EMPLOYER OF CHOICE
H. J. HEINZ COMPANY TED BOBBY
MID-ATLANTIC
which built its brand on hir- ing quality people to produce
T 36
quality products. Identifying a diverse talent pool is an essential part of the ingredient. “At H.J. Heinz Company, we are committed to main-
taining an inclusive culture that values the diverse talents and contributions of all employees,” says Ted Bobby, execu- tive vice president, general counsel, and corporate secretary. “A workforce that is diverse in thought, culture, experience, and talent creates a sustained competitive advantage for the continued growth and success of Heinz.” For Heinz, diversity is implicit in its business strategy for
success. According to Bobby, by “making talent an advan- tage,” diversity and inclusion enables H.J. Heinz Company to be the “employer of choice” that hires and retains the best talent from around the world, reflecting the markets and consumers served. It also promotes an inclusive workplace culture that values
differences in order to inspire each team member to bring their personal best, and encourages full engagement and con- tribution of team members to ensure innovation and creativ- ity to deliver on the mission in every part of the business. “We firmly believe that a diverse workforce enables us to
bring a broader perspective to the problems our clients face, leads to a higher quality of work, and enriches our work atmosphere,” he added. When it comes to recruiting, developing, and promot-
ing talented minority and women lawyers, Bobby says it is “just good business. It is diversity that enhances the creative strength of our legal team. “Our company is becoming increasingly global, and as a
result, so is our law department. We’ve proudly created an environment in which all members of the department feel valued and respected. Te law department supports and encourages education and training opportunities (including diversity awareness and management), managerial coaching skill training and work/life balance programs.” Heinz has several innovative diversity programs in place
including one in which the general counsel ties diversity goals to annual performance objectives. “Tis approach requires leadership to do more than “check” the diversity box on a performance review,” Bobby says. “And second, we have a law department goal of maximizing the utilization of minority and women-owned firms for legal services.”
DIVERSITY & THE BAR® NOVEMBER/DECEMBER 2012
he H. J. Heinz Company is a global operation and a household name,
NATIONWIDE MUTUAL INSURANCE COMPANY PATRICIA HATLER
MIDWEST N
ationwide Mutual Insurance Company has established inno- vative approaches to
developing its diversity busi- ness model. Nationwide is one
of the largest and strongest diversified insurance and financial services organizations in the United States. Patricia Hatler, executive vice president, chief legal and
governance officer, says diversity is a priority. “Diversity is important at Nationwide because it is the right thing to do and because it also makes good business sense,” she says. “Within our Office of the Chief Legal and Governance Officer, our commitment to diversity and inclusion is part of our overall commitment to professional excellence. “We believe that diverse experiences, ideas, opinions,
perspectives, and decision-making styles help us deliver excep- tional service to Nationwide and ultimately to our customers. Similarly, we expect our vendors and suppliers, including the outside counsel we engage, to provide their services and meet our needs with diverse talent and leadership so [that they are able] to provide this same level of exceptional service.” Hatler says Nationwide doesn’t hold back when it comes to
open and honest dialogue about improving the work that has already begun. “Diversity and inclusion are openly discussed to make our words and actions as inclusive as our beliefs and poli- cies,” she says. “By continually striving to maintain a diverse and inclusive work environment where associates want to be, we are able to attract and retain exceptional talent.” Nationwide diversity programs include a Rotational
Attorney Program, which has infused diverse attorneys into the company. To date, 66 percent of the attorneys who have participated in this program are diverse and 33 percent are female. Te company has established a strong relation- ship with the Columbus, OH Bar Association Minority Clerkship Program, which has created a pipeline of diverse attorneys into the Nationwide’s rotational program. “One of our more innovative programs of which we
are particularly proud is our Diversity Coaching Partners Program,” Hatler says. “Tis program, which is now in its third year, pairs senior leaders in our office with ‘Diversity Coaches’ selected from all levels of our organization.” Te Diversity Coaching Partners Program matches senior
legal leaders with legal associates to build a learning platform for increasing the leader’s skill in using a diversity and inclu- sion lens to address business issues and impact the overall engagement of the company. It offers a unique opportunity for associates to coach/mentor senior leader partners.
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