build a positive image and reputation. Global Women’s Leadership Forum Launched Recently, 3M established the first global Women’s Leadership Forum (WLF) and created a new position to develop the strategies, structures and priorities for this new organization. The advancement of women leaders has been a business imperative for 3M in the U.S. and around the world for some time. Increasing the number of women in leadership roles is a global opportunity that involves the interaction of complex social, business, and cultural factors that are important to consider in reflecting the customers and markets 3M serves. The Global Leader and Strategist for the Women’s Leadership Forum will concentrate the company’s efforts to improve the pipeline of female candidates for leadership roles around the world, both by developing talent within 3M and through intentional recruiting strategies meant to advance a culture of diversity and inclusion, which is vital to continued growth and competitiveness. New Philanthropic Strategy, 3Mgives A new philanthropy and community engagement strategy recently launched by 3M, called 3Mgives, will enhance the company’s ability to improve the lives of even more people around the world and in local communities. The new strategy will help 3M increase its geographic reach, while continuing to support local communities, increase opportunities for brand building, and create shared value for 3M businesses and community partners. As the 3Mgives strategy rolls out, the company will focus its efforts on education, community, and the environment. (3Mgives replaces the company’s previous philanthropic program, 3M Community Giving.) PDJ
Inclusion and Diversity on a Global Scale: An Ongoing Commitment At Accenture—a global organization with 275,000 employees in 54 countries—workplace culture is directly influenced by six core values, especially Respect for the Individual, Stewardship, and Integrity. There is also a strong focus on inclusion and diversity. Teaching and Learning about Diversity As Accenture grows globally, creating new ways to equip employees with the resources and information they need to work effectively across cultures is increasingly important and training is central to these efforts. Of the more than $850 million Accenture spends each year on employee training, a substantial amount is used to educate its workforce in the areas of inclusion and diversity. For example, the company offers a series that examines how unconscious bias may affect promotions, assignments, and succession planning, as well as a series on disability inclusion. Understanding the Millennial Generation In organizations around the world, workforces are changing as more members of the millennial generation come on board. To better understand Gen Y expectations, Accenture conducts research that will help the organization better understand what these new employees need and want in order to build successful careers and lives. In particular, Accenture uses annual International Women’s Day research to gain insight into this important segment of the workforce. Gathering and analyzing data from more than 30 countries, the company discovers differences not only among Baby Boomers, Gen X, and Gen Y, but also between women and men in these generations. This information highlights changing expectations, as well as generational similarities. For example, research shows that people from all three generations increasingly want to define success for themselves, instead of simply climbing the traditional “corporate ladder.” Using these insights, Accenture created a global women’s platform called Defining Success. Your Way. The platform shows how women define success in their professional and personal lives and features Accenture women from around the world who serve as role models for other employees. Their stories provide valuable opportunities to learn how smart choices can lead to achievement and career success. As Accenture moves forward, the company will continue to focus on helping employees work across borders and team with colleagues who may have disabilities or varied working styles. PDJ
››› November/December 2013
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