Global Inclusion

641 views
484 views

Published on

Published in: Business, Education
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
641
On SlideShare
0
From Embeds
0
Number of Embeds
15
Actions
Shares
0
Downloads
9
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide
  • In our business, understanding different cultures is a major advantage. Accordingly, it’s critical for Viacom’s future success that we embrace global diversity in all forms.Our brands appeal to and reflect an extraordinarily diverse array of consumers – from MTV to Nickelodeon to Paramount to BET – diverse styles, interests, ages, ethnicities, within and beyond US bordersThe elasticity of our brands and programming is such that we appeal to Gen X, Gen Y, Millennials, Boomers, Post Boomers, Red States, Blue States, globalized and globalizing countriesReflecting the cultures and aspirations of our audiences means having a workforce and workplace that is diverse, multicultural and inclusive at Viacom.
  • Diversity: People from different nations, cultures, ethnic groups and generations, who possess different skills, abilities, backgrounds and other unique differencesMulticulturalism: Philosophy refers to managing diversity through mutual respect and tolerance for cultural differencesInclusion: A work environment where everyone has an opportunity to contribute and advance and where each person is valued for his or her distinct skills, experiences and perspectives
  • Creative Growth: Brings different perspectives, experiences, and ideas to the table making us more authentic, original, and innovative. With different perspectives, experiences and ideas in the room, there’s more opportunity to create hits and cultural buzz.Growth as Leaders: Ensures that we attract and develop the talent and resources to remain industry leaders across all sectors… creative, financial, and pro-socialAudience Growth: Helps guarantee that we stay relevant and credible to our ever changing global consumers, on all platforms.Employee/Talent Growth: Expands the pool of people who are contributing to the creative process and our bottom line. It ensures that we cast a wide net, looking for the best people to do the right job, improving the reputation and profile of our networks. In our diverse and multicultural environment, a multiplicity of voices are welcomed and respectedFinancial Growth: Increases our bottom line by strengthening our ability to connect with our consumer base better than anyone else. We have to be the best at reaching and keeping our global, multi-platforming consumers.
  • Objective of OGI is to fulfill the CEO’s vision for the company by working to create a diversity and inclusion strategy that will: embrace our unique culture;ensure that our employees feel valued and included;increase our ability to recruit, retain, and develop top talent;and enhance Viacom’s worldwide reputation as a first choice place to work 
  • Establishes a clear visionLeads quarterly Global Inclusion Advisory Committee meetingsHosts intimate monthly CEO Breakfast with employees from across the divisions and at all levels Articulates Viacom values company-wide through discussions with leaders and targeted meetings with SVPs and above Attends and kicks off company-wide heritage and cultural eventsHolds business leaders accountable for driving and developing Diversity and Inclusion initiatives throughout their businesses
  • 18 members of GIAC represent all divisions and key functional areas Role and Focus:Serve as a shorthand to the businessMembers include all divisional COOsNear-perfect attendance at each meetingGIAC focused efforts include:Employee On-boardingFocus on VP level and above to increase retention rates and reduce recruiting costsExecutive LeadershipImmerse leaders in focused diversity training and connect to external thought leadersJob Rotation/MobilityExposing employees to other roles within Viacom and/or allowing them to switch jobsEfforts have already impacted talent mapping initiativeInternational EAG roll-out and talent sharing
  • Leading diversity publication for corporate AmericaFirst-choice place to work blah blah blah
