{"id":4244,"date":"2021-07-22T14:50:38","date_gmt":"2021-07-22T18:50:38","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=4244"},"modified":"2023-12-12T14:56:44","modified_gmt":"2023-12-12T19:56:44","slug":"atlanta-executives-diversity-equity-and-inclusion-right","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/atlanta-executives-diversity-equity-and-inclusion-right\/","title":{"rendered":"Five Atlanta Executives Getting Diversity, Equity, and Inclusion Right"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"In 2018, the Metro Atlanta Chamber recognized the 10 startup companies that were selected for involvement with the VC Pathways program, which paired startup founders from underrepresented groups with mentors from within Atlanta\u2019s thriving business community. In the process, the Chamber lauded the number of budding startups with diverse founders that were emerging within the Atlanta area, and lionized Atlanta as \u201c... an epicenter to challenge the societal norms of bigotry and racism\u201d due to the reputation of Atlanta as a city where diversity is celebrated. However, it can be difficult to monitor what isn\u2019t measured. A 2019 study commissioned by Sage exposed several inherent flaws with the approaches that many of Atlanta\u2019s businesses are taking with respect to diversity and inclusion initiatives. For example, barely 60% of the Atlanta businesses included in the study track diversity at all, a little more than half track differences in race, ethnicity and gender amongst their corporate leadership, and only 23% track the promotions of women within their organizations. In other words, the foundations upon which the value of new DEI initiatives could be measured are nonexistent within many of Atlanta\u2019s companies.\u00a0 Several of Atlanta\u2019s business leaders are taking strides to correct these issues. For example, in 2020, the Atlanta Committee for Progress - an organization led by many of the top business leaders in the greater Atlanta area - formed in an effort to remediate many of the most prominent problems of diversity and inclusion present in Atlanta\u2019s organizations.\u00a0 As a celebration of the actions taken by these Atlanta business leaders, and as motivation for other business leaders who wish to follow a similar path of excellence as they seek to boost diversity, equity, and inclusion within their own companies, here are five Atlanta executives getting diversity, equity and inclusion right. 1) Delta Airlines Ed Bastian, CEO Keyra Lynn Johnson, Chief Diversity & Inclusion Officer In August of 2016, Delta committed to the White House Equal Pay Pledge, and followed up on this commitment one year later by announcing that it had reached nearly 99% pay parity between men and women in merit-based jobs, while maintaining 100% pay parity between men and women in scale jobs. By June of 2017, Delta CEO Ed Bastian had joined with 174 other CEOs and became one of the first signatory members of CEO Action for Diversity and Inclusion. Since then, CEO Action for Diversity and Inclusion has grown considerably, with more than 1,400 CEOs of the world\u2019s leading companies officially declaring themselves to be supporters of the advancement of diversity and inclusion in the workplace. Early in 2019, Delta hosted its inaugural National Day of Understanding to mark its ongoing commitment to diversity and inclusion, and in late 2019, Fortune Magazine listed Delta among the \u201cBest Workplaces for Diversity\u201d for the fourth consecutive year. In the same year, Delta was honored among the \u201cBest Places to Work for Disability Inclusion\u201d for the fifth year in a row by the Disability Equality Index. During August of 2020, Delta declared its intent to double its percentage of Black officers and directors by 2025, while simultaneously looking into increasing Black representation on its board of directors. This declaration was made after Bastian pointed out that while people of color presently represent 43% of Delta employees, 35% of its managerial staff and 18% of its top 100 officers, Black employees make up just 21% of Delta\\'s total employee base, 16% of its overall leaders and 7% of its top 100 officers. While taking steps to address these issues, Delta was able to crack the top 100 in Forbes Magazine\u2019s list of \u201cBest Employers for Diversity\u201d in 2020. In response to a statement by former Xerox CEO Ursula Burns that she was fed up with companies making excuses over their failure to hire more Black executives, Bastian told CNN \u201cWe\\'re not going to see the real change happen until real ownership occurs. And ownership means owning the past, not just the future. There will be another news cycle; there will be another incident; there will be something else that will impact our business. This is one [issue] that can\\'t be left behind.\\\" 2) Cox Enterprises Alex Taylor, CEO Pat Esser, Cox Communications President and National Diversity & Inclusion Council Chairman Cox Enterprises and its subsidiaries - Cox Communications and Cox Automotive - have received an abundance of awards for diversity and inclusion. These honors include DiversityInc\u2019s list of \u201cBest Companies for Diversity\u201d and their list of \u201cBest Companies for Supplier Diversity,\u201d Forbes Magazine\u2019s list of America\u2019s Best Employers for Diversity, and even a Corporate Diversity and Inclusion Award from the Urban League of Kansas.