How many fortune 500 companies have diversity programs

It is the first time that any organization has embarked on such an ambitions initiative to promote diversity, inclusion and executive leadership. Our role as ELC members is to realize the important role we have as corporate executives to help CEOs and o the r leaders understand that African-American and o the r diverse leaders help build an environment of inclusion, where every perspective is value-add to the organization. The ELC is taking the lead on elevating the issue of diversity and inclusion in corporate America because recent statistics have raised concerns about minority representation, specifically for African- Americans, at the senior levels in corporate America.

In fact, of the more than 35, senior executive positions at the CEO level or those one and two levels below CEO within most Fortune companies, it is estimated that only 3. This trend not only negatively impacts the advancement of African-Americans in the Fortune , but the future of American business.

In addition to outlining its vision for the future, the ELC will also announce its scholarship winners for its Foundation programs including the Alvaro L. So the question becomes: what communities are we reaching that have been historically underrepresented and why is this spend considered supplier diversity?

The simple answer is they get themselves certified as diverse businesses. Abuses are widespread. Next time you think that a diverse company is too small to be a supplier, ask yourself if it is big enough to be a customer? Fortune Diversity Procurement by Kenton Clarke Since the early s, companies that supply the Federal government with goods and services have been required by law to have a supplier diversity program or initiative and to appoint a supplier diversity professional to manage the program.

Hiding behind Certification? In fact, it's hard to count the number of CEOs who are speaking out about diversity, equity, and inclusion DEI right now. But which companies are actually following through with their DEI promises? Fortune and research firm Refinitiv examined Fortune's biggest companies in the US, gathering data on each company's diversity statistics. They ranked the companies based on 14 equally weighted metrics that measured how much diversity data the company shares including the percentage of people of color on a company's board, the percentage of women employees, the percentage of women managers, among others.

Each diversity data figure was worth one point, and the companies were then ranked based on their score. Companies that disclosed the most data came highest on the list, like Microsoft.

Other companies that came in the top 20 include Intel, Verizon, and Allstate. At a time when employees, customers, and investors are demanding that corporations address diversity, the list helps identify companies that are ahead of the pack. Jasmine Hill, founder of DEI consultancy Radiant Slate, said that surveys like these help encourage companies to be more transparent in their workforce data and to keep up with their competitors.

Diversifying the workplace is not just about collecting data, it's about addressing gaps in representation and fostering a sense of inclusion among your workers at the same time. The biotech company publishes extensive data on its workforce diversity. The company has been recognized as one of the top places to work for people with disabilities, ranking No.