  • The Office of Global Inclusion will serve as a driving force in providing ongoing leadership and support on Diversity and Inclusion issues across all of Viacom by focusing on:Employee EngagementConnect employees to each other and the businesses through EAGs, website, town halls and leadership-led sessions — strong internal communicationsIgniting CultureEnsuring environment is a place where an individual can bring “whole self” to work domestically and globally Recruitment and RetentionMake Viacom a magnet for top talent and a first choice place to workLeadership and Career DevelopmentDevelop and prioritize training programs to enhance employees professional and personal developmentDirect Business SupportProvide business units with resources to help them identify Diversity and Inclusion priorities Linking Business to CommunityProactively engage and nurture relationships with key external leaders to promote Viacom business goals
  • Global Inclusion

    1. 1. DIVERSITY & INCLUSION February 12, 2013
    2. 2. DIVERSITY AND INCLUSION: WHY DOES IT MATTER? 2
    3. 3. 3 OUR JOURNEY People from different nations, cultures, ethnic groups and generations, who possess different skills, abilities, backgrounds and other unique differences Philosophy refers to managing diversity through mutual respect and tolerance for cultural differences A work environment where everyone has an opportunity to contribute and advance and where each person is valued for his or her distinct skills, experiences and perspectives
    4. 4. Viacom will foster an environment of inclusiveness, which holds leadership accountable for creating, developing, promoting, and championing a diverse, multicultural workforce where all people can achieve and contribute to the company’s success. 4
    5. 5. BUSINESS CASE FOR DIVERSITY 5
    6. 6. AREAS OF IMPACT – OFFICE OF GLOBAL INCLUSION 6 Leadership Development Engaged WorkforceD&I Messaging External Image Visible Leadership Inclusive Culture Strong Partnerships (Internal and External) Business Needs and Support Recruitment and Retention
    7. 7. OGI’S OBJECTIVE Oversee a Diversity and Inclusion strategy that: • Embraces our unique culture • Ensures that our employees feel valued and included • Increases our ability to recruit, retain, and develop top talent • Enhances Viacom’s worldwide reputation as a first choice place to work • Brings added value to the business • Links business to community 7
    8. 8. CURRENT INFRASTRUCTURE 8 COMMITTED LEADERSHIP CEO – Philippe Dauman COO – Tom Dooley GLOBAL INCLUSION ADVISORY COMMITTEE (GIAC) Serve as a cross-functional ―think tank‖ that provides advice and counsel to the Office of Global Inclusion and the CEO on operationalizing and institutionalizing Diversity and Inclusion programs and solutions EMPLOYEE AFFINITY GROUPS (EAGs) Group of employees who come together voluntarily to increase visibility and create more opportunities for their identity and/or constituency who help drive business goals INTERNAL PARTNERSHIPS Human Resources, Corporate Communications, Corporate Responsibility SENIOR LEVEL LEADERSHIP GROUPS Senior executives from EAGs meet at the VP and above level CORPORATE EVENTS Various cultural/heritage month celebrations and targeted employee events CAREER DEVELOPMENT INITIATIVES Leadership and employee development programs administered internally, industry/academic sponsored institutions EXTERNAL PARTNERSHIPS Partnerships with over 150 external organizations representing diverse communities and career focused organizations INTERNATIONAL WORKING GROUP Link between OGI, GIAC and International offices to customize global outreach INCLUSION.VIACOM.COM Connect Viacom population and EAGs to OGI activity and key company initiatives (e.g. Viacom blog, Corporate Responsibility)
    9. 9. COMMITTED LEADER PHILIPPE DAUMAN “I don’t want to just follow established best practices, I want us to create our own best practices for the industry to follow.” — Philippe Dauman 9 • Establishes a clear vision • Leads quarterly Global Inclusion Advisory Committee meetings • Hosts intimate monthly CEO Breakfast with employees from across the divisions and at all levels • Articulates Viacom values company-wide through discussions with leaders and targeted meetings with SVPs and above • Attends and kicks off company-wide heritage and cultural events • Holds business leaders accountable for driving and developing Diversity and Inclusion initiatives throughout their businesses