\u00a0 In more specific areas of diversity and inclusion, Cox was named a \u201cBest Place to Work for Disability Inclusion\u201d by the Disability Equality Index and a \u201cBest Workplace for Women\u201d by Fortune Magazine. Additionally, Cox was named the \u201cBest Company for Women in Cable,\u201d and a \u201cBest Place to Work for LGBTQ Equality\u201d by the Human Rights Foundation. \u201cInclusion is at the forefront of everything we do at Cox Communications,\u201d stated chief people officer Karen Bennett in a news release addressing Cox\u2019s success with DEI initiatives. \u201cFrom our work with diverse suppliers, to outreach and support in our communities, and especially in the culture of our workforce, diverse perspectives are encouraged and included in all our decision making and workplace initiatives.\u201d In June of 2020, Cox Enterprises CEO Alex Taylor united with several of Atlanta\u2019s most prominent business leaders and joined the Atlanta Committee for Progress to make a pledge \u201cto build a more just, inclusive world.\u201d Following the summer 2020 killings of George Floyd, Breonna Taylor, and Ahmaud Arbery, as well as the ensuing protests, Taylor also posted a message to the Cox website announcing the official position of Cox toward issues of racism and inequality. \u201cRacism and discrimination have no home in our hearts or in our company,\u201d said Taylor. \u201cWe believe in equal rights and justice and stand with all of our employees who are peacefully protesting for much needed change. Our company\u2019s purpose is to build a better future. Doing that means playing a role in the events of today and in the years ahead. We ask ourselves: How can we evoke the change we want in the world? By being committed to human rights, justice, empowerment and by investment \u2014 of money, but also heart and soul \u2014 into all things good.\u201d 3) InterContinental Hotels Group Keith Barr, CEO Wayne Hoare, Chief Human Resources Officer On its Our Diversity & Inclusion Story handout, InterContinental Hotels Group promotes the fact that 38% of its global senior leaders are women, and also lists its responsible business targets, which are to increase the percentage of its diverse IHG senior leaders with respect to gender, ethnicity, and nationality, and to increase the percentage of women working in managerial and operations roles in IHG-managed hotels.\u00a0 To help make their workplaces more welcoming for women in management, IHG began to offer industry-leading parental-leave packages to its employees. This includes six weeks of paid leave which increases to 12 weeks after two years of continuous employment. As a result of this, IHG reports that 95% of its women employees return to IHG after completing parental leave. In early 2020, IHG earned a 100 percent score on the Human Rights Campaign Foundation\\'s Corporate Equality Index (CEI) and was recognized as a \u201cBest Place to Work for LGBTQ Equality\u201d for the sixth year in a row. When interviewed for HR Grapevine Magazine in 2019, IHG\u2019s outgoing chief human resources officer Ranjay Radhakrishnan declared diversity and inclusion initiatives to be \u201ca business necessity\u201d rather than a mere social importance, and further asserted that businesses and organizations that only engage in D&I programs for the sake of branding will ultimately lose credibility. During the summer of 2020, IHG joined 14 other travel and hospitality companies by signing Business in the Community\\'s Race at Work Charter, thereby publicly affirming their commitment to prioritizing action on race within the hospitality industry. In 2019, IHG CEO Keith Barr placed third overall on HERoes\u2019 list of \u201cTop 40 Advocate Executives.\u201d HERoes credited Barr as a founding member of the advisory board for both Women in Hospitality and the Travel and Leisure 2020 group, and as a member of The 30% Club, which seeks to increase gender diversity at board and senior management levels. In response to receiving the award and being interviewed by Yahoo, Barr downplayed the idea that he has a full understanding of diversity and inclusion. \u201cAs a white, almost 50-year-old male, I have not had the experiences that have challenged much of our employee population who are LGBTQ, women, [or from an] ethnic background \u2014 I haven\u2019t faced that,\u201d said Barr. \u201cTo think I really understand the issues is arrogant.\u201d 4) Coca-Cola James Quincey, CEO Lori George Billingsley, Chief Diversity and Inclusion Officer In her 2019 book Diversity, Inc., New York University professor Pamela Newkirk devoted an entire chapter to Coca-Cola\u2019s attempts to address endemic racial discrimination following the payout of a $192.5 million settlement in response to a racial discrimination lawsuit in 2000.\u00a0 Newkirk explained to Strategy + Business Magazine how Coca-Cola almost immediately installed a task force specifically to address racism in the company: \u201cOver the next four years the climate and composition of Coca-Cola\u2019s workplace began to change, first gradually, as the task force nudged and sometimes dragged the company into compliance with the court agreement.\u201d Since the lawsuit, Coca-Cola has racked up several awards for its diversity efforts, including awards from Hispanic Business Magazine as one of the \u201cDiversity Elite 60,\u201d and from Comparably as a \u201cBest Company for Diversity.\u201d It also placed fifth on Forbes Magazine\u2019s list of \u201cBest Employers for Women.\u201d Coca-Cola presently maintains eight Business Resource Groups, including the African American BRG, the Asian BRG, the Hispanic Leadership BRG, the KO-Gen BRG (multigenerational), the LGBTQA BRG, the Military Veterans BRG, This-Ability BRG (disabled employees), and women\u2019s LINC BRG (women\u2019s career advancement). In response to race-based violence in Coca-Cola\u2019s home city of Atlanta, the company\u2019s CEO James Quincey penned an official message to all employees of Coca-Cola.