Diversity Executive - November 2008 - (Page 42)

I love the company I work for and the employees who make up our workforce. If I can combine my operational experience with the thoughtful strategies to improve leadership effectiveness and work culture, there is nothing more satisfying than that. – Frank J. McCloskey Vice President of Diversity Georgia Power “We do an assessment by looking at ofﬁcers in the U.S. at the end of the year to see what their accomplishments have been,” Harris explained. “That is personally rewarding because as the team looks at all of the recommendations that come through for ofﬁcers to receive this recognition, it’s very touching for me to see all of the things they’re doing. I also feel that, in turn, they’re getting the Pat Harris Diversity Award, and I’m still alive.” Harris also said she takes personal pride in the company’s competitive edge in diversity. “We believe that we have the most diverse workforce than anyone else in the restaurant industry at every level of the organization, and we’re very proud of that,” she said. “An organization must have that philosophy and understanding that diversity has to be at every level of the organization — from the boardroom to the crew room.” Despite the company’s longstanding diversity efforts, it is always striving to improve, said Harris. One way it will do so is by focusing efforts more globally in the future. “We are a global company, but it’s something that’s still relatively new for us. Obviously, as we move into the global arena, understanding how we support global inclusion and diversity in all the different markets where we have business, and understanding there are unique challenges and opportunities for us as we reach out around the globe to build a global company around inclusion and diversity [will be vital]. For us, that’s the next step — we’re very excited about that.” – Meagan Polakowski Frank J. McCloskey Vice President of Diversity Georgia Power A 36-year veteran of company operations, Frank McCloskey’s career path took a new direction about eight years ago when he became vice president of diversity at Georgia Power. “There was no intentional plan or strategy,” he said. “I have had very meaningful learning experiences to better understand the challenges of race, gender, faith and personal belief differences and privilege. In making a ‘head and heart’ connection, I have tried to evolve my leadership effectiveness in order to be seen as trustworthy.” Georgia Power is an investor-owned, tax-paying utility headquartered in Atlanta. The company, the largest of four electric utilities that make up Southern Co., has more than 9,000 employees that serve 2.3 million customers in Georgia. McCloskey’s deep company experience and operational background inform his approach to diversity and inclusion and how it impacts Georgia Power’s workforce. “I love the company I work for and the employees who make up our workforce,” he said. “If I can combine my operational experience with the thoughtful strategies to improve leadership effectiveness and work culture, there is nothing more satisfying than that.” In his current role, McCloskey oversees the development and implementation of strategies to sustain a culture of excellence through inclusion by improving leadership and work culture. He chairs the company’s Afﬁnity Group Review Board, responsible for reviewing and assessing the effectiveness of afﬁnity groups. He also serves as a company review ofﬁcer, with binding decision authority over formal employee complaints in an alternative dispute resolution process. “Diversity is deﬁned as human and organizational dimensions of our company, 42 Diversity Executive | www.diversity-executive.com | November/December 2008 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

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.