Our commitment to maintaining a diverse work force is affirmed by long-term, comprehensive, corporate-wide diversity programs designed to enhance recruiting, provide diversity training, and offer all employees the means to develop to their fullest potential.

Frito-Lay
Lisa K. Van Riper
Director of Public Relations

Continuing commitment to diversity?
PepsiCo/Frito-Lay's commitment to diversity is underlined by our current diversity initiatives to ensure that we attain our core value of diversity as a competitive advantage. Among others, these initiatives include: Dedicated executives for managing diversity; multiyear strategic plans for diversity developed with the same vigor and goal-setting process as other business issues; external diversity board to advise how to leverage diversity in the workplace; mandatory annual affirmative action planning process; employee networks, such as the Black Professionals Association, to mentor and support minority and female employees.

Significant changes in the past year?
In 2000, our spending with minority-owned and women-owned suppliers reached $379 million -- up 7 percent from 1999. We are targeting a 10 percent increase in our spending for 2001, up to $417 million.

General Motors Corporation
Thomas M. Thivierge
Director, GM North America Talent Acquisition

Continuing commitment to diversity?
GM values the contributions of all people that contribute to rich and creative solutions to address today's automotive challenges. These challenges are great given the current economy, and GM is continuing to aggressively recruit top, diverse talent to help address these challenges.

Georgia-Pacific Corporation
Texanna M. Reeves
Group Manager, Workforce Strategies & Program

Continuing commitment to diversity?
Georgia-Pacific has established a business case for diversity, supported by our executive leadership, that integrates our diversity initiatives into the way we run our business. This strategy enables us to focus on high-value, high-impact activities. We offer cost-effective methods to support our diversity initiatives. For example, we have supplied our businesses with a Diversity Communications Kit that provides opportunities for training regardless of budget.

Significant changes in the past year?
Georgia-Pacific has had a diversity strategy since 1995; and that strategy was enhanced during the past year. The major tactics of our strategy include the implementation of the Diversity Score Card and the cross-functional diversity council that drives our diversity projects. The Diversity Score Card measures the diversity performance of our executive vice presidents.

Humana Inc.
Vivian Tate
Director of Multicultural Relations

Continuing commitment to diversity?
The current corporate strategic focus for Humana Inc. is on growth, innovation, and consumercentrism. We know that by nurturing the potential of diversity, we will not only be able to capitalize on the positive impact of diversity on innovation and attract more of the best and the brightest, but we will be able to better respond to the needs of our customers. Our commitment to diversity is stronger today than ever before, because we know that appropriately leveraging diversity will help us to gain competitive advantage.

Significant changes in the past year?
Yes. The level of commitment to diversity within Humana has increased significantly. In fact, four of the members of our Diversity Strategic Team are direct reports to our CEO, Mike McCallister.

IBM Corporation
J.T. "Ted" Childs Jr.
Vice President, Workforce Diversity

Continuing commitment to diversity?
Yes. In fact, I believe that IBM is the diversity leader in our industry today. My belief is supported by our more than 100-year heritage of leadership and development of equal opportunity and leadership employee programs, such as the Global Work/Life Fund, for child and dependent care needs, and Domestic Partner Benefits. Our initiatives become even more illustrative as IBM employees create and lead more than 50 Workforce Diversity Councils, 110 U.S. Diversity Network Groups, and eight Constituency Diversity Executive Task Forces. Most importantly, more than half of the executives on IBM's 54-member Worldwide Management Council are actively involved with a Diversity Task Force in a "partnership" role, providing guidance and direction.

Intel Corporation
Della Smith
Corporate College Diversity Manager

Continuing commitment to diversity?
Despite the current economic climate, Intel realizes that diversity is critical to its long-term success. For this reason, we have refocused our efforts on more of our strategic programs rather than on the tactical programs. These strategic programs concentrate on conducting research studies on conversion patterns, strengthening relationships between Intel and the schools, and retaining students in technology, instead of simply centering on recruiting.

Significant changes in the past year?
Yes. Rather than focusing on a number of different activities that provide a short-term gain, Intel has refocused both people and dollars in a more strategic manner, scaling back activities that only focus on recruitment activities and investing in activities that have elements of both recruiting and relationship-building.


The Johns Hopkins Hospital
Clifton Scott
Director, Employee/Labor Relations, Workforce Diversity and Equal Employment Opportunity/Affirmative Action

Continuing commitment to diversity?
The Johns Hopkins Hospital's commitment to diversity is as strong as ever. In the current political and economic climate, the hospital's commitment to diversity has increased. The hospital recognizes the need to increase information available to employees as well as an awareness of diversity.

Special initiatives for the coming year?
The Diversity Program has two main goals for this coming year. The first is to establish a Diversity Council, whose purpose would be to develop a focused approach to diversity education and awareness for the hospital. The second goal of the program is to celebrate nationally recognized diversity events such as National Women's Month, National Hispanic Month, and Black History Month.

The Johns Hopkins University Applied Physics Laboratory
Aili E. Kujawa
Department Head, Human Resources and Services

Continuing commitment to diversity?
Having a diverse staff is one of APL's critical business objectives. In August 1999, the director of APL established the Diversity Working Group (DWG), which reports to the Executive Council, APL's governing body. Over the past several years, APL made a sustained effort at identifying, evaluating, and implementing tangible actions that develop recruitment pipelines.

Significant changes in the past year?
The DWG targeted several diversity initiatives during the past year, including: Increasing diversity awareness by developing the Commitment to Diversity statement; increasing diversity hiring; increasing staff development and retention; monitoring diversity progress; and increasing staff involvement by establishing the Women and Minority Advisory Council.

L'Oréal USA
Victoria L. Holloway, M.D., M.P.H.
Assistant Vice President, Research and Development

Continuing commitment to diversity?
L'Oréal USA's Research and Development team is 39 percent non-White and 18 percent African American. This kind of diversity demonstrates respect for people from different backgrounds and encourages tolerance. This makes our organization an attractive one for people from diverse backgrounds.

Significant changes in the past year?
Approximately one year ago, the L'Oréal Institute for Ethnic Hair and Skin Research was established. The institute is currently hiring scientists from different fields, including physics, biology, and chemistry, with an expertise or interest in studying Black hair and skin. This hiring is expected to increase our already diverse research and development staff.

ManTech Advanced Systems International
Davita N. Carpenter
Director of Human Resources

Continuing commitment to diversity?
ManTech Advanced Systems International believes in taking a proactive approach to creating diversity in our workplace. The economic climate drives us to focus and work harder at our efforts. We maintain our relationships with programs in our community that reflect the morals, ethics, and integrity of our MASI family. Our president, Robert C. Taylor, leads our family by actively promoting and participating in workplace and community activities.

Significant changes in the past year?
We work very closely with our recruiters when advertising and attending job fairs. Our online Web base recruiting system assures us that our job opportunities reach as many employment specialists and publications as possible around the world. We also have team members that actively communicate with diversified employment agencies in placing their applicants.

Maryland State Highway Administration
Thelma D. Thorne-Chapman
Manager, Diversity & Special Initiatives

Continuing commitment to diversity?
The State Highway Administration has maintained its commitment to diversity by incorporating diversity into our strategic Business Plan for the organization. Diversity is part of the way we conduct our business, and, therefore, it is in the fiber of everything we do for our external as well as our internal customers.

Significant changes in the past year?
The SHA believes diversity is an every-evolving organizational initiative that we have not had to add programs to. Rather, SHA continues to work to improve on the many programs, conferences, and training and developmental opportunities for all employees.

Special initiatives for the coming year?
The SHA diversity initiatives that are annual and ongoing are: special emphasis and cultural programs, annual diversity training and developmental conferences, statewide employees Mentors Program, and outreach mentoring partnerships with local middle and high schools.

MasterCard International
Carolyn Koenig
Senior Vice President of Human Resources

Continuing commitment to diversity?
At MasterCard, our commitment to diversity is part of our culture regardless of the status of the economy. The goal of our diversity efforts are to ensure that MasterCard's work environment, policies, practices, and systems provide all employees with an opportunity to contribute to the business goals of the company by leveraging their skills, knowledge, and culture. MasterCard's diversity effort is driven by the following three strategic factors: operate and compete for business globally; attract, employ, develop, and retain employees globally; and build profitable relationships with diverse constituents. These factors drive many programs, including training, outreach programs, attraction methods, career development, and mentoring.

Merck & Co., Inc.
Deborah Dagit
Executive Director, Workforce Diversity

Continuing commitment to diversity?
At Merck, we believe that employee dedication and satisfaction directly relates to our commitment to valuing and fully utilizing our diverse work force.

Significant changes in the past year?
These include a Diversity Reporting Compliance Tool that generated required compliance reports and enhanced access to diversity metrics for broader initiatives; and Diversity Metric Workshops that provided divisional client managers with tools to enhance their respective diversity initiatives. Merck continues to enhance its mentoring programs and further supports partnerships with various organizations such as INROADS and GEM, which awards scholarships to students of color. Merck also made a 10-year, $20-million commitment to the UNCF by providing scholarships and internships to selected African-American scientists who are pursuing their studies in biomedical research.

Miller Brewing Company
Danae Davis Gordon
Director, Diversity, Staffing and Worklife

Continuing commitment to diversity?
Full steam ahead. Diversity remains a business imperative at Miller Brewing Co. CEO and senior executive commitment is as strong as ever. We still set diversity numerical and nonnumerical objectives and hold the organization accountable for diversity business results.

Significant changes in the past year?
We have only strengthened it. We continue to build a strong university relations program, support ethnic and gender affinity groups, set diversity objectives (company and individual), and build an inclusive work environment.

Special initiatives for the coming year?
Launching of company-wide diversity council; enhancement of accountability measures for diversity results; increase in the percentage of women and people of color promoted to higher-level jobs, among other initiatives.

Motorola, Inc.
Joyce A. Stearn
Vice President and Corporate Director, Global Diversity and Compliance

Significant changes in the past year?
The key change we have made to our diversity program was to change our focus and go beyond the numbers. We are now concentrating on making diversity part of our tapestry of who we are at Motorola and utilizing diversity as a competitive advantage.

Mutual of Omaha
Liz Mazzotta
Vice President of Diversity and Development

Continuing commitment to diversity?
Mutual of Omaha is committed to reaching out to our customers in a variety of ways. We continually provide products, services, and career opportunities to meet the changing needs of our prospective customers. As a partner with the INROADS program, Mutual of Omaha placed four students in internship positions throughout the company this year. We also participated in several career fairs to recruit diverse candidates to fill our positions, including the National Affirmative Action Career Fair Network, Urban League, Goodwill Industries, Working Mother Magazine, and the Latino Leadership Conference. We hired 13 associates as a result of these fairs.

Significant changes in the past year?
Mutual of Omaha expanded recruitment efforts in Alabama this fall to include Tuskegee University and Alabama A&M.

NASA Goddard's Wallops Flight Facility
Lisa Cropper Johnson
Equal Opportunity Officer

Continuing commitment to diversity?
As a clear indicator of their support of ensuring appropriate diversity within our work force, the senior officials at Goddard/Wallops established the Affirmative Employment-Equal Opportunity Action Plan in October 2000. Significant progress has been made in some areas. At the Facility, there is recognition that hiring will be limited in some organizations. Thus, whereas the plan indeed includes actions relative to hiring, the plan covers a wide range of areas including but not limited to feeder programs, lecture series, career development, and mentoring.

NASA Langley Research Center
Vivian Baptist Merritt
Head, Office of Equal Opportunity Programs

Continuing commitment to diversity?
NASA Langley has broadened its areas of recruitment to attract qualified diverse candidates from underrepresented groups and individuals with disabilities. We have continued to develop current employees for advancement through training, appointment to special projects, interagency details, etc. We have continued to emphasize availability of existing quality of worklife initiatives for all employees, including flextime, telecommuting, on-site child care, employee assistance program, family-friendly leave programs, recreational activities, and seminars/workshops on balancing work and personal lives.

Significant changes in the past year?
We established an annual Diversity Day at the center, when culturally diverse individuals provide information on their heritage.

National Semiconductor Corporation
Barbara Williams
HR Program/Project Manager, Global Staffing

Continuing commitment to diversity?
National Semiconductor is a global company committed to creating a diverse work force. Because of this, our commitment to hiring top female and minority candidates still continues despite the current economic downturn. Our goal is to become more visible in our industry and our community and to develop best practices that will help us to become a more inclusive organization.

Special initiatives for the coming year?
In the coming year, our focus is on developing a diversity business case that involves creating a diversity statement, recruitment, retention, metric, diversity supplier relationships, and skills training and education. We intend to create a diversity council to help us further our strategic business imperative and increase our bottom line.

The Northern Trust Company
Thomas E. Mitchell
Corporate Diversity Officer

Continuing commitment to diversity?
Northern's leadership, both at the corporate level and the diversity initiative level, recognizes that diversity is not just a "nice to do, nice to have" when times are good. Diversity falls into the category of a business imperative. That is true of both the marketplace and the workplace. In order to continue to perform at anything resembling the high level to which we have become accustomed, it is necessary to continue to be able to attract both a diverse client/customer base and to attract the best available talent from a very diverse talent pool. 

Significant changes in the past year?
We added Women and Minority Business Development to our three-year diversity goals and have been more vigilant in getting people into the required training programs.

Raytheon Company
Thelma Kailiwai
Director, Global Diversity

Continuing commitment to diversity?
Raytheon continues to operate according to the plan we have set for ourselves with respect to our diversity strategy and initiatives and commitment to providing an inclusive work environment. It is integral to our competitive advantage and our aspirations of being among the very best in our industries, one of the most admired technology companies in the world, and an employer of choice for a diverse work force.

Significant changes in the past year?
The first phase of our diversity journey successfully established executive leadership commitment with the Executive Diversity Council. Global diversity strategies and initiatives were subsequently cascaded throughout the various leadership levels.

Schlumberger
Ellen Smith
Diversity and Dual Career Manager, North and South America

Continuing commitment to diversity?
From its first days of operation, diversity has been a cornerstone of Schlumberger and it is nonnegotiable regardless of the business climate. Schlumberger's diversity is a key competitive advantage. We believe that in order to deliver superior service to our customers, regardless of the location of their operations, we must understand their perspective. How we do that is through the demographics of our work force. Our diversity and all of our varied perspectives allow us to develop the best technology and outstanding profits.

Significant changes in the past year?
Much of our diversity effort in 2001 has focused on high school and college students with particular emphasis on encouraging them to pursue careers in science and technology.

Seagate Technology LLC
David Armstead
Diversity Director, Americas

Continuing commitment to diversity?
Seagate is in the process of integrating diversity into every aspect of our business. Therefore, a sound business case has been presented, and our diversity goals are not as vulnerable to the changes in the economy. Additionally, we truly believe that diversity provides us with a competitive advantage. It's part of our vision statement.

Significant changes in the past year?
The diversity program is less than one year old at Seagate, and in that period of time we have established Diversity Action Councils in three of the four design center locations, with the fourth scheduled to be formed by year end.

SRA International, Inc.
Shirl L. Mack
Vice President, Human Resources Operations

Continuing commitment to diversity?
Organizations everywhere, whether in private industry, government, or academia, are continually faced with the need to do more with fewer resources. And while SRA certainly recognizes the effects of the ongoing changes in our economy, our commitment to maintaining diversity in our workplace has not wavered. We continue to strive to recognize, celebrate, and show our respect for the diversity of our work force in every way that we can. We recognize that to fulfill our corporate vision to become one of the best companies in the world, we must make our commitment to diversity ever stronger.

Significant changes in the past year?
SRA recently held its first annual Small Business Diversity Conference, which was attended by more than 25 companies.

Storage Technology Corporation
Jacqueline Gibson
Associate Systems Engineer

Continuing commitment to diversity?
To remain competitive in the current economic climate, StorageTek has developed a corporate culture that values and leverages a diverse work force. To support StorageTek's core ideology, we have created a corporate culture which attracts and retains competent individuals, treats them with dignity, promotes their innovation, and values each individual's diversity. This work force is representative of the world's people. The key to our success as a company is each manager: his or her individual ability to hire, recruit, and retain exceptional talent.

Special initiatives for the coming year?
Yes: Mentoring and support programs for interns. A succession planning process and interviewing process for positions to ensure that a diverse slate of candidates are being developed and surfaced when openings arise. Additionally, our recruitment strategy for 2002 includes participation at diversity career fairs, key colleges, and universities around the world.

Sun Microsystems, Inc.
Gary F. Serda
Manager of Global Diversity and Community Development

Continuing commitment to diversity?
Sun has worked to not only maintain its commitment to diversity during the current economic climate but to seize the opportunity to expand our commitment and to re-engineer our diversity practices for the long term. Like many other companies, Sun has experienced a slowdown in hiring during the current downturn in the economy. Rather than viewing this situation as a deterrent to our diversity efforts, Sun opted to use it as an opportunity. Sun's Global Diversity Department organized four project teams, composed of recruiters from all of Sun's business units, to re-engineer our diversity practices with the goal of increasing the effectiveness of our diversity programs. As a result of this body of work, new diversity initiatives were designed that will be phased in over the next two years.

Texas Instruments Incorporated
Diana Johnson
Diversity Staffing Manager

Continuing commitment to diversity?
Our commitment has remained steadfast.

Significant changes in the past year?
TI is as firmly committed to our diversity program as ever. Earlier this year, we decided to continue with our annual internal TI diversity forum in spite of the downturn. However, to conduct the forum and keep cost down, we refocused the format and shifted the audience to include almost 80 percent mid-level TI managers. The conference was rated the best one ever by all of those who attended.

Special initiatives for the coming year?
We fully anticipate adding a Bangladeshan diversity initiative and most likely one for our Muslim employees.

Toyota Motor Sales, U.S.A., Inc.
Tracy Underwood
Media Relations Manager

Significant changes in the past year?
Toyota recently announced a breakthrough strategy for diversity and inclusion that goes beyond compliance and quotas to create a vision and value for the company and the automotive industry as a whole. On Aug. 9, Toyota's North American companies committed themselves to investing $7.8 billion over 10 years in sustainable minority economic impact through dramatic increases in minority purchasing, advertising, dealer development, corporate giving, and career training. This visionary initiative has two components: A comprehensive company diversity and inclusion plan that will expand opportunities at Toyota, and a new Toyota Avenues for Advancement Program that goes beyond internal efforts to create a better industry and expand management development and automotive service training for minorities.

United Water Services Atlanta, LLC
Michelle Stewart Ware
Human Resources Manager

Continuing commitment to diversity?
United Water has always made every effort to ensure that its work force reflects the community being served. Taking this a step further, United Water is currently continuing the implementation of a comprehensive diversity program throughout the entire organization. This program began with every employee from the CEO and senior vice presidents to field staff completing an intensive diversity-training program. Actualization of the training received is demonstrated through the selection and professional development of individuals from diverse backgrounds.

Significant changes in the past year?
This year in Atlanta, senior managers from various projects throughout the country were paired with Atlanta project managers in a mentoring program that will enhance diversity at every level.

U.S. Consumer Product Safety Commission
Selena Lee
Director, Office of EEO and Minority Enterprise

Continuing commitment to diversity?
The U.S. Consumer Product Safety Commission (CPSC) is committed to all aspects of diversity. The agency has continued to deliver its commitment to diversity despite a downturn in the economy and the challenges that accompany such an economic climate. In fact, we believe it is no less important to value the diversity of our work force in times such as these, as the contributions of each individual become even more important. Representation of women and minorities in CPSC remains above the national civilian labor force.

Significant changes in the past year?
In August 2001, the agency established the CPSC Diversity Council, which is made up of managers and employees who volunteer their time to serve.

Verizon Communications
Oscar C. Gomez
Vice President - Office of Diversity and Business Compliance

Continuing commitment to diversity?
Verizon is committed to work force diversity and equal employment opportunity in all aspects of its daily business activities, regardless of the economic climate. Verizon actively engages in conduct that will enhance opportunities for women, minorities, individuals with disabilities, and veterans. This includes employment practices, vendor partnerships, and philanthropic activities, as well as workplace environment.

Significant changes in the past year?
Verizon has implemented a unique and far-reaching Verizon Diversity Strategy, which is designed to increase innovation, customer satisfaction, market share, and profitability of the corporation, by creating a culture that leverages the unique characteristics, talents, and contributions of all of our employees.

Visteon Corporation
Carolyn White
Manager, Diversity & Work Life

Continuing commitment to diversity?
At Visteon, diversity is an integral component of our overall business strategy. Therefore, in an economic downturn, it's even more important to stick to your business strategy. The priorities may change, but the basic elements of the strategy don't. Additionally, we have incorporated the idea of diversity and inclusion into our core values and leadership standards.

Significant changes in the past year?
We have accomplished a lot in the past year, including the rejuvenation of our Executive Diversity Council, which provides strategic leadership and direction for diversity matters, the formation of seven Employee Resource Groups, and management workshops at the highest levels of the company.

Whirlpool Corporation
David R. Whitwam
Chairman and CEO

Continuing commitment to diversity?
Whirlpool continues to target diverse candidates by working directly with specific universities and national organizations. We continue to promote diversity both at work and in the community through company-sponsored diversity networks and community involvement.

Significant changes in the past year?
Whirlpool continues to enhance the comprehensive, strategic diversity plan implemented in 1999. Formal surveys are currently assessing our efforts. Further action plans will result and go forward. Informal employee diversity forums are being held. The CEO has challenged our community to embrace diversity for economic security.

Special initiatives for the coming year?
All employees will participate in Diversity Through Education, "Color of Fear." Executive officers will publish written, periodic communications.