\u00a0 \u201cOur hearts break when we see our communities in pain throughout the United States, and especially in our company\u2019s hometown,\u201d said Quincey. \u201cWe stand as one with our employees, business partners and communities in rejecting racism and discrimination. We share their anger, fear, sadness and disappointment over the lack of progress in protecting Black Americans and people of color from acts of racism and injustice. We strive for an inclusive world where all voices are heard. Coca-Cola joins Atlanta Mayor Keisha Lance Bottoms, and community leaders across North America, in the call for peaceful protests with purpose. We reject all forms of violence and destruction.\u201d 5) Home Depot Craig Menear, CEO Beatriz Rodriguez, Chief Diversity Officer A 2005 article from the St. Louis American about how Home Depot had brought 130 new jobs to the diverse North St. Louis County community mentioned how the company referred to diversity as \\\"... the catalyst for innovative thinking, entrepreneurial spirit and new ways of building communities.\u201d When quoted for the article, Home Depot\u2019s chairman Bob Nardelli said \\\"The Home Depot truly believes in the ability of all of our people and celebrates our diversity. We all wear the orange apron, but we represent many backgrounds and interests in the genuine spirit of an inclusive culture.\\\" Since then, Home Depot\u2019s commitment to organizational diversity and inclusion has become even more formalized. The company\u2019s seven current Associate Resource Groups include African American Pulse, Inspira (Hispanic and Latin American), Limitless (employees with disabilities), the Military Appreciation Group, THD Pride (LGBTQ), Pan Asian Waves, and The Women\u2019s Link. In 2017, Home Depot was named to Mogul\u2019s inaugural list of the \u201cTop 100 Innovators in Diversity & Inclusion.\u201d That same year, Home Depot\u2019s chief diversity officer Beatriz Rodriguez said to the Atlanta Tribune, \u201cWe can proudly say our employees seem more engaged than ever. Diversity and inclusion, and safety are tied for number one as the most favorable categories that our associates rate Home Depot in.\u201d Two years later, Rodriguez received the honor as \u201cTop Diversity and Inclusion Officer\u201d at Atlanta Business Chronicle\u2019s 2019 Diversity and Inclusion Awards. The award is given to \u201c... individuals whose primary job is promoting diversity within their organization and who have shown leadership, commitment and motivation \u2014 driving the diversity agenda throughout the organization and the wider community.\u201d When Home Depot CEO Craig Menear was interviewed at Michigan State\u2019s Eli Broad School of Business and asked what he thought Home Depot\u2019s secret to success was, he responded by crediting Home Depot\u2019s diverse culture. \u201cDiversity is critical for us to understand the needs of our customers, and it brings different points of view to the table when you\u2019re making decisions,\u201d said Menear. \u201cLast year, 47 percent of Home Depot\u2019s new hires were diverse. Diversity and inclusion is critical to understand our customers \u2013 whether that be communication style or speaking a different language, or understanding where our customers are coming from.\u201d\u00a0 For resources to help your company with its diversity and inclusion initiatives, check out our insights.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">In 2018, the <\/span><a href=\"https:\/\/www.metroatlantachamber.com\/about\/news-press\/newsroom\/atlanta-is-now-diversity-in-tech\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Metro Atlanta Chamber<\/span><\/a><span style=\"font-weight: 400;\"> recognized the 10 startup companies that were selected for involvement with the VC Pathways program, which paired startup founders from underrepresented groups with mentors from within Atlanta\u2019s thriving business community. In the process, the Chamber lauded the number of budding startups with diverse founders that were emerging within the Atlanta area, and lionized Atlanta as \u201c&#8230; an epicenter to challenge the societal norms of bigotry and racism\u201d due to the reputation of Atlanta as a city where diversity is celebrated.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, it can be difficult to monitor what isn\u2019t measured. A <\/span><a href=\"https:\/\/www.sage.com\/en-us\/cp\/nps\/19q3\/ot-us-evin-nps-atlantadireport\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">2019 study<\/span><\/a><span style=\"font-weight: 400;\"> commissioned by Sage exposed several inherent flaws with the approaches that many of Atlanta\u2019s businesses are taking with respect to diversity and inclusion initiatives. For example, barely 60% of the Atlanta businesses included in the study track diversity at all, a little more than half track differences in race, ethnicity and gender amongst their corporate leadership, and only 23% track the promotions of women within their organizations. In other words, the foundations upon which the value of new DEI initiatives could be measured are nonexistent within many of Atlanta\u2019s companies.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Several of Atlanta\u2019s business leaders are taking strides to correct these issues. For example, in 2020, the <\/span><a href=\"https:\/\/saportareport.com\/we-can-do-better-atlanta-by-adding-more-diversity-to-our-corporate-ranks\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Atlanta Committee for Progress<\/span><\/a><span style=\"font-weight: 400;\"> &#8211; an organization led by many of the top business leaders in the greater Atlanta area &#8211; formed in an effort to remediate many of the most prominent problems of diversity and inclusion present in Atlanta\u2019s organizations.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As a celebration of the actions taken by these Atlanta business leaders, and as motivation for other business leaders who wish to follow a similar path of excellence as they seek to boost diversity, equity, and inclusion within their own companies, here are five Atlanta executives getting diversity, equity and inclusion right.<\/span><\/p>\n<h2>1) Delta Airlines<\/h2>\n<p><img decoding=\"async\" class=\"size-medium wp-image-4245 aligncenter lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/delta-airlines-logo-png-0-300x46.png\" alt=\"Delta Airlines Logo\" width=\"300\" height=\"46\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/delta-airlines-logo-png-0-300x46.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/delta-airlines-logo-png-0-600x92.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/delta-airlines-logo-png-0-1024x158.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/delta-airlines-logo-png-0-768x118.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/delta-airlines-logo-png-0-1536x237.png 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/delta-airlines-logo-png-0.png 2000w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/46;\" \/><\/p>\n<h4>Ed Bastian, CEO<\/h4>\n<h4>Keyra Lynn Johnson, Chief Diversity &amp; Inclusion Officer<\/h4>\n<p><span style=\"font-weight: 400;\">In August of 2016, Delta committed to the White House Equal Pay Pledge, and followed up on this commitment one year later by announcing that it had reached <\/span><a href=\"https:\/\/www.ceoaction.com\/actions\/recognizing-the-value-of-women-in-the-workplace\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">nearly 99% pay parity<\/span><\/a><span style=\"font-weight: 400;\"> between men and women in merit-based jobs, while maintaining 100% pay parity between men and women in scale jobs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By June of 2017, Delta CEO Ed Bastian had <\/span><a href=\"https:\/\/news.delta.com\/bastian-joins-175-ceos-commitment-diversity-workplace#:~:text=Delta%20CEO%20Ed%20Bastian%20has,and%20inclusion%20in%20the%20workplace.&amp;text=%E2%80%9CAs%20a%20global%20airline%2C%20we,as%20a%20model%20of%20inclusiveness.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">joined with 174 other CEOs<\/span><\/a><span style=\"font-weight: 400;\"> and became one of the first signatory members of CEO Action for Diversity and Inclusion. Since then, <\/span><a href=\"https:\/\/www.ceoaction.com\/about\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">CEO Action for Diversity and Inclusion<\/span><\/a><span style=\"font-weight: 400;\"> has grown considerably, with more than 1,400 CEOs of the world\u2019s leading companies officially declaring themselves to be supporters of the advancement of diversity and inclusion in the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Early in 2019, Delta hosted its <\/span><a href=\"https:\/\/news.delta.com\/delta-named-best-workplace-diversity-third-straight-year\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">inaugural National Day of Understanding<\/span><\/a><span style=\"font-weight: 400;\"> to mark its ongoing commitment to diversity and inclusion, and in late 2019, <\/span><a href=\"https:\/\/fortune.com\/best-workplaces-for-diversity\/2019\/delta-air-lines-inc\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Fortune Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\"> listed Delta among the \u201cBest Workplaces for Diversity\u201d for the <\/span><a href=\"https:\/\/news.delta.com\/delta-named-best-workplace-diversity-four-years-running\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">fourth consecutive year<\/span><\/a><span style=\"font-weight: 400;\">. In the same year, Delta was honored among the \u201cBest Places to Work for Disability Inclusion\u201d for the <\/span><a href=\"https:\/\/news.delta.com\/delta-named-best-place-work-disability-inclusion-earning-perfect-score-5th-year-row\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">fifth year in a row<\/span><\/a><span style=\"font-weight: 400;\"> by the <\/span><a href=\"https:\/\/disabilityin.org\/what-we-do\/disability-equality-index\/best-places-to-work-2019\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Disability Equality Index<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During August of 2020, Delta <\/span><a href=\"https:\/\/www.bizjournals.com\/atlanta\/news\/2020\/08\/11\/delta-diversity-initiatives-anti-racist-ed-bastian.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">declared its intent<\/span><\/a><span style=\"font-weight: 400;\"> to double its percentage of Black officers and directors by 2025, while simultaneously looking into increasing Black representation on its board of directors. This declaration was made after Bastian pointed out that while people of color presently represent 43% of Delta employees, 35% of its managerial staff and 18% of its top 100 officers, Black employees make up just 21% of Delta&#8217;s total employee base, 16% of its overall leaders and 7% of its top 100 officers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While taking steps to address these issues, Delta was able to crack the top 100 in <\/span><a href=\"https:\/\/www.forbes.com\/companies\/delta-air-lines\/?list=best-employers-diversity\/&amp;sh=53ce900213f0\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Forbes Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019s list of \u201cBest Employers for Diversity\u201d in 2020.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In response to a statement by former Xerox CEO Ursula Burns that she was fed up with companies making excuses over their failure to hire more Black executives, <\/span><a href=\"https:\/\/www.cnn.com\/2020\/07\/14\/business\/delta-ceo-diversity-race-board-members\/index.