|The 2011 LATINA Style 50 Special Report
By Deanna G. Zapanta
For the past 14 years, the LATINA Style 50 Report has acknowledged companies, whose mission of diversity and inclusion has been reflected in the way they recruit, promote, provide benefits, and create programs for the betterment of their employees. Though the majority of the programs offered are available to all employees, the companies selected have shown an exceptional effort in their recruitment and advancement of Latina professionals.
Since last year’s LATINA Style 50 Report, many job seekers are still having a tough time finding their next opportunity. Downsizing is still going on throughout the country. That is why this year we gave extra attention to the recruitment and retention practices of the companies evaluated. We also added a new category to our chart and a column that displays which companies have a dedicated program to recruit military personnel. As the returning servicemen and women try to re-assimilate into the civilian workforce, they are facing many obstacles, including unemployment. We need to make sure that their return home is as smooth as possible. This will be a central issue that we will be exploring during the National LATINA Symposium this coming September.
For those of you in the workforce it is essential that you take part in any training, mentoring, or leadership programs that are offered at your company. These courses and programs not only provide the necessary lessons that boost ones established skill set, but can often add valuable insight to new methods and perspectives. More importantly, they produce an environment where networking and creating name recognition can be successfully achieved. By taking advantage of these programs, new paths open which can lead to that much desired promotion. All of the companies in this year’s list have leadership development programs and the majority of them offer mentoring and fast track programs. So make use of them for your professional development.
College graduates face a harsh reality after college with their unemployment rate being double the national average. That is why it is important to apply to internships and acquire that valuable experience. All of the companies listed this year offer paid internships. For those students who are taking the postgraduate education route or plan to do so later in their career, the majority of the reported companies offer the opportunity of education reimbursement.
After much deliberation, we are proud to announce Deloitte as the 2011 Company of the Year. Congratulations to all the LATINA Style 50 winners!
Deloitte, the largest accounting and professional service firm in the world, believes that diversity initiatives will never have a “finish line.” Instead, diversity remains as their “bottom line” for present goals and future successes. To honor this ideology, Deloitte created programs committed in attracting, retaining, and developing diverse individuals.
Maritza Gomez Montiel Vice Chairman and Deputy Chief Executive Officer - Legislative Affairs, Quality & Risk
To help the advancement of Latinas, Deloitte has presented the Latina of the Year award with scholarships to deserving students. Three out of the four total recipients have accepted positions within the company. Deloitte has also been the exclusive sponsor of the Women of ALPFA (Association of Latino Professionals in Finance and Accounting) program and partners with local chapters to host networking events.
In addition, Deloitte offers several leadership development and training programs. Emerging Leaders Development Program (ELDP) prepares high-performing minority managers and senior managers move to the next step of their career. Since its founding in 2005, more than half of the participants have been promoted to senior managers, partners, principals, or directors. Navigation to Excellence (N2E) provides mentoring to primarily women of color with a senior leader sponsor. This program provides insights that can ultimately help participants obtain a top position within the company.
Maritza Gomez Montiel has earned her place in one of those positions as the vice chairman and deputy chief executive officer – Legislative Affairs, Quality & Risk at Deloitte. Recently, she was the managing partner of the Leadership Development & Succession as well as managing partner for Deloitte University. Gomez Montiel currently serves as the advisory partner for several companies including Capital One. She earned an academic scholarship to the University of Miami and graduated with a BBA in accounting, and is also a certified public accountant.
Marriott International, Inc.
Since 1927, Marriott International, Inc. has strived to produce a workforce that is diverse as the world they serve. Over 20 years ago, Marriott International created the first official diversity program in their industry to mark their firm commitment to this ideal. Today, this commitment continues as proven by such recently created programs as the Global Diversity and Inclusion Council.
Brenda Durham Vice President and Assistant General Counsel
Marriott International works aggressively to recruit potential leaders, including Latinas. The company maintains a close partnership with many Hispanic Serving Institutions to provide a pipeline for college entry-level management positions. In addition, the company partners with Hispanic organizations such as the Association of Latino Professionals in Finance and Accounting (ALPFA) and the National Hispanic Corporate Council (NHCC) often sponsoring or having key representatives speak at their events.
Once in the company, Marriott International’s associates can access beneficial programs. Sed de Saber allows Spanish-speaking associates and their families the ability to learn English at their own pace. And Passport to Leadership answered the recent request of entry-level managers on how they can lead better during challenging economic times.
