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BREAKOUT SESSION
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“DISABILITY ERGS:
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LEVERAGING FOR INCREASING THE BOTTOM LINE
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PART II”
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OCTOBER 18, 2011
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1:00 P.M. - 2:15 P.M.
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USBLN CONFERENCE
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MARRIOTT DOWNTOWN
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LOUISVILLE, KENTUCKY
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THIS TRANSCRIPT CREATED USING
COMMUNICATION ACCESS REALTIME TRANSLATION (CART)
IS NOT VERBATIM. THERE MAY BE
UNTRANSLATED, MISTRANSLATED, OR MISSING WORDS WITHIN
THE TRANSCRIPT.
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PRESENTER:
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GOOD AFTERNOON, EVERYONE.
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IT'S ALWAYS A CHALLENGE GOING ON AFTER LUNCH, BUT WE
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HAVE A LOT OF GOOD INFORMATION FOR YOU.
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PART TWO OF OUR SESSION ON DISABILITY RESOURCES.
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HOPE YOU HAD A GREAT LUNCH.
WELCOME TO
AND WE HAVE TWO ADDITIONAL PRESENTATIONS
FOR YOU TODAY.
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GO AHEAD AND GET STARTED,
SO HOW MANY OF YOU WERE IN THE MORNING
SESSION?
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JUST A SHOW OF HANDS OR NODDING OF THE HEAD.
SO LOOKS LIKE ABOUT HALF, TO MAYBE A
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LