DIVERSITY PROGRAMS | FAMILY FRIENDLY BENEFITS | FAMILY FRIENDLY ENVIORNMENT

Diversity Programs

Organization Commitment

• Open door policy that encourages employees to discuss their needs and concerns.
• Managers are evaluated on their performance appraisals on how their departments do in reference to diversity and affirmative action program goals.
• Setting an example by having diverse senior management and Board of Directors.
• Stereotypes are challenged with accurate information.
• Diversity is included in Guiding Principles of organization.
• Each Affiliate location has a full time corporate Diversity Director and a local Diversity Champion.
• Local Diversity Plan that addresses internal and external initiatives to meet both employees’ and customers’ needs.
• Allow each employee to determine the holidays he/she wishes to observe, and request off accordingly.
• Having a diverse diversity committee.

Training

• Diversity is covered in new hire orientation.
• Supervisors and managers receive additional local special training on diversity annually.
• During local training, managers and supervisors are reminded that diversity is a mindset.  It is not only different sexes, races, religions, nationalities, etc., but diversity means being tolerant of other people’s ideas and opinions.  It means being open to ideas and opinions that can be different, and sometimes radically different, from the way we are currently doing things. 
• Diversity is covered annually with a tape and lecture by the Human Resources Manager in the all employee meetings, which are mandatory.  There is a question and answer period at the end.

Events

• Diversity Newsletter that highlights activities of Diversity Council and provides articles and facts about diversity.
• Teambuilding activities are sent to managers, each one including a diversity objective.  For example, one activity showed diversity of thought and communication.  Each employee was asked to describe what various words meant to him or her; words included “a lot” “quite often” and “occasionally.”  The exercise allowed employees to understand the diverse interpretations of words by their co-workers. 
• Celebrate various food days in employee cafeteria including Cinco de Mayo, Chinese New Year, St. Patrick’s Day, and Grandparents Day.  Also, include ethnic music and information. 
• Diversity Week for all employees—includes things such as a featured employee and his/her favorite ethnic food and provide employee insight on the food item related to the employee’s ethnicity; highlight diverse groups of people throughout the week and provide informative facts; and host a diversity reception for employees that features diverse snacks/treats and provide information on the food, country, or culture.
• Celebrate Martin Luther King, Jr. Day through music, speakers, refreshments, and a vendor fair.  Before celebration, plain white t-shirts were distributed to interested individuals to decorate by depicting their own unique cultural identity.  Returned shirts were displayed in prominent area.
• Establishment of a Diversity Cookbook with recipes submitted by team members.

Recruitment Efforts

• When a position is open, Human Resources Manager receives a letter from the CEO reminding him/her the importance of diversity in the workplace.
• Events planned at universities concentrated on members of minority organizations.
• Employees provided with guides on navigating the job system so existing employees, particularly women and minorities, can review open jobs for promotional opportunities.
• Emphasis placed on recruiting minority candidates, as well as, candidates with disabilities and retirees.
• Recruit interns from traditionally minority colleges.
• Recruit at job fairs in highly populated minority neighborhoods
• Employment applications and signage have been translated into Spanish.

• A suggestion program allows employees to suggest new or different ways of doing things, as well as bring to light any diversity topics. 
• English classes are available and encouraged for employees for whom English is a second language.
• Offer training sessions to employees focused on better communication with Spanish speaking customers.
• Administer an Intranet Foreign Language Directory that offers a list of employees who speak various languages, so employees can quickly communicate with foreign language customers.
• Diverse community events and activities in local area are placed on a community calendar that is available for employee viewing on company’s intranet.
• Match female and minority high-potential employees to a mentor depending on pre-determined short and long–term career goals. 
• Multi-lingual employees are highly valued and additional pay is provided for employees that sign for the hearing-impaired or translate for non-English speaking customers.
• Childcare Center on site that is available day and night shift.
• Welcome back program is held with team members who return from long-term military assignment.  Team members on extended military leave receive telephone calling cards for family members, newsletters are mailed to the team members’ families and differential pay is provided for long-term military assignment.
• Special parking for expectant mothers
• Free valet parking for customers and disabled employees.
• Recognize different religions and alternate days to worship and establish schedules for employees to enable them to work around their faith commitments.
• Sponsorship of cultural awareness programs in community.