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Bastian told CNN<\/span><\/a><span style=\"font-weight: 400;\"> \u201cWe&#8217;re not going to see the real change happen until real ownership occurs. And ownership means owning the past, not just the future. There will be another news cycle; there will be another incident; there will be something else that will impact our business. This is one [issue] that can&#8217;t be left behind.&#8221;<\/span><\/p>\n<h2>2) Cox Enterprises<\/h2>\n<p><img decoding=\"async\" class=\"size-medium wp-image-4246 aligncenter lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Screen-Shot-2021-07-22-at-2.29.16-PM-300x156.png\" alt=\"Cox Enterprises logo\" width=\"300\" height=\"156\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Screen-Shot-2021-07-22-at-2.29.16-PM-300x156.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Screen-Shot-2021-07-22-at-2.29.16-PM-600x313.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Screen-Shot-2021-07-22-at-2.29.16-PM-768x401.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Screen-Shot-2021-07-22-at-2.29.16-PM.png 928w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/156;\" \/><\/p>\n<h4>Alex Taylor, CEO<\/h4>\n<h4>Pat Esser, Cox Communications President and National Diversity &amp; Inclusion Council Chairman<\/h4>\n<p><span style=\"font-weight: 400;\">Cox Enterprises and its subsidiaries &#8211; Cox Communications and Cox Automotive &#8211; have received an abundance of awards for diversity and inclusion. These honors include <\/span><a href=\"https:\/\/www.lightreading.com\/business-employment\/women-in-comms\/cox-named-no-13-on-diversity-inc-2018-top-50-companies-list-\/d\/d-id\/742918\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">DiversityInc\u2019s list<\/span><\/a><span style=\"font-weight: 400;\"> of \u201cBest Companies for Diversity\u201d and their <\/span><a href=\"https:\/\/www.diversityinc.com\/the-2020-top-50-diversityinc\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">list<\/span><\/a><span style=\"font-weight: 400;\"> of \u201cBest Companies for Supplier Diversity,\u201d <\/span><a href=\"https:\/\/www.forbes.com\/best-employers-diversity\/#2ab29da29b9e\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Forbes Magazine<\/span><\/i><span style=\"font-weight: 400;\">\u2019s list<\/span><\/a><span style=\"font-weight: 400;\"> of America\u2019s Best Employers for Diversity, and even a Corporate Diversity and Inclusion Award from the <\/span><a href=\"https:\/\/www.facebook.com\/watch\/?v=345728189826494\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Urban League of Kansas<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In more specific areas of diversity and inclusion, Cox was named a \u201cBest Place to Work for Disability Inclusion\u201d by the <\/span><a href=\"https:\/\/www.globenewswire.com\/news-release\/2020\/07\/15\/2062514\/0\/en\/Disability-Equality-Index-reveals-2020-Best-Places-to-Work-for-Disability-Inclusion.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Disability Equality Index<\/span><\/a><span style=\"font-weight: 400;\"> and a \u201cBest Workplace for Women\u201d by <\/span><a href=\"https:\/\/www.greatplacetowork.com\/best-workplaces\/women\/2020\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Fortune Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\">. Additionally, Cox was named the \u201c<\/span><a href=\"https:\/\/www.wict.org\/pr\/wict-announces-2017-best-companies-for-women-to-work\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Best Company for Women in Cable<\/span><\/a><span style=\"font-weight: 400;\">,\u201d and a \u201c<\/span><a href=\"https:\/\/www.prnewswire.com\/news-releases\/cox-enterprises-named-best-place-to-work-for-lgbtq-equality-300995690.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Best Place to Work for LGBTQ Equality<\/span><\/a><span style=\"font-weight: 400;\">\u201d by the Human Rights Foundation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cInclusion is at the forefront of everything we do at Cox Communications,\u201d stated chief people officer Karen Bennett in a <\/span><a href=\"https:\/\/www.3blmedia.com\/News\/Cox-Named-No-17-DiversityInc-List\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">news release<\/span><\/a><span style=\"font-weight: 400;\"> addressing Cox\u2019s success with DEI initiatives. \u201cFrom our work with diverse suppliers, to outreach and support in our communities, and especially in the culture of our workforce, diverse perspectives are encouraged and included in all our decision making and workplace initiatives.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In June of 2020, Cox Enterprises CEO Alex Taylor united with several of Atlanta\u2019s most prominent business leaders and joined the <\/span><a href=\"https:\/\/news.delta.com\/deltas-ceo-leads-atlanta-business-community-call-concrete-actions-end-injustice\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Atlanta Committee for Progress<\/span><\/a><span style=\"font-weight: 400;\"> to make a pledge \u201cto build a more just, inclusive world.\u201d Following the summer 2020 killings of George Floyd, Breonna Taylor, and Ahmaud Arbery, as well as the ensuing protests, Taylor also <\/span><a href=\"https:\/\/www.coxenterprises.com\/about-us\/leadership-message\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">posted a message<\/span><\/a><span style=\"font-weight: 400;\"> to the Cox website announcing the official position of Cox toward issues of racism and inequality.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cRacism and discrimination have no home in our hearts or in our company,\u201d said Taylor. \u201cWe believe in equal rights and justice and stand with all of our employees who are peacefully protesting for much needed change. Our company\u2019s purpose is to build a better future. Doing that means playing a role in the events of today and in the years ahead. We ask ourselves: How can we evoke the change we want in the world? By being committed to human rights, justice, empowerment and by investment \u2014 of money, but also heart and soul \u2014 into all things good.