    10. 10. GLOBAL INCLUSION ADVISORY COMMITTEE (GIAC) EX OFFICIO MEMBERS: PHILIPPE DAUMAN, SCOTT MILLS, AND MARVA SMALLS 10 VIACOM CORPORATE PARTICIPATION VIACOM DIVISION PARTICIPATION Finance Human Resources Legal Sales GOLD Corporate Communications Jacques Tortoroli CFO Fukiko Ogisu SVP, Human Resources Michael Fricklas EVP, General Counsel & Secretary Jeff Lucas EVP, Head of Sales Lori Aiken SVP, GOLD Carole Robinson EVP, Corporate Communications Nickelodeon Networks Group Music and Logo The Entertainment Group VIMN Paramount BETN Sarah Levy COO Alex Ferrari COO John Cucci COO Pierluigi Gazzolo COO Frederick Huntsberry COO Darrell Walker EVP & General Counsel Keith Dawkins GM, SVP NickToons and TeenNick Nancy Newman Chief of Staff, Music Group Kevin Kay President, Spike David Lynn Managing Director, UK & EVP, ICM Marc Evans President, Production Paramount Film Group Vicky Free EVP, Marketing
    11. 11. GIAC ROLE AND FOCUS • 18 members of GIAC represent all divisions and key functional areas • Serve as a shorthand to the business • Members include all divisional COOs • Near-perfect attendance at each meeting • GIAC focused efforts include: Employee On-boarding • Focus on VP level and above to increase retention rates and reduce recruiting costs Executive Leadership • Immerse leaders in focused diversity training and connect to external thought leaders Job Rotation/Mobility • Exposing employees to other roles within Viacom and/or allowing them to switch jobs • Efforts have already impacted talent mapping initiative International • EAG roll-out and talent sharing 11
    12. 12. EMPLOYEE AFFINITY GROUPS • Six EAGs were launched in 2008 and expanded across Viacom’s divisions and globally in 2012 12 • Women’s EAG (HERe) (Working Parents) (African American) (Managers and Below)(Latino/Hispanic) (LGBT)(Asian American)
    13. 13. ABOUT EAGs • Considered corporate best practice in engaging employees and connecting them to the business • Take lead on heritage and cultural month activities • Establishes own governance and mission statement • Collectively and individually bring unique and added value to the company (e.g. screenings, focus groups) • Supports GIAC and business goals and priorities • Focus on career development, mentoring and networking • Serve as a catalyst for organizational change 13
    14. 14. EXAMPLES OF 2012 D&I INITIATIVES BUSINESS SUPPORT • Ad Sales internship project with the University of Michigan • Nickelodeon’s Writing Fellowship Program • The ParentHood focus group informed NickMom initiative • Leadership Council on Legal Diversity Fellowship Program partnership with Viacom Legal CAREER DEVELOPMENT • The BEAT’s Change Management Workshop at Paramount • Thursday Thinks’ Executive Speaker Series (Philippe Dauman, Tom Dooley, Debra Lee, Cyma Zarghami) • AMP and The BEAT formal mentorship programs 14
    15. 15. EXAMPLES OF 2012 EAG INITIATIVES, cont’d. CULTURAL/HERITAGE MONTHS • February’s Black History Month screening of RED TAILS, a discussion with a Tuskegee Airman, an event with musician Swizz Beats • AMP’s Asian Pacific Heritage Month (May) mentoring and networking events, a business roundtable with the Japanese Consulate • June’s Pride Month events with EMERGE members and straight allies COMMUNITY LINKAGES • Give Back and Get Down Annual Holiday Giving Event – more than 20,000 pounds of canned goods for victims of Hurricane Sandy • The ParentHood’s partnership with the American Psychological Association on speaking with children about the Sandy Hook tragedy • Thursday Think’s Get Schooled College Prep Session15
    16. 16. EMPLOYEE ENGAGEMENT • Panel discussion and Q&A with the cast of Broadway’s A STREETCAR NAMED DESIRE • Somos and The BEAT panel on the Afro-Latino experience with Soledad O’Brien • The ParentHood’s Dr. Michael Eric Dyson book discussion NETWORKING • The Asian Affinity Networking Roundtable, including Citibank, GE, HSBC, KPMG, Ogilvy, Time Warner, Time Inc., HBO, and Verizon • The Gay Lesbian Media Networking Council comprised of all the major media companies sharing best practices • Latino Media Professionals Networking Group comprised of Latino EAGs from all industries 16 EXAMPLES OF 2012 EAG INITIATIVES, cont’d.
