BRINKER INTERNATIONAL INC.
DIVERSITY LEADERSHIP
6820 LBJ Freeway
Dallas, TX 75240
Phone: (972) 980-9917
www.brinker.com
www.brinkerdiversity.com
Annette F. Green
Director of Diversity & Inclusion/ Executive Recruiting
Email: annette.green@brinker.com
EMPLOYMENT CONTACT
Laura Linthicum
Senior Manager Corporate Recruiting
Phone: (972) 770-5952
Fax: (972) 770-4139
THE STATS
Total in the U.S.
2008
2007
Number of employees
Revenue (billions)
Total outside the U.S.
2008
2007
120,000
$4.4
RECRUITING
• Participate at minority job fairs
• Seek referrals from other employees
• Utilize online job services
Please list the schools/types of schools at which you recruit.
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Total worldwide
2008
2007
Private schools
Public state schools
Historically Black colleges and universities (HBCUs)
Hispanic-serving institutions (HSIs)
Other predominantly minority and/or women’s colleges: Target
universities and colleges with National Society of Minorities in
Hospitality (NSMH) Chapters; partner with students participating in the
Multicultural Foodservice Hospitality Alliance (MFHA)
Do you have any special outreach efforts directed to encourage
minority students and graduates to consider your firm?
• Partner programs with women and minority associations
• Conferences
Do you use executive recruiting/search firms to seek to identify
new diversity hires?
Yes.
INTERNSHIPS AND CO-OPS
• Conferences:
Multicultural Foodservice Hospitality Alliance
Conference, partner/participate in Monster DLP (Diversity Leadership
Program)—conference focused on minority
• Participate in/host minority student job fair(s) or other minority-focused
job events.
• Sponsor minority student association events
• Firm’s employees participate on career panels at school
• Outreach to leadership of minority student organizations
• Scholarships or intern/fellowships for minority students
What activities does the firm undertake to attract minority and
women employees?
•Other: Partner and attend career fairs at local/national minority
associations like OCA, NBMBAA, NSHMBA, Urban League (Career
programs), NCLR, Women’s Foodservice Forum and Professional
Women’s Leadership
Deadline for application: February
Number of interns in the program in summer 2009: 12
Percentage of interns/co-ops in the program who receive offers of full-time
employment: 35 percent
Our internship program consists of undergraduate, graduate and high
school students. This year we will have 12 interns within our restaurant
support center and they will work in various departments (accounting,
finance, communication, peopleworks, IS, marketing and culinary). In
addition to their internship within the specified department they will
complete a cross-functional project that will enable them to learn all
aspects of the Brinker International business.
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Brinker International Inc.
SCHOLARSHIPS
We provide scholarships for various organizations that have a program for
the minority undergraduate students to apply directly. Our support is
contributed through our sponsorships.
How many executives are on the committee, and in 2008,
what was the total number of hours collectively spent by the
committee in furtherance of the firm’s diversity initiatives?
How many employees are on the committee, and how often
does the committee convene in furtherance of the firm’s
diversity initiatives?
Total executives on committee: 10 (composed of members from our
Brinker leadership team, brand presidents and key leaders within
our organization.)
STRATEGIC PLAN AND DIVERSITY
LEADERSHIP
The team is strategically composed of senior leadership representatives
from home office and brands. The team meets quarterly or more
frequently as needed. Meetings are facilitated by the office of diversity
and inclusion.
What trends in your industry affect your corporate diversity
goals, strategies and/or internal or external alliances?
• Labor shortage
• Awareness of the numerous
restaurant/hospitality industry
career
opportunities
in
the
Does the committee and/or diversity leader establish and set
goals or objectives consistent with management’s priorities?
How does the firm’s leadership communicate the importance of
diversity to everyone at the firm?
Yes.
• Comprehensive approach to communications. Diversity messaging is
aligned with quarterly employee meetings, key brand meetings,
diversity emails, company newsletters, diversity section on intranet and
external website, leadership talks (open forums), etc.
• Created website: www.brinkerdiversity.com
• Highlight current communications
• Recognize events and individuals
• Provide supply diversity information
• Update as needed on calendar activities for internal and external use.
Has the firm undertaken a formal or informal diversity program
or set of initiatives aimed at increasing the diversity of the
firm?
Who has primary responsibility for leading diversity initiatives
at your firm?
Quarterly.
Director of Diversity and Inclusion/Recruitment Annette F. Green.
How are the firm’s diversity committee and/or firm
management held accountable for achieving results?
Does your firm currently have a diversity committee?
All officers have diversity goals included in performance management
structure.
Yes.
Please describe how the committee is structured, how often it
meets, etc.
Our diversity steering committee is comprised of executive leaders within
our organization. Currently updated on events and updates related to D&I
on a regular communication. Meet as a team to review strategy and
review activities quarterly.
Does the committee’s representation include one or more
members of the firm’s management/executive committee (or
the equivalent)?
Yes.
Yes, formal. Collaborative approach; goals are set from recommendations
by the office of diversity and inclusion and senior leadership vision and
expectations.
How often does the firm’s management review the firm’s
diversity progress/results?
RETENTION & PROFESSIONAL
DEVELOPMENT
How do 2008 minority and female attrition rates generally
compare to those experienced in the prior year period?
About the same as in prior years.
Please identify the specific steps you are taking to reduce the
attrition rate of minority and women employees.
• Develop and/or support internal employee affinity groups (e.g., minority
or women networks within the firm)
• Succession plan includes emphasis on diversity
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Brinker International Inc.
• Work with minority and women employees to develop career
advancement plans
• Strengthen mentoring program for all employees, including minorities
and women
• Professional skills development program, including minority and
women employees
DIVERSITY MISSION STATEMENT
We believe in celebrating the differences that make a good company great
and in leveraging individual strengths to create an innovative, inclusive
and unified team.
At Brinker, diversity goes beyond simply placing value on differences. It’s
about taking action, active listening, thoughtful participation and
teamwork that draws out individual strengths. These are the ways we
build a successful organization where each member is a dynamic and
valued part of the team.
We believe that with a fully engaged workforce, the sky is the limit. So, we
create an environment that fosters success by questioning assumptions,
soliciting opinions, and taking a proactive approach to problems.
Our philosophy is based on the belief that when diverse thoughts and
perspectives are integrated into daily operations, we can all enjoy the fruits
of our success. Join us in the celebration.
ADDITIONAL INFORMATION
“At Brinker International, our core values of growth, diversity, family,
integrity, passion and balance guide us in the way we serve our guests,
the way we work with each other, and in the way we serve our
communities. From the variety of dining experiences we offer through our
four restaurant brands, to the more than 100,000 team members who
each contribute something unique, celebrating diversity is something we
do every day. A good company becomes a great company with
dedication, respect, leadership, and inclusiveness. At Brinker
International, this is our commitment.”
—Message from our CEO and chairman, Doug Brooks
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