\u201d<\/span><\/p>\n<h2>3) InterContinental Hotels Group<\/h2>\n<p><img decoding=\"async\" class=\"size-medium wp-image-4247 aligncenter lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/1280px-InterContinental_Hotels_Group.svg_-300x151.png\" alt=\"InterContinental Hotels Group logo\" width=\"300\" height=\"151\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/1280px-InterContinental_Hotels_Group.svg_-300x151.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/1280px-InterContinental_Hotels_Group.svg_-600x302.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/1280px-InterContinental_Hotels_Group.svg_-1024x516.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/1280px-InterContinental_Hotels_Group.svg_-768x387.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/1280px-InterContinental_Hotels_Group.svg_.png 1280w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/151;\" \/><\/p>\n<h4>Keith Barr, CEO<\/h4>\n<h4>Wayne Hoare, Chief Human Resources Officer<\/h4>\n<p><span style=\"font-weight: 400;\">On its <\/span><a href=\"https:\/\/www.ihgplc.com\/-\/media\/our-di-story--for-plc.pdf?la=en&amp;hash=B137541AF2B4AF802A2F198D7DFFA43B\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Our Diversity &amp; Inclusion Story<\/span><\/a><span style=\"font-weight: 400;\"> handout, InterContinental Hotels Group promotes the fact that 38% of its global senior leaders are women, and also lists its responsible business targets, which are to increase the percentage of its diverse IHG senior leaders with respect to gender, ethnicity, and nationality, and to increase the percentage of women working in managerial and operations roles in IHG-managed hotels.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To help make their workplaces more welcoming for women in management, IHG began to offer <\/span><a href=\"https:\/\/travmedia.com\/showPRPreview\/100020963\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">industry-leading parental-leave packages<\/span><\/a><span style=\"font-weight: 400;\"> to its employees. This includes six weeks of paid leave which increases to 12 weeks after two years of continuous employment. As a result of this, IHG reports that 95% of its women employees return to IHG after completing parental leave.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In early 2020, IHG <\/span><a href=\"https:\/\/www.hospitalitynet.org\/news\/4096837.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">earned a 100 percent score<\/span><\/a><span style=\"font-weight: 400;\"> on the Human Rights Campaign Foundation&#8217;s Corporate Equality Index (CEI) and was recognized as a <\/span><a href=\"https:\/\/hrc-prod-requests.s3-us-west-2.amazonaws.com\/files\/assets\/resources\/CEI-2020.pdf?mtime=20200713132437&amp;focal=none\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">\u201cBest Place to Work for LGBTQ Equality\u201d<\/span><\/a><span style=\"font-weight: 400;\"> for the sixth year in a row.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When interviewed for <\/span><a href=\"https:\/\/www.hrgrapevine.com\/publications\/magazine\/september-2019\/hotel-motel-diversitys-in\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">HR Grapevine Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\"> in 2019, IHG\u2019s outgoing chief human resources officer Ranjay Radhakrishnan declared diversity and inclusion initiatives to be \u201ca business necessity\u201d rather than a mere social importance, and further asserted that businesses and organizations that only engage in D&amp;I programs for the sake of branding will ultimately lose credibility.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During the summer of 2020, IHG <\/span><a href=\"https:\/\/www.phocuswire.com\/diversity-pledge-black-travel-industry\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">joined 14 other travel and hospitality companies<\/span><\/a><span style=\"font-weight: 400;\"> by signing Business in the Community&#8217;s <\/span><a href=\"https:\/\/www.bitc.org.uk\/race\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Race at Work Charter<\/span><\/a><span style=\"font-weight: 400;\">, thereby publicly affirming their commitment to prioritizing action on race within the hospitality industry.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In 2019, IHG CEO Keith Barr placed third overall on <\/span><a href=\"https:\/\/uk.finance.yahoo.com\/news\/heroes-top-40-advocate-executives-230130683.html?guccounter=1&amp;guce_referrer=aHR0cHM6Ly9maW5hbmNlLnlhaG9vLmNvbS9uZXdzL2loZy1rZWl0aC1iYXJyLWludGVydmlldy0wOTAwMzU2MTIuaHRtbA&amp;guce_referrer_sig=AQAAAJeS3bx6y6v4hMsHWSWYf79LBu9whtxpPq3QR9u3t8QoJ9myARLERiyhXHIpVOOWJcjMP7mwMqW7WX9eKnsKjhgTLqtcn3bGa40C4m4bwn0BA4UbOO373i_3abP2NJH89jNiwlxDyah-c3Q7Avvn7rdyCcAsVQa9-NENJ0oRLYAB\"><span style=\"font-weight: 400;\">HERoes<\/span><\/a><span style=\"font-weight: 400;\">\u2019 list of \u201cTop 40 Advocate Executives.\u201d HERoes credited Barr as a founding member of the advisory board for both Women in Hospitality and the Travel and Leisure 2020 group, and as a member of The 30% Club, which seeks to increase gender diversity at board and senior management levels. In response to receiving the award and being <\/span><a href=\"https:\/\/finance.yahoo.com\/news\/ihg-keith-barr-interview-090035612.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">interviewed by Yahoo<\/span><\/a><span style=\"font-weight: 400;\">, Barr downplayed the idea that he has a full understanding of diversity and inclusion.