Brenda Durham sits as the vice president and assistant general counsel. She joined the company in 1999 and has since become the primary legal counsel for Marriott International’s hotels and resorts throughout the Caribbean and Latin America. Prior to her successful career at Marriot International, Durham also worked as a deputy prosecuting attorney for Washington State and a senior associate with the law firm of LeBeouf, Lamb, Greene & MacRae LLP. Durham graduated with a B.A. from the University of Utah and obtained her J.D. from George Washington Law School.
Prudential Financial, Inc.
Prudential Financial, Inc. lives by the motto that “differences can make all the difference in the world.” To accomplish this, the company uses a variety of sources to obtain a diverse talent pool. Prudential Financial uses a variety of Hispanic media such as iHispano to announce job openings within their company. The company also offers the Hispanic Heritage Network (HHN) for their Hispanic employees. Last year, the HHN started a new series DECIR, which offered Spanish lessons that addressed both conversational and business/financial aspects. This year, DECIR has expanded to include a virtual version. This program, open to all employees, has grown since its inception. It has even attracted one of the company’s most senior executive to participate.
Yanela Frias Managing Director, Capital Markets/Corporate Finance
Prudential Financial offers a number of women task force including: Women in Finance (WIF) and Networking Enables Women’s Success (N.E.W.S). These task force groups are established and measured a number of ways. An annual company-wide survey is sent out to employees asking their thoughts on ways the company can improve. The results of the surveys are turned into actionable programs. Both WIF and N.E.W.S. receive feedback from their members so that they too can improve and plan out future goals.
Yanela Frias is a managing director with the treasurer’s company and assistant treasurer for Prudential Financial. In September of 2011, she will be the vice president of finance for the individual life insurance business. Frias will be responsible for the Individual Life’s financial reporting, planning and analysis, capital management and corporate finance functions. Frias graduated from Rutgers University with a bachelor’s in accounting and an M.B.A. in finance.
Aflac Incorporated is committed to creating a diverse environment. The company knows that by having this environment, company performance is heighten, products and services are enriched, and the bond between Aflac and the community it serves is strengthened.
Vilma Salaverria Vice President, Corporate Learning
Aflac strengthens its bond with the Hispanic community by offering a Spanish version of their company website. This website, created last year, provides in-depth information about their services as well as content that caters to the Hispanic community. Most notably, the section Nuestras Historias features Hispanic Aflac agents speaking about their work experiences and how their culture plays a role in their success.The company supports Toastmasters which is a club that helps members improve their public speaking and leadership skills. Some of the members have English as their second language. The Career Development Program is hosted by the company’s Corporate Learning department. This program provides a range of professional courses to help employees meet their career goals. The courses accommodate all skill levels and are free for all employees.
Vilma Salaverria is the vice president of Corporate Learning. She is responsible for the creation, implementation, design, and delivery of the training and development for Aflac’s employees. Salaverria joined the company in 1992 and has held various positions such as the administrator for the Caribbean Territory, Hispanic marketing coordinator, and the vice president of Emerging Markets. Salaverria earned her bachelor’s degree with a major in accounting and a minor in management from the University of Puerto Rico.
Kraft Foods Global, Inc.
Kraft Foods Global, Inc. firmly believes that each individual has the responsibility for diversity within their respective company. Because of this belief, Kraft Foods has developed a wide variety of programs that supports diversity efforts within their company and community.
Ivette Basa Vice President of Research & Development and Quality (RD&Q) for Kraft Foods Latin America
Kraft Foods has partnerships with many Hispanic affiliated groups including the National Society of Hispanic MBAs (NSHMBA) and the Hispanic Alliance for Career Enhancement (HACE) to find many of their gifted Latina employees. Kraft Food also uses their employee resource group, the Kraft Foods Latino Council (KFLC) to develop this Latina talent as well as cultivate a sense of togetherness within Kraft Foods’ Hispanic community.
Kraft Foods’ mentoring programs include the Kraft Foods’ Employee Council Mentoring Programs and the Research, Development and Technology Mentoring Program. Kraft Foods also offers task force groups that address women’s issues in the workplace. The Woman Supply Chain (WSC) provides their women employees the leadership, networking, and development opportunities. Their vision is to create an environment within Kraft Foods where women will be successful and thereby increase their representation in management positions.
