Woman currently account for 33 percent of its board of directors and 29 percent of its executive leadership team—two and a half times the European average for boards of directors and nearly three times the European average for executives.
We have a legacy of establishing high standards and accepting extraordinary responsibilities. We all employees, supervisors, managers play a significant role. In this new century, managing diversity is a key priority.
Juan will tell anyone who wants to listen that diversity is about relationships. Do the same analyses for your customer base. Look at your workforce today and compare it with five and ten years ago and try to consider five and ten years into the future.
No, diversity is about your internal employees and external prospective clients customers. In order for those people to prosper inside an organization, you have to have managers who are capable of managing diversity - who know how to seek out and incorporate multiple perspectives to make better business decisions.
No, it is my responsibility. The company will continue this program, which has helped target most of its workplace and community initiatives. A company man, Juan, like many, is someone who climbed up through the ranks. More than 50 years ago, we pioneered national advertising campaigns in Black media and Coca-Cola was one of the first consumer marketers to engage public relations specialists to build relationship with African Americans.
No, it is an opportunity. Please see Myth 4. Juan continues telling me "as a product marketer, our legacy is just as rich. Understanding the diversity in your employee and customer ranks and anticipating their needs can make or break your company most likely break if you subscribe to this myth.
We are resolved to become a gold standard for diversity. As I did my research and talked to Juan Johnson, I found so much to write about that this article is just one in a series on The Coca-Cola Company that is "in the works. No, it is much broader than that. Diversity is about differences and how we treat people based on those differences for example, race, gender, sexual harassment, culture, ethnicity, appearance, military background, thinking style, working style, etc.
Juan Johnson will be the first to tell you the term "diversity" is loaded with all kinds of baggage, myths and misconceptions. What is your greatest challenge in your role at the The Coca-Cola Company these days? It used to be called cultural diversity but the conversation has become more inclusive.
The company is currently considering turning this into a yearly requirement for all managers to help nurture a culture of constructive dialogue around diversity and inclusion. Diversity is not about getting "them" into your corporate culture assimilation.
These socio-demographic trends will require Coca Cola Enterprises to focus even more closely on ethnic, generational, and disability issues in the future. Female participation at all leadership and management levels is also on the rise.
Diversity is just about race and gender. The first question seemed obvious. What are some of the most challenging diversity myths? He held positions in Investor Relations and Corporate Communications before serving as executive assistant to the CMO, then moving to director of Learning and Knowledge Management in Coca-Cola made a five-year $1 billion commitment to diversity in a comprehensive empowerment and entrepreneurship program for the U.S.
- determined to be model corporate citizen Minority Supplier Commitment will increase more than 50% to an average of $ million per year over the next five years - spending with minority- and women-owned. How does Parker’s triangle, “The Emotional Connection of Distinguishing Differences and Conflict,” help to explain (a) why so many minority employees joined the class-action lawsuit and (b) how Coca-Cola failed to “manage diversity”?
How does Parker’s triangle, “The Emotional Connection of Distinguishing Differences and Conflict,” help to explain (a) why so many minority employees joined the class-action lawsuit and (b) how Coca-Cola failed to “manage diversity?
mi-centre.com does Parker’s triangle, “The Emotional Connection of Distinguishing Differences and Conflict,” help to explain (a) why so many minority employees joined the class-action lawsuit and (b) how Coca-Cola failed to “manage diversity”?
Coca-Cola has unveiled the latest ad for its 'Taste the Feeling' campaign, including “a wink” to the company’s stance on diversity and inclusion.
For example, in order to embed diversity and inclusion more into management routines, Coca Cola Enterprises recently launched a “Diversity Is Everybody’s Business” awareness-raising program that required all managers to run a diversity and inclusion workshop during a team meeting.Download