    17. 17. INTERNATIONAL AND REGIONAL INTERNATIONAL • Focused on job mobility/rotation and uniform benchmarking • Launched Thursday Think, EMERGE and The ParentHood in the UK region (Camden, Rathbone and Chiswick) with over 500 employees signing up • Planned expansion to Amsterdam and Buenos Aires • Vibrant collaboration between Paramount, Chiswick and VMN offices in central London REGIONAL • Launched in Miami, Los Angeles (Paramount), and DC (BETN) • Paramount and VMN collaborating on initiatives on West Coast • Regions that don’t typically scale model signature EAG events 17
    18. 18. EXTERNAL PARTNERSHIPS African Leadership Foundation Association of Latino Professionals in Finance and Accounting (ALPFA) American Black Film Festival (ABFF) Asia Society Asian American Arts Alliance Asian CineVision Asian Professional Exchange (APEX) Advertising Women of New York (AWNY) Ballet Hispanico The Black Alumni of Pratt Black Entertainment and Sports Lawyers Association (BESLA) Black Filmmakers Foundation (BFF) Cable Advertising Bureau (CAB) City University of New York Coalitions of Asian Pacifics in Entertainment (CAPE) Congressional Black Caucus Foundation (CBCF) 18 Congressional Hispanic Caucus Institute (CHCI) Diversity Best Practices (DBP) Executive Leadership Council (ELC) George Washington High School Gay Lesbian and Straight Education Network (GLSEN) High School of Graphic Communications Arts Hispanic Heritage Foundation (HHF) Howard University Imagen Foundation International Radio & Television Society (IRTS) Foundation Minority Career Workshop Jeff Griffith Youth Center in Hollywood Management Leadership for Tomorrow (MLT) National Action Network National Association for Multi-Ethnicity in Communications (NAMIC) National Association for the Advancement of Colored People (NAACP) NAACP Legal Defense Fund National Association of Latino Independent Producers (NALIP) National Black MBA Association Metro New York Chapter National Cable and Telecommunications Association (NCTA) National Council of La Raza (NCLR) National Hispanic Media Coalition (NHMC) National Society of Hispanic MBAs Metro New York Chapter National Urban League Out & Equal The Posse Foundation RainbowPUSH Coalition Studio Museum of Harlem Talent Unlimited High School Temple University T. Howard Foundation Voto Latino The Walter Kaitz Foundation Women in Cable Telecommunications (WICT) Working Mother Media Highlighted = Exploring and developing ongoing strategies for new programs
    19. 19. THIRD-PARTY VALIDATION CORPORATE AWARDS AND RECOGNITIONS • Working Mother Media 100 Best Companies • National Action Network Corporate Triumph Awards • Human Rights Coalition Corporate Equality Index • Empire Pride State Agenda Equality @ Work Award • Latina Style Magazine Top Corporate Resource Group Award PROGRAMMING ACCOLADES • NAACP Image Awards, GLAAD Media Awards, NAMIC Vision Awards, Imagen Awards NOTEWORTHY ACKNOWLEDGEMENTS • Senator Robert Menendez publicly acknowledged Viacom for participating in his corporate diversity survey • Executives invited to speak at conferences hosted by external partners, including Diversity Best Practices, Congressional Hispanic Caucus Institute, National Association for Multi-Ethnicity in Communications, National Council of La Raza and Executive Leadership Conference and Asia Society • “Viacom is best in class.” — Steve Reinemund, former PepsiCo Chairman and CEO; Dean, Wake Forest University School of Business • External organizations look to us to validate their new initiatives (e.g. Voto Latino, National Hispanic Media Coalition) 19
    20. 20. DIVERSITYINC’S 4 AREAS OF MEASUREMENT FOR TOP 50 20 CEO COMMITMENT EXECUTIVES COMPENSATION CUSTOMER SUPPLIER DIVERSITY MENTORING AFFINITY GROUPS CORPORATE SOCIAL RESPONSIBILITY CORPORATE COMMUNICATIONS PROMOTIONS: FIVE LEVELS OF MANAGEMENT CULTURE AND ENVIRONMENT RECRUITING 1. Pricewaterhouse/Coopers 2. Sodexo 3. Kaiser Permanente 4. AT&T 5. Procter & Gamble 6. Ernst & Young 7. Kraft Foods 8. Deloitte 9. Prudential Financial 10. Colgate-Palmolive 40. Time Warner DiversityInc* Top 10, 2012
    21. 21. GOING FORWARD 21
    22. 22. 22
    23. 23. 23

    ×