Diversity Woman Magazine

WIN 2017

Leadership and Executive Development for women of all races, cultures and backgrounds

Issue link: https://diversitywoman.epubxp.com/i/780405

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42 D I V E R S I T Y W O M A N W i n t e r 2 0 1 7 d i v e r s i t y w o m a n . c o m Magda Yrizarry VERIZON Senior Vice President, Chief Talent and Diversity Officer V erizon has a credo that gives us a common language. Our credo says diversity is important because it's the right thing to do and it's smart business. It's not just a tagline or a slogan on the website, and it's not a poster on the wall. It's about custom- ers, suppliers, and partners. It's about creating an encouraging environment for people of all backgrounds. Gender diversity is a thread that pulls all the way through and touches all of these aspects. Angela Talton NIELSEN Chief Diversity Officer N ielsen is very intentional about infusing D&I into the DNA of the organization. Nielsen uses a five-prong strategic approach to that focus on accountability, career develop- ment, retention, supplier diversity, and education. We track our gender diversity metrics quarterly, and to date women repre- sent 50 percent of the entire organiza- tion globally and 33 percent of senior leadership. We purposely craft our leadership development programs (at all levels) so the participants in those programs are over 50 percent female. Additionally, we invest in the growth of our ERGs (employee resource groups) and currently have at least one ERG in 70 percent of the 104 countries where we operate. at's just a start. Partnering with WBENC (Women's Business Enterprise National Council), we have a robust supplier diversity program. We have built a STEM education curriculum putting Nielsen data in classrooms. At Nielsen, D&I are crucial to our growth, strength, and ability to innovate. Tyronne Stoudemire HYATT Vice President of Global Diversity and Inclusion D iversity and inclusion are a mani- festation of Hyatt's purpose—we care for people so they can be their best. is philosophy aligns with our strategic priorities and values: cultivate the best people and evolve the culture, build and deliver brand-led experiences, operate with excellence, and grow with intent. Gender diversity is found in our promise to identify and cultivate female candidates who are ready for general manager and senior level roles over the next two to four years. e prioritiza- tion of gender diversity is manifest in our Women@Hyatt Diversity Business Research Groups, with the goal to improve women's career advancement encourage cultural competency; provide networking, sponsorship, and mentor- ship opportunities; and, as a result, impact the business in a positive way. the state of gender diversity 2017

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