Diversity Executive - September 2008 - (Page 42)

“Our employees know the data — that 74 percent of our workforce is women, for example, 45 percent of our executives are women and 54 percent of our total workforce are people of color — and choose us because of it,” Halvorson said. The company also is constantly investigating the link between health care and ethnicity, given that certain cultures are more prone to particular health care issues than others. Further, some treatments affect individuals differently depending on cultural inﬂuences. “Our challenge is to continue to learn about these connections so that we can lead the nation in providing the best care and eliminating health disparities,” Halvorson said. As a nonproﬁt health care delivery system, the company’s bottom line is mission-driven: to improve the health and health status of the communities it serves. The multicultural dimensions of these communities are inescapable, Halvorson said. Accordingly, the efforts the company has undertaken to increase its cultural competency — creating provider handbooks on culturally competent care, instituting interpreter training and service programs and building centers of excellence focused on ethnically diverse populations and women’s health — contribute to Kaiser Permanente achieving its mission. “The responses to these efforts from the community, advocacy groups and our members demonstrate the positive impact that diversity has on our bottom line,” Halvorson said. – Deanna Hartley can be achieved through awareness, recruitment, education and career development. One of KPMG’s strategic priorities is to become an employer of choice by accelerating people development to meet marketplace demands. Providing a rewarding and challenging work environment — which includes meaningful career opportunities, advancing the best talent and embracing a culture of inclusion — helps the company attract, motivate and retain talent. Flynn said improving the diversity of the advisory industry as a whole is a business imperative. “It is critical to expand the talent pool and to effectively serve increasingly diverse clients in a rapidly globalizing world,” Flynn said. “Increasing the diversity of our people and the collective strength that it brings to our everyday work not only helps us to achieve our strategic business goals, but it is essential to making KPMG a great place to build a career.” He said KPMG constantly assesses existing diversity programs and introduces new ones. Some of the diversity initiatives the organization has implemented include: • A Diversity Advisory Board that supports the recruitment, retention and advancement of diverse professionals. • A Women’s Advisory Board that strives to create a more compelling work environment and enhance career opportunities for women. • Future Diversity Leaders, which is aimed at increasing and supporting minority representation in the accounting profession. • Minority career counseling and development, which helps minority new hires develop the strategies and skills to build rewarding careers. • National Diversity Networks (African-American Network, Asian Paciﬁc Islander Network, Disabilities Network, Hispanic/Latino Network, KPMG’s Network of Women and pride@kpmg, a network for LGBT professionals) that encourage diversity through career planning and development opportunities. • The ﬁrm has a strong relationship with Inroads, a nonproﬁt organization that trains minority students for professional careers, which lends to KPMG’s diversity recruiting efforts. “Our goal as a ﬁrm is to continue to create an open and inclusive work environment in which business and personal objectives and growth can be achieved,” Flynn said. “The hope is that through [these] programs, we are supporting diversity in our profession, in our workplace and in the communities in which we live and work.” The company also has been recognized for its diversity efforts by a variety of publications including Fortune magazine, Hispanic Magazine, Working Mother and The Black Collegian magazine. – Deanna Hartley Tim Flynn KPMG At KPMG, leadership sets the tone for the company’s commitment to diversity by providing the time, personal commitment, direction and resources needed to create, implement and drive programs aimed at creating a more inclusive workplace. At the helm is KPMG’s Chairman and CEO Tim Flynn, who has been with the company for 28 years. “I’ve had the opportunity to work with a broad spectrum of talented people and to experience ﬁrsthand what happens to a team when we bring together individuals with diverse skill sets, knowledge, experiences and backgrounds,” Flynn said. “Their unique perspectives strengthen the team and help the individuals to learn more, grow more and accomplish more. That’s good for our business, for our clients and for our professionals.” The company strives to create an open and inclusive work environment in which business and personal objectives 42 Diversity Executive | www.diversity-executive.com | September/October 2008 http://www.diversity-executive.com

Table of Contents Feed for the Digital Edition of Diversity Executive - September 2008

Diversity Executive - September 2008 Editor's Letter Contents Leadership Connections Guest Editorial Diversity Executive Online 2042: A New Business Era Begins The Rules of Attraction Where to Look for Diverse Talent Like Minds Think Great Culture Teams Target Business Opportunities at Luxottica Retail Special Section Rebalancing Gender At ING Americas, the Color of Diversity Is Orange Profile Business Intelligence Case Study Strategies Advertisers' Index Editorial Resources

Diversity Executive - September 2008

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