NAACP: Building the 21st-Century Diverse Workforce
By Judy Turnock
Roslyn M. Brock, Chairman National
Board, NAACP
With the NAACP’s youngest board chair, Roslyn M. Brock, and youngest chief executive officer, Benjamin T. Jealous, in place, the venerable civil rights organization is inspiring, mobilizing and empowering the nation’s next generation to excel.
Corporate America, knowing it must rely on an increasingly diverse workforce to retain its global competitive advantages, partners with the NAACP on education and leadership programs to address this pressing national need. “We’re proud to have companies like AstraZeneca, The Coca-Cola Company, BMW
and Chevron, as well as the Department of Defense and the Kellogg Foundation, with us in our signature programs,” declares Brock, “because education is the gateway to both equality and the most productive workforce.”
Advocating for Universal Quality Public Education
With characteristic vigor, the NAACP has already tackled the issue that continues to confound officials at all levels—quality
public education. The NAACP’s network of state and unit Education Chairs, in concert with local allies, has trained and deployed an army of members to advocate locally for quality public education. They gather annually to share experiences at the Daisy Bates Education Summit, which focuses on a four-part agenda: securing access for students of color to great teaching, fair discipline policies, equitable resources, and a college- and career-ready curriculum.
Building a Diverse Workforce
The NAACP’s education programs have stood the test of time and are ready for new challenges. The national Youth & College program, comprised of Youth Councils and College Chapters in communities and on college campuses nationwide, continuously imparts graduated leadership and academic skills to more than 100,000 young members as they progress from their pre-teens to their mid-twenties. Brock, herself a “graduate” of the organization’s Youth & College structured development program, urges: “We cannot afford to lose a generation, so we start young, with grounding in the fundamentals as well as critical thinking.”
“Our nation’s continued global success
depends on our ability to develop a
diverse and cutting-edge workforce.”
Roslyn M. Brock, Chairman National Board, NAACP
The very hip 100 Remix campaign is delivering new energy to this tested empowerment model. Through a multimedia website (www.100remix.com), word of mouth, a logo contest and local town hall events across the country, thousands of youths are pledging to become the next generation of leaders. Calling themselves the Joshua
L.-R.: Chris Foster of Booz Allen Hamilton, Dr. Rose
Blackburne of Quintiles Global CRO, NAACP’s Roslyn M. Brock of Bon Secours Health System, Inc., and Kristen S. Williams of AstraZeneca Pharmaceuticals, LP, at the Leadership 500 Summit
generation—named for the Biblical Joshua who, following the death of Moses, actually led the Jews into Canaan—they are taking responsibility for cementing the gains toward a level playing field in education and employment.
When those who have benefited from the Youth & College program have entered the workforce, the Leadership 500 Summit provides leadership development for them throughout their 30s and 40s. Once a year, 500 midlevel managers gather for sessions, facilitated by business leaders and training experts, to build their professional capacity. In just six years, Leadership 500 has given new strategic direction to over 3,000 professionals.
“Our nation’s continued global success depends on our ability to develop a diverse and cutting-edge workforce,” says Brock. “New private-sector partnerships will just increase our success in building that workforce.”
For more information about partnership opportunities, visit www.naacp.org.
Emilio Egea, Vice President and Chief Diversity Officer
One of the world’s oldest and largest financial services companies is building its 21st-century success around its commitment to diversity and inclusion.
Leadership From the Top
Prudential has long regarded diversity and inclusion as integral parts of its overall business strategy. “The three drivers are the marketplace of customers and shareholders, our need to attract, develop, engage and retain top talent, and our push for organizational effectiveness, where every employee maximizes his or her contribution to the business,” explains Vice President and Chief Diversity Officer Emilio Egea, who is responsible for achieving this broad leadership vision.
“Because our leadership team is proactive, accountable and bent on worldclass status,” reports Egea, “we have been able to transform our work environment to the benefit of our business.” For example, a semi-annual review and assessment of diversity profile representation and leadership results is conducted each year. Results are shared with the Chairman and CEO and the Board of Directors and are utilized to assess performance and progress.
Employee opinion surveys reveal compelling gains in
morale and loyalty at the work-group, supervisory and
senior-management levels.
Strategic Investing and Giving
Prudential’s commitment to diversity as a business strategy reaches beyond its company walls. Prudential’s Community Resources Department is comprised of three units and has a long history of growing and protecting community assets around the world. The Social Investments unit has invested more than $1.3 billion since 1976 in nonprofit and for-profit ventures that share Prudential’s dedication to creating healthy and sustainable communities. The Prudential Foundation’s strategy focuses on education leadership and effective youth development programs. It also invests in efforts that support the revitalization of communities and supports employee volunteerism and building the capacity of nonprofits to ensure sustainability. In 2009, $22.5 million in grants were awarded to qualified nonprofit organizations that serve diverse populations. The Local Initiatives unit helps Prudential build strong community relationships by encouraging and supporting employee involvement.
Recruiting Diverse Suppliers
Prudential’s Supplier Diversity program builds on these community experiences. Its annual Supplier Diversity Conference brings together minority, women, people with disabilities, GLBT and veteran-owned businesses as well as its major vendors to share its own business practices and processes. The Conference also provides Prudential with the opportunity to encourage specific joint ventures between small businesses and major vendors.
Employer of Choice
On the strength of its commitment and results, Prudential is widely acknowledged as an Employer of Choice. Internally, employee opinion surveys reveal compelling gains in morale and loyalty at the work-group, supervisory and senior management levels. Externally, Prudential achieves consistent recognition on many “best companies to work for” lists, including those of DiversityInc, Human Rights Campaign and Executive Female, as well as LATINA Style, Working Mother, Hispanic Business and CAREERS & the disABLED magazines.
“Companies that do not focus on diversity or focus on diversity too narrowly will not excel,” predicts Egea. “The transformative power of diversity has already put us above top performance quartile, and we’re only looking forward.”
To learn more about Prudential, visit www.prudential.com.
