ANSWERS OF THE YEAR

Top solutions from our 2006 interviews

RETAIL DIVERSITY

“The retail industry is working very hard to promote gender diversity at all levels. Today you can find women in senior executive positions with nearly every retail company out there and that positive trend seems to be continuing…I would say that we are ahead of other industries, and I would not be surprised to see those numbers continue to increase in the years to come.”

CAROLINE COTTEN NAKKEN
President and CEO, MassConnections
Complete interview

PERSONAL DEVELOPMENT

“Identify mentors, both inside the organization and out. Network with other women as well as with men. Share experiences and solutions with others. Understand the root causes of some of the barriers they face and partner with others to remove those barriers. Find allies and work the issues of disadvantage through partnerships and collaboration.”

VeLOIS BOWERS
Vice President, Diversity and Inclusion
The Kellogg Company
Complete interview

RECRUITMENT

“All company attitudes start at the top. If someone at the top says we must hire more women and minorities, then more will get hired. Also be aware that lots of people operate under the “not enough pie” theory of life. Companies must find ways to educate people in the “there’s enough pie for everyone, if we just do it right” theory. Education is crucial, because most people’s prejudices arise from fear.”

PENNY SALLBERG
Executive Vice President
CPGjobist Complete interview

ON/OFF RAMPS

“Personal Pursuits…is designed for employees who wish to leave the workforce for one to five years with the intention of re-entering thereafter. Participants stay connected and their skills stay up-to-date through Deloitte-sponsored ongoing training, mentoring, networking events, continued licensing accreditation, and even ad-hoc assignments each designed to keep their skills and relationships current. This is just one example of a program, which I feel reflects the long-term dedication of our organization to its people.”

STACY JANIAK
Audit Partner, Deloitte & Touche
Complete interview

VALUE OF WOMEN

“This might get me into trouble, but I believe women bring a reality check to marketing decisions; they are in touch with how life runs, they know the difference between aspiration and blue-sky fantasy. Marketing and retailing show the stamp of women executives. On the other hand, I would never want to be without the sharp, cut-to-the quick insight that the men I work with bring to decisions.”

CANDACE CORLETT
Principal, WSL Strategic Retail
Complete interview

WORK/LIFE BALANCE

“Regardless of the advancements in technology that are supposed to make us more efficient, we are still very overwhelmed with making sure we excel at our careers, giving to the community, and in raising our families. In order to balance work/life, we have to put our priorities to those activities that mean something to someone (including ourselves), and not just spin our wheels on those things that don’t contribute to our or others' well-being.”

SANDEE NIELANDER
Founder, EE Enterprises LLC
Complete interview

THE BUSINESS CASE

“The business case for diversity management is determined by how important the company considers increasing their bottom-line business profits. It is clear that we are in a global economy and that reaching all markets requires that we have insight into diverse cultures as well as employ diversity of thought, ideas and approaches. To reap the richness of diversity, we need to hold on to the common goal while allowing creativity in how we arrive at the goal.”

DENISE BROWN
CEO, Timely Direction
Complete interview

LATINA TALENT

“Companies can identify and develop their Latina talent. Are the Latinas in upper management and if not, why? These women can then serve as mentors for those that are at the entry level. Consider flex time for all your women and men so they can participate actively with their children at special times. Establish a Latino employee group so that Latinas will have an opportunity to have a collective voice to participate in policy, mentoring and growth.”

CRISTINA BENITEZ
President, Lazos Latinos
Complete interview

WOMEN’S COUNCILS

“It is important that the objectives advance the organization, build and improve culture, and support doing business in a dynamic marketplace. Managers and company leaders should encourage employee involvement, provided they are advancing the business by performing effectively. At Hershey, we conducted focus groups with women across the company to determine what Hershey was doing to support women and identify areas of opportunity for improvement. The feedback…was grouped into three major categories: Family-Friendly Work Environment, Work-Life Integration, and Development and Networking.”

MICHELLE GLOECKLER
Vice President and General Manager, The Hershey Experience
Board Member At-Large, Network of Executive Women
Complete interview

RETENTION AND ADVANCEMENT

We know that you get what you measure, so we recommend that our sponsoring companies set goals and measure key metrics that are needed to attract, retain and develop a diverse organization through score carding. We also know that companies that tie executive compensation to developing a diverse organization also achieve better results. Representation at all levels is important, but creating an inclusive culture where everyone has the opportunity to succeed is the key to creating an competitive advantage in the marketplace.

HELAYNE ANGELUS
VP Global CBD Diversity, Procter & Gamble
President, Network of Executive Women
Complete interview

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