Ivette Basa is vice president of Research & Development and Quality (RD&Q) for Kraft Foods Latin America. She oversees all product and package development, scientific and regulatory affairs, health and wellness, and quality for the region. Basa started her career with Kraft Foods, then General Foods, in 1986 as an associate scientist and worked on such brands as JELL-O, Kool-Aid, and Tang. Basa completed her undergraduate in industrial chemistry at Pedro H. Ureña University in the Dominican Republic and her M.S. in food science and nutrition at the University of Massachusetts in Amherst.
Macy’s, Inc. believes that diversity and inclusion should be holistic, encompassing everything from their employees to the communities where they live and work. The company makes strategic plans to incorporate diversity within hiring, marketing, contacting with suppliers, and serving the community.
Laurene Gandolfo Executive Vice President Macyâ€™s Home Private Brands
Diversity efforts within Macy’s, Inc. are conducted by the Executive Diversity Council, led by Terry Lundgren, chairman, president, and CEO of Macy’s. This Council gives a high priority on workforce representation and succession planning. They also review current metrics placed on minority talent development and supplier diversity. By having these decisions monitored and handled by top executives, Macy’s, Inc. ensures that nothing gets in the way for progress to be made.
Hispanic women hold many leadership positions at Macy’s, Inc. To increase this number, the company uses Hispanic media outlets for advertising their job openings at hispanicjobs.com. The organization has a number of leadership training programs that are open to its employees such as Fast Start, Leadership Essentials, Strategic Leaders, and Develop Our Talent. Macy’s, Inc. also has a number of task force groups such as Women of Macy’s (WAM) and REACH: Resource, Education, Action, Connect, Helping, that addresses women’s issues in the workplace.
Laurene Gandolfo is the executive vice president for Macy’s Home Private Brands. She was appointed to this position in 2009. Gandolfo began her retail career in 1981. She later joined Macy’s West as a senior assistant buyer for Men’s Designers. Over the next six years she held positions with increasing responsibility, which led to her current position today. Gandolfo graduated from Brandeis University and earned her Master’s in business administration from New York University.
With a history spanning 133 years, AT&T knows that people from different backgrounds working together fuels innovation. With this in mind, AT&T has created many initiatives to hire and retain individuals who understand and live this diversity stance.
Carmen P. Nava Senior Vice President â€“ Consumer Small Markets Group
AT&T has a number of groups that not only support their Latina employees but assist Hispanic communities outside the company. AT&T’s affinity group of HACEMOS works with Hispanic youth by preparing them for a technology-intensive future. This year, HACEMOS hosted the National High Technology Day. This event gave students of color the opportunity to explore career paths in science, technology, mathematics and engineering. And in conjunction with the AT&T/JA Worldwide Job Shadow Initiative, HACEMOS helped students shadow AT&T employees in hopes to decrease the nation’s high school drop-out rate.
Keeping with the technological times and fitting in the lives of busy employees, AT&T provides online and virtual resources that support employee development. The Self-Development and Learning Resource Center is a virtual resource center that helps employees by providing strategies on how to remain competitive in the AT&T work environment. The lessons offered include but are not limited to resume writing, interview workbooks, test preparation materials, and career-related workshops.
Carmen Nava was recently appointed to senior vice president – Consumer Small Markets for AT&T in April of this year. In her 26-year career, Nava has taken assignments in billing operations, marketing, external affairs, human resources, customer service and sales. Nava is active within her community and serves on a variety of boards including the advisory boards at HACEMOS and at LEAGUE. Nava graduated from the University of Southern California with a degree in business administration.
Verizon Communications, Inc.
Verizon Communications, Inc. realizes that when an organization’s culture includes diversity, everyone benefits. That is why it strives to integrate diversity into its business practices and community outreach.
Magda N. Yrizarry Chief Diversity Officer and Vice President - Talent Management
One of the ways Verizon Communications does this is with recruiting. The company partners with many Hispanic organizations such as the National Hispana Leadership Institute (NHLI) and the Society of Hispanic Professional Engineers (SHPE). Some of the company’s members also sit in the advisory board in many of these organizations. Verizon Communications also reaches out to potential candidates by attending diversity career fairs, Hispanic related conferences, and by announcing opportunities within the company by using Hispanic media.