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cAs a white, almost 50-year-old male, I have not had the experiences that have challenged much of our employee population who are LGBTQ, women, [or from an] ethnic background \u2014 I haven\u2019t faced that,\u201d said Barr. \u201cTo think I really understand the issues is arrogant.\u201d<\/span><\/p>\n<h2>4) Coca-Cola<\/h2>\n<p><img decoding=\"async\" class=\"size-medium wp-image-4248 aligncenter lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Coca-Cola_logo.svg_-300x98.png\" alt=\"Coca-Cola logo\" width=\"300\" height=\"98\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Coca-Cola_logo.svg_-300x98.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Coca-Cola_logo.svg_-600x197.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Coca-Cola_logo.svg_-1024x335.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Coca-Cola_logo.svg_-768x252.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Coca-Cola_logo.svg_-1536x503.png 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/Coca-Cola_logo.svg_-2048x671.png 2048w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/98;\" \/><\/p>\n<h4>James Quincey, CEO<\/h4>\n<h4>Lori George Billingsley, Chief Diversity and Inclusion Officer<\/h4>\n<p><span style=\"font-weight: 400;\">In her 2019 book <\/span><a href=\"https:\/\/www.amazon.com\/Diversity-Inc-Promise-Billion-Dollar-Business\/dp\/1568588224\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Diversity, Inc.<\/span><\/i><\/a><span style=\"font-weight: 400;\">, New York University professor Pamela Newkirk devoted an entire chapter to Coca-Cola\u2019s attempts to address endemic racial discrimination following the payout of a $192.5 million settlement in response to a racial discrimination lawsuit in 2000.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Newkirk explained to <\/span><a href=\"https:\/\/www.strategy-business.com\/article\/A-disappointing-progress-report-on-diversity-and-inclusion?gko=25ff3\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Strategy + Business Magazine<\/span><\/i><\/a> <span style=\"font-weight: 400;\">how Coca-Cola almost immediately installed a task force specifically to address racism in the company: \u201cOver the next four years the climate and composition of Coca-Cola\u2019s workplace began to change, first gradually, as the task force nudged and sometimes dragged the company into compliance with the court agreement.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since the lawsuit, Coca-Cola has racked up several awards for its diversity efforts, including awards from <\/span><a href=\"https:\/\/www.reliableplant.com\/Read\/26508\/Coca-Cola-diversity-efforts\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Hispanic Business Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\"> as one of the \u201cDiversity Elite 60,\u201d and from <\/span><a href=\"https:\/\/www.comparably.com\/companies\/the-coca-cola-company\/awards\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Comparably<\/span><\/a><span style=\"font-weight: 400;\"> as a \u201cBest Company for Diversity.\u201d It also placed fifth on <\/span><a href=\"https:\/\/www.forbes.com\/best-employers-women\/#510808a17de9\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Forbes Magazine<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019s list of \u201cBest Employers for Women.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Coca-Cola presently maintains eight <\/span><a href=\"https:\/\/www.coca-colacompany.com\/shared-future\/diversity-and-inclusion\/employee-groups#:~:text=Our%20Business%20Resource%20Groups%20are,Office%20of%20Diversity%20and%20Inclusion.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Business Resource Groups<\/span><\/a><span style=\"font-weight: 400;\">, including the African American BRG, the Asian BRG, the Hispanic Leadership BRG, the KO-Gen BRG (multigenerational), the LGBTQA BRG, the Military Veterans BRG, This-Ability BRG (disabled employees), and women\u2019s LINC BRG (women\u2019s career advancement).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In response to race-based violence in Coca-Cola\u2019s home city of Atlanta, the company\u2019s CEO James Quincey penned an <\/span><a href=\"https:\/\/www.coca-colacompany.com\/media-center\/a-message-from-coca-cola-chairman-and-ceo-james-quincey\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">official message<\/span><\/a><span style=\"font-weight: 400;\"> to all employees of Coca-Cola.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cOur hearts break when we see our communities in pain throughout the United States, and especially in our company\u2019s hometown,\u201d said Quincey. \u201cWe stand as one with our employees, business partners and communities in rejecting racism and discrimination. We share their anger, fear, sadness and disappointment over the lack of progress in protecting Black Americans and people of color from acts of racism and injustice. We strive for an inclusive world where all voices are heard. Coca-Cola joins Atlanta Mayor Keisha Lance Bottoms, and community leaders across North America, in the call for peaceful protests with purpose. We reject all forms of violence and destruction.\u201d<\/span><\/p>\n<h2>5) Home Depot<\/h2>\n<h2><img decoding=\"async\" class=\"size-medium wp-image-4249 aligncenter lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/home-depot-300x157.png\" alt=\"Home Depot logo\" width=\"300\" height=\"157\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/home-depot-300x157.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/home-depot-600x314.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/home-depot-1024x536.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/home-depot-768x402.