bridging the gap between diversity & talent management

June 20, 2014 Audra Jenkins

In today’s rapidly changing economy, understanding diversity and its impact on talent management is essential for success on a global platform. Companies thriving in this area exhibit readiness to promote diversity in the workplace and the ability to attract and retain top talent. It is a priority that is driving companies to align their talent strategies to address diversity needs and to increase their visibility as diversity-focused employers.

A great example of the growing focus is the diversity and inclusion strategy of the Kellogg Company, the world’s leading cereal maker. According to its 2012 Diversity and Inclusion Annual Report, Kellogg showcased a diversity supplier spend of $380 million. In addition, the company dedicated 85% of its philanthropy spend toward diverse and charitable organizations targeting underserved communities. As a result of these efforts, the Kellogg Company was named as one of DiversityInc’s top 50 Companies for Diversity.
 

Download the full whitepaper here >

About the Author

Audra Jenkins

As chief diversity and inclusion officer, Jenkins spearheads initiatives both within and outside of our organization. She not only advances diversity and inclusion among internal employees, she also partners with customers as they work to achieve their own diversity goals. Jenkins firmly believes that diversity and inclusion must be woven into every aspect of the talent life cycle to attract quality candidates, enhance employee engagement and drive performance. She brings more than 20 years of human resources, diversity and compliance experience, along with a passion for advocating on behalf of underserved populations. She is the executive sponsor for Randstad’s Hire Hope program, which provides career readiness training and job placement services to at-risk women, including survivors of exploitation and trafficking.

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