Internally, Verizon Communications fosters many courses that focus on the career advancement of its employees. Mentoring is provided in a number of different ways to suit the work and personal style of those involved. Some of the mentoring types offered are one-on-one, mentoring pairs, mentoring circles, and shadowing. Verizon Communications also provides mentoring through its employee resource groups like the Hispanic Support Organization (HSO). The employee resource groups also make significant efforts in supporting their members through networking, seminars, and conferences.
Magda Yrizarry understands why diversity is important. As chief diversity officer and vice president for Talent Management, she sees first hand its benefits. Yrizarry is responsible for the developmental and implementation of Verizon Communications’ global diversity, recruitment, executive development, and succession planning. Yrizarry joined the company in 1990 as a manager of education relations and has risen to various positions of increasing responsibility. Yrizarry is a founding member of the NHLI and is an Executive Board member of the ASPIRA Association.
Creating equal opportunities for everyone to succeed is the underlining diversity value for McDonald’s Corporation. To accomplish this, the company integrates diversity into their daily practices, host a strong diversity curriculum, and establish partnerships with minority organizations and businesses.
Gloria Santona Executive Vice President, General Counsel & Secretary
McDonald’s Corporation has two employee resource groups that cater to the Hispanic population within and outside their company. The National Hispanic Employee Business Network and the National Hispanic Leadership Network support the company’s business strategy and growth by working with the members in developing their business and interpersonal skills. In addition, members of these groups are heavily involved with community projects. McDonald’s Corporation also supports the Wounded Warrior Project which brings awareness to the needs of injured service men and women.
McDonald’s Corporation offers several fast track programs that help employees move to the next level such as the Our Leadership at McDonald’s Program, which helps directors and senior directors advance into the vice president position by training and preparing them for a period of time. MCD Mentoring is an online mentoring program that suits the current lifestyle of busy personnel. McDonald’s Corporation also has an Operations Fast Track Program that educates individuals on how to run a restaurant through the operations side of the business.
Gloria Santona is the executive vice president, general counsel and secretary of McDonald’s Corporation. She joined the company as an attorney and has since held a number of management positions in the legal department. Outside McDonald’s Corporation, Santona serves as a member for the Board of Directors of the Anon Corporation and the Constitutional Rights Foundation of Chicago. Santona obtained her JD from the University of Michigan Law School.
Kaiser Permanente believes that if they recognize and support diversity within communities, they can improve their services to those communities. That is why diversity is such a critical part of their business.
Terhilda Garrido Vice President, Strategic Operations - National Quality and Clinical Systems Support
This value is reflected in the way Kaiser Permanente serves the Hispanic community both internally and externally. The company offers the Kaiser Permanente’s Latino Staff Associations (KPLA), a group dedicated to the recruitment, retention, and development of Latinos so that they can achieve their full potential. KPLA also provides annual scholarship awards, annual physician awards, and volunteers to help the community.
Kaiser Permanente is also dedicated to the recruitment of military personnel. The Veteran/Disabled Veteran Community Outreach was established as a bridge between Kaiser Permanente Recruitment and local veterans. This program connects with hundreds of agencies to inform them the opportunities veterans can have by working at Kaiser Permanente.
Kaiser Permanente Women Embracing Life & Leadership (KP WELL) is one of the newer employee resource groups. Launched in 2010, this group focuses on the unique aspect of being female in the workplace as well as fostering the leadership abilities within all their members. In addition to providing mentoring, networking, and leadership lessons, this group also helps members find that balance between work and life.
Terhilda Garrido is vice president, Strategic Operations, in National Quality & Clinical Systems Support at Kaiser Permanente. She has worked at Kaiser Permanente for more than 20 years and has a diverse background in operations, planning, medical economics, statistics and financial analysis. Garrido earned her operations reach degree in engineering from Princeton and her master’s in public health in biostatistics from UC Berkeley.
For WalMart, businesses win when everyone is able to have a voice and diversity reaches its full potential when everyone is allowed to as well. To do this, the company focuses on what they can do to support the individual and how they can help in creating then into a success.
Gisel Ruiz Executive Vice President, People, Walmart U.S.
WalMart provides financial support to organizations like the Hispanic Association of Colleges and Universities (HACU). WalMart also champions Hispanics in their organization through the Hispanic-Latino Associate Resource Group (HLARG). All Associate Resource Groups (ARG) work together to help create a more diverse environment and are places where members can openly share ideas and experiences with one another.
