We are dedicated to an inclusive business environment where the diversity of our people contributes directly to our success, supports our values of morality, ethics, integrity, promotes employee engagement, and is aligned with our business promise and our commitment to customer service excellence.
Rob Strickland is a certified diversity trainer. He maintained complete involvement in every aspect of his former organization's diversity program. He committed his time and efforts to the new hire executive diversity training program and participated in daily community affairs representing the company. He became the first African American regional vice present of security for the Macys organization. He mentored, developed and promoted many minorities to executive level positions and continues to carry the torch for the creation of inclusive work environments everywhere.
Rob Strickland is a certified diversity trainer. He maintained complete involvement in every aspect of his former organization's diversity program. He committed his time and efforts to the new hire executive diversity training program and participated in daily community affairs representing the company. He became the first African American regional vice present of security for the Macys organization. He mentored, developed and promoted many minorities to executive level positions and continues to carry the torch for the creation of inclusive work environments everywhere.
Ten Common Mistakes in Leveraging Diversity
Editor's Note: The following is adapted from comments by business associate & friend, Mr. Malcolm Beckwith.
Editor's Note: The following is adapted from comments by business associate & friend, Mr. Malcolm Beckwith.
- Who's in charge? The CEO fails to articulate a clear vision linked to the corporate mission.
- Who, me? There is limited accountability for including diversity in all business plans and requiring key managers to deliver results.
- Compliance vs. Value. The culture of diversity becomes compliant driven with a focus on affirmative action instead of value driven and focused on business initiatives.
- It's all about training. Diversity is reduced to a single issue with one response when in reality it's a complex issue requiring multifaceted solutions.
- Who's in the mirror? Individuals hire people who look and talk like them because doing otherwise is uncomfortable.
- One size fits all. Prejudice and stereotypes exist that assume that "different" means inferior and that leadership comes in one color.
- Cop out. Management fails to confront people and behaviors that sabotage diversity efforts.
- Bottom line implications. The company does not understand or educate associates on the correlation between diversity and the profitability of the organization.
- No motivators. The organization has no champions in senior leadership positions who advocate for and model diversity.
- Glass coffins. Diversity programs exist, but do not have impact because they are assigned to individuals who are powerless to create meaningful change.
