At this global consulting and technology services firm, multicultural employees are considered a huge competitive asset.  To ensure that they have all the support and information they need to advance their careers, the firm in 2008 launched its U.S. Career Development Checkpoint process, a customized skills review for female employees and multicultural staffers. Employees meet TK HOW OFTEN with career counselors and human resources representatives to sketch out their career goals and determine what further training and experience they need to achieve them. Those who opt for extra leadership training can sign up for an array of offerings, including a “crash-course MBA” from the Smith College Leadership Consortium, a Developing High Performing Women course and a leadership summit. In 2008, at least one-third of those who participated in these programs were women of color.

Multicultural Women: 15%

Multicultural Women Managers/Execs: 7%

Chief Diversity Officer: LaMae Allen DeJongh

Hires who are multicultural women: 16%

Hires who are multicultural men: 23%

Multicultural women managers/execs: 7%

Multicultural men managers/execs: 16%

Top 20% earners who are multicultural women: N/A

Top 20% earners who are multicultural men: N/A

Multicultural women on board of directors: 0%

Offers formal compensation program to reward managers who specifically help multicultural women advance: NO

Rates managers on the number of multicultural women employees advancing: NO

Uses outside recruiter to focus on finding multicultural women candidates: YES

Offers support groups specifically for multicultural women: NO

Offers mentoring programs specifically geared toward multicultural women early in their careers: NO

Offers sponsorship program specifically geared toward multicultural women early in their careers: NO