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Where Diversity Gets Top Billing
Strategies of some employers seeking to attract and promote more women AVON PRODUCTS: The cosmetics maker set minimum quotas for hiring women and linked managers' pay to performance on diversity. Now, managers win awards for promoting women. Overseas, Avon identifies and grooms women for management. COLGATE-PALMOLIVE: Mandatory two-day diversity training for all employees includes role-playing and video presentations. High-potential women are cross-trained to gain broader experience in different roles. COOPERS & LYBRAND: The accounting firm wants women to account for 30% of new partners by 2000. To get there, it has created mentoring programs and sensitivity training and ties part of partners' bonuses to meeting diversity goals. DOW CHEMICAL: Senior management takes responsibility for diversity and wants women to account for at least as many promotions as men. Men participate in company-sponsored women's groups to understand gender issues. HOECHST CELANESE: Hiring and promotion of women are expected to mirror the college recruiting pool by 2001. A quarter of managers' bonuses is tied to diversity progress; senior managers oversee the strategy and serve as mentors. MOTOROLA: Using census data, it has set goals for diversity in management that it aims to reach by 2000. Top execs are required to name the woman or minority best suited to succeed them: Those people are targeted for career development.
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Updated June 15, 1997 by bwwebmaster
Copyright 1997, by The McGraw-Hill Companies Inc. All rights reserved.
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