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2021\/07\/home-depot.png 1200w\" data-sizes=\"(max-width: 300px) 100vw, 300px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 300px; --smush-placeholder-aspect-ratio: 300\/157;\" \/><\/h2>\n<h4>Craig Menear, CEO<\/h4>\n<h4>Beatriz Rodriguez, Chief Diversity Officer<\/h4>\n<p><span style=\"font-weight: 400;\">A 2005 article from the <\/span><a href=\"http:\/\/www.stlamerican.com\/business\/home-depot-works-diversity-into-its-foundation\/article_a4b433ac-b859-546e-8eed-c63d52fdcbf2.html\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">St. Louis American<\/span><\/i><\/a><span style=\"font-weight: 400;\"> about how Home Depot had brought 130 new jobs to the diverse North St. Louis County community mentioned how the company referred to diversity as &#8220;&#8230; the catalyst for innovative thinking, entrepreneurial spirit and new ways of building communities.\u201d When quoted for the article, Home Depot\u2019s chairman Bob Nardelli said &#8220;The Home Depot truly believes in the ability of all of our people and celebrates our diversity. We all wear the orange apron, but we represent many backgrounds and interests in the genuine spirit of an inclusive culture.&#8221;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since then, Home Depot\u2019s commitment to organizational diversity and inclusion has become even more formalized. The company\u2019s seven current <\/span><a href=\"https:\/\/corporate.homedepot.com\/responsibility\/people\/diversity-and-inclusion\/associate-resource-groups\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Associate Resource Groups<\/span><\/a><span style=\"font-weight: 400;\"> include African American Pulse, Inspira (Hispanic and Latin American), Limitless (employees with disabilities), the Military Appreciation Group, THD Pride (LGBTQ), Pan Asian Waves, and The Women\u2019s Link.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In 2017, Home Depot was named to Mogul\u2019s <\/span><a href=\"https:\/\/onmogul.com\/stories\/top-100-innovators-in-diversity-inclusion\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">inaugural list<\/span><\/a><span style=\"font-weight: 400;\"> of the \u201cTop 100 Innovators in Diversity &amp; Inclusion.\u201d That same year, Home Depot\u2019s chief diversity officer Beatriz Rodriguez said to the <\/span><a href=\"https:\/\/atlantatribune.com\/2017\/09\/12\/diversity-no-longer-a-corporate-buzzword-innovates\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Atlanta Tribune<\/span><\/i><\/a><span style=\"font-weight: 400;\">, \u201cWe can proudly say our employees seem more engaged than ever. Diversity and inclusion, and safety are tied for number one as the most favorable categories that our associates rate Home Depot in.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Two years later, Rodriguez received the honor as \u201cTop Diversity and Inclusion Officer\u201d at <\/span><a href=\"https:\/\/www.bizjournals.com\/atlanta\/news\/2019\/11\/15\/home-depots-rodriguez-diversity-drives-recruitment.html?ana=TRUEANTHEMFB_AT&amp;utm_campaign=trueAnthem%3A%20Trending%20Content&amp;utm_medium=trueAnthem&amp;utm_source=facebook&amp;fbclid=IwAR1EGTmkKYKcNOmCM_p5UsrS3ytkiQGnb-xD2kX4u6le2d8yc7tn-axf9V4\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Atlanta Business Chronicle<\/span><\/i><\/a><span style=\"font-weight: 400;\">\u2019s 2019 Diversity and Inclusion Awards. <\/span><a href=\"https:\/\/www.shrmatlanta.org\/page\/di-awards\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">The award<\/span><\/a><span style=\"font-weight: 400;\"> is given to \u201c&#8230; individuals whose primary job is promoting diversity within their organization and who have shown leadership, commitment and motivation \u2014 driving the diversity agenda throughout the organization and the wider community.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When Home Depot CEO Craig Menear was interviewed at Michigan State\u2019s<\/span> <a href=\"https:\/\/broad.msu.edu\/news\/warrington-lecture-home-depot-ceo-culture-orange-blooded-family\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Eli Broad School of Business<\/span><\/a> <span style=\"font-weight: 400;\">and asked what he thought Home Depot\u2019s secret to success was, he responded by crediting Home Depot\u2019s diverse culture.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cDiversity is critical for us to understand the needs of our customers, and it brings different points of view to the table when you\u2019re making decisions,\u201d said Menear. \u201cLast year, 47 percent of Home Depot\u2019s new hires were diverse. Diversity and inclusion is critical to understand our customers \u2013 whether that be communication style or speaking a different language, or understanding where our customers are coming from.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For resources to help your company with its diversity and inclusion initiatives, <\/span><a href=\"https:\/\/thediversitymovement.com\/publications\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">check out our insights<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In 2018, the Metro Atlanta Chamber recognized the 10 startup companies that were selected for involvement with the VC Pathways program, which paired startup founders from underrepresented groups with mentors15<\/p>\n","protected":false},"author":2,"featured_media":4258,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[58,5],"tags":[],"tdm_type":[92],"class_list":["post-4244","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-trends-industry-insights","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Five Atlanta Executives Getting Diversity, Equity, and Inclusion Right - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"We&#039;re sharing five examples of Atlanta companies getting diversity, equity, and inclusion right as a celebration of their 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