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1997 - 1998 Winners
 Background
Formally established in 1924, the International Business Machines Corporation, better known as IBM, is the world’s leading provider of computer hardware and software services. Workforce diversity is deeply rooted in its heritage and its initiatives have been well ahead of Federal legislation.
Program Overview
- IBM’s diversity initiatives address employee and management concerns among collective and individual constituencies both within and outside of their corporation. Employee driven initiatives include Diversity Councils, Diversity Network Groups, and Workforce Diversity Task Forces.
- Diversity Councils are teams of IBM employees who advise and assist the senior management professionals of an area, business unit, or headquarters staff function.
- Diversity Network Groups are nonprofit groups of employees who come together voluntarily with the intent of helping IBM be a better place to work while helping their members to become more effective in the workplace.
- Workforce Diversity Task Forces represent individual constituencies. Each is chaired by an executive from that constituency across the business.
Management initiatives include Domestic Partner Benefits, Executive Management Initiatives/Executive Resources Program, Leadership Development Diversity Training, Women’s Initiatives, Recruitment, and Workforce Diversity Community Outreach.
- Domestic Partner Benefits are medical and related benefits for the unmarried, same gender partners of IBM U.S. employees.
- The Executive Resources Program is a key initiative in addressing the progress of women and minority employees.
- Leadership Development Diversity Training is designed to heighten awareness of diversity as a business imperative.
- Women’s Initiatives include a Leave of Absence policy that extends up to three years and a Flexible Work Program allowing women to "phase" back into the workplace on a part-time basis while still on Leave of Absence.
- Recruitment initiatives include Project View, a recruitment program where IBM brings in students of underrepresented minority groups from universities around the country and provides them the opportunity to compete for full-time regular employment at IBM. The company is also involved with numerous national student and professional organizations.
- Workforce Diversity Community Outreach Programs include the Faculty Loan Program, Community Service Assignment Program, Technical Academic Careers Program, and Diversity Campus Executive Program.
Programs listed under "The IBM Competitive Spirit" include The Marketplace and the Minority/Women Business Development Program.
- "Marketplace" refers to the Market Development staff established to strengthen IBM’s ability to capitalize on identified segment opportunities.
- The Minority/Women Business Development Program is designed to fulfill a corporate policy to increase purchasing opportunities and contracts with minority and women-owned businesses in all areas of IBM’s procurement, contracting, and marketing programs.
 Background
Examples of Levi Strauss & Co.’s past commitment to diversity issues:
- In the 1950s, Levi Strauss integrated its factories in the southern U.S.—prior to federal desegregation mandates.
- In 1972, Levi Strauss instituted a Supplier Diversity Purchasing Program to promote expanded use of supplier firms that are owned and operated by women and people of color.
- In the late 1980s, Levi Strauss inaugurated a program to provide assistance to non-naturalized employees who wished to become U.S. citizens.
- In 1989, Levi Strauss launched a company-wide training curriculum to help employees discover how valuing diversity in the workforce can contribute to individual and corporate success.
Special Recognition
- 1997 Humanitarian Leadership Award from Funders Concerned About AIDS
- In 1997, ranked as one of Hispanic’s "Hispanic 100" companies that provide the most opportunities for Hispanic employees and support for Hispanic organizations
- 1996 Management Social Responsibility Award from the Martin Luther King Jr. Center for Nonviolent Social Change
- In 1996, ranked #1 by industry and #15 overall as Fortune’s "most admired corporation," based on attributes including financial soundness, product quality, community responsibility, quality of management, and overall innovation
- 1995 Lifetime Achievement Award (to family owners of the company) from Business Enterprise Trust
Program Overview
Project Change was launched in 1991 by the Levi Strauss Foundation to address racial prejudice and institutional racism. It consists of a five-step process of:
- forming multiracial task forces composed of individuals from business, law enforcement, religious institutions, city government, neighborhood associations, nonprofit and community institutions, and at least one company employee;
- assessing local conditions;
- educating the public about racism;
- advocating positive changes in policies and practices; and
- evaluating and sharing lessons learned.
Levi Strauss’s involvement with Project Change is diverse. In addition to having conceived the initiative, the company also provides financial resources, training, and technical assistance.
Bright Horizons Children’s Centers, Inc.
The Horizons Initiative
Background
Founded in 1986, Bright Horizons is the largest provider of child care at the work site. The company was established as both a successful business venture and an opportunity to provide a valuable service and make a societal impact.
Program Overview
In 1988, Bright Horizons founded The Horizons Initiative (THI), a nonprofit subsidiary that focuses on the needs of homeless children. The program has three components: the Community Children’s Center, the Playspace Program, and the Volunteer Program.
- Community Children’s Center: a full-time child care center which cares for 70 homeless children. Students’ mothers must commit to a Self-Sufficiency Plan, which usually entails completing education, job training, and placement programs. Mothers also participate in ongoing parent training and behavior management programs and volunteer at the center one to two hours per week.
- Playspace Program: builds playspaces, or miniature child care centers, within shelters with appropriate materials and equipment; all 26 family homeless centers in the greater Boston area have playspaces.
- Volunteer Program: trains and places volunteers within shelters to care for the children in playspaces; the program has 300 active volunteers, including employees from Bright Horizons and local corporations.
Lancaster Laboratories
Family Center
Background
Founded in 1961, Lancaster Laboratories became a subsidiary of Thermo TerraTech,Inc. in 1995. It is a leading testing and consulting firm in the areas of environmental, pharmaceutical, and food sciences. Employee support programs have been maintained throughout this transition.
Program Overview
The Family Center comprises three core on-site services: The Hildebrandt Learning Center child care program, Lancaster Generations adult care center, and the LLife Center employee fitness center.
- The Hildebrandt Learning Center includes on-site day care, an on-site summer camp, and a before- and after-school program.
- Lancaster Generations includes on-site adult day care for elderly family members and young adult family members with disabilities; intergenerational programming is scheduled with the students in the Hildebrandt Learning Center.
- LLife Center is an on-site employee fitness center that also offers wellness classes.
Public Service Electric and Gas Company
"Making Neighborhoods Work"
Background
A major theme of Public Service Electric and Gas Company’s mission is public responsibility. The corporate objectives are to:
- Establish a reputation as a respected industry leader and opinion shaper;
- Be recognized as a partner in working for the best interest of the state and its citizens by solving problems and getting things done quickly;
- Consistently demonstrate corporate and economic responsibility;
- Minimize the environmental impact of its operations and improve the efficiency of its energy structure; and
- Be recognized for business integrity and ethical conduct.
Program Overview
Building on the momentum of the company’s other economic development initiatives in Newark, NJ, "Making Neighborhoods Work" is an initiative through which PSE&G is building a network of city, county, and state government, corporate, church, nonprofit, foundation, educational, and individual partners to move Newark’s South Ward community toward self-sufficiency. It addresses six key areas:
- Business development/business retention/community economic development
- Quality of life
- Transportation
- Education
- Environment
- Housing
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