Diversity Executive - November 2008 - (Page 41)

association leaders, mentors and protégés. “We want to take our commitment to diversity and inclusion to the next level,” Harper said. “We see this as a competitive advantage and one of a handful of key factors that can help PG&E become the leading utility in the United States. It is a source of innovative ideas.” – Elizabeth Lisican Pat Harris Chief Global Diversity Officer McDonald’s One word that characterizes Pat Harris’ career is “longevity.” She has been with McDonald’s for 31 of the more than 50 years since Ray Kroc opened the ﬁrst restaurant in Des Plaines, Ill. In the beginning, Harris — now chief global diversity ofﬁcer — resided in the HR role, but 15 years ago, she was asked to join what was then called the Afﬁrmative Action Department, but hesitated — Afﬁrmative Action wasn’t the most popular place to be at the time. “I had second thoughts about it, but I’ve got to tell you, it was probably the best career decision I’ve ever made. As I began to work with people within McDonald’s [around diversity], I recognized quickly it was something that I really wanted to do, and it ultimately became my passion. It became personally as well as professionally rewarding.” Indeed, another word that ﬁts Harris is “passion.” She was enthusiastic as she conveyed her love for her work in diversity and as she shared the proudest moments of her robust career at the fast-food giant, including her participation in McDonald’s informal mentoring program. “On the informal side [of mentoring] — which is something many of us do within the organization — we identify individuals we feel that we can help, be there for them, be their eyes and ears in the good times and the bad times as they move up the ladder,” said Harris. “And I feel very proud of the number of men and women that I’ve mentored over the years.” In addition to informal mentoring, McDonald’s also uses e-mentoring, Harris said, where mentors and mentees sign up to participate online. Matches are made, and the pairs engage in the mentoring relationship virtually. One beneﬁt of this arrangement is it opens up the opportunity to mentor employees in other geographic locations. Harris said external recognition for her efforts in the diversity ﬁeld is another point of pride, especially the annual award that bears her name. Current COO Ralph Alvarez — previously president of the U.S. side of McDonald’s business — created the Pat Harris Diversity Award to recognize key players in diversity in the U.S. business unit. I had second thoughts about it, but I’ve got to tell you, it was probably the best career decision I’ve ever made. As I began to work with people within McDonald’s [around diversity], I recognized quickly it was something that I really wanted to do, and it ultimately became my passion. It became personally as well as professionally rewarding. – Pat Harris Chief Global Diversity Officer McDonald’s November/December 2008 | www.diversity-executive.com | Diversity Executive 41 http://www.diversity-executive.com

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

Diversity Executive - November 2008 Editor’s Letter Contents Leadership Connections Guest Editorial Diversity Executive Online Middle Management Roadblock ‘Hidden Winds’ Hinder Progress The Domino Effect Supplier Partnerships Unlock Economic Opportunities Measuring Diversity Special Section: Who’s Who in Diversity and Inclusion Dimensions of Difference Overcoming Language Diff erences Business Intelligence: Combating Subtle Discrimination Case Study: Shifting Diversity Into Overdrive Advertisers’ Index Editorial Resources Strategies

Diversity Executive - November 2008

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