Other forms of development come from programs like Develop 2 Lead. Its main goal is to have WalMart’s leaders of today find and nurture the leaders of tomorrow. These assisting leaders are not only located in the corporate office but are also found in the stores and clubs under the WalMart name. Leaders in this program support associates through financial skills development, cross-functional job training and stretch assignments. In addition, WalMart’s Leadership on the Move series helps field managers by cultivating their leadership ability as it relates to inclusions and collaboration.
Gisel Ruiz is the executive vice president of People for WalMart U.S. She is responsible for all human resource functions at WalMart U.S. associates including talent management and compensation. Ruiz began her career at Walmart in 1992 as a store management trainee and has worked through various departments such as store operations, labor relations and human resources. Ruiz graduated from Santa Clara University with a Bachelor of Science in marketing.
Wells Fargo & Company
Wells Fargo & Company’s vision is to have their members work in a surrounding that values each person’s culture, skills and traits. This is accomplished by having a continued commitment in increasing and promoting diversity within the organization as well as cultivating the talents of its members.
Teresa Ridge Senior Vice President and Senior Director of Planning â€“ California Region
Wells Fargo increases its Hispanic community by using online job sites such as HispanicJobs.com and Hispanic Today. The company also established a partnership with the Hispanic Scholarship Fund (HSF) to help assist with college funding. Through this program, Wells Fargo is able to offer many internships and future employment opportunities to deserving Hispanic students.
Wells Fargo knows that mentoring is a powerful tool in supporting individuals and developing organizational leadership. The company believes that the best mentor/mentee relationships are formed with a desire of both parties to participate. One of their mentoring programs is the Executive Mentor Program. This allows minority individuals who have a high potential for leading to work with executives who are outside their line of business. The goal for this is to provide the mentee exposure of a different side of business as well as give advice and career opportunities. Wells Fargo also offers the Latino American Leaders Program (with UCLA) to help participants understand mainstream American business while preserving their Latino American heritage.
Teresa Ridge is a senior vice president and senior director of planning. Ridge started her career at Wells Fargo in 1990 and has worked in a variety of positions including regional leadership in the greater San Diego market. Ridge graduated from the University of San Diego with a bachelor’s degree in international business and a master’s degree in executive leadership.
Click here to see LS 50 2011 Chart with Criteria. http://latina50.latinastyle.com/descargas/chart11.pdf
Behind the LATINA Style 50 Report
It takes tremendous effort from both the LATINA Style team and the companies that entered to create the LATINA Style 50 Report. The process starts with a 14 page LATINA Style 50 survey that companies complete. This survey asks a variety of questions that pertain to the interest of professional Latinas including: high-ranking Latinas within the company, Hispanic affinity groups, recruitment, supplier diversity, childcare, health benefits, mentoring, and much more! Because of the wide scope, employees often have to collaborate internally and work with a number of departments to answer the questions.
Once the survey is completed and has been submitted, the review process begins. Every survey that is submitted is carefully assessed by a distinguished panel of experts carefully selected creating the LATINA Style 50 ranking based on a number of metrics, researched information about the companies, and interpretation of written responses. The preliminary evaluation period takes about a month to complete. After all of the surveys have been read by each panelist, the panel works to create the final report. This two week-long period is filled with lively debate and discussions from each panelist supporting their choices. Finally, after months of analysis, the LATINA Style 50 Report for the year is settled. The LATINA Style 50 Report chart focuses on topics that meet the needs of the Latina professional and it only reflects a fraction of how the final ranks were chosen.
Because LATINA Style is dedicated to the success of Latina professionals and their future, we make an effort to recognize companies that are committed to the same. That is why the report is modified each year to reflect upcoming U.S. and worldwide treads. For example, this year we added the Military Recruitment column to reflect planned troop withdrawal and to provide the necessary information of which companies assist in the transition from military to civilian careers. LATINA Style would like to thank all the companies who submitted and for their dedication to the Latina professional. Once again congratulations to the LATINA Style 50 Report Winners!
Click here to see LS 50 USA regions_2011 http://latina50.latinastyle.com/descargas/LS50usaregions_2011.pdf
Click here to see LS 50 Best of the Best Chart http://latina50.latinastyle.com/descargas/BestoftheBestChart.pdf
Click here to see the Assessing the 2011 LATINA Style 50 Report http://latinastyle.com/magazine/issue-20/76/columns-departaments/assessing-the-2011-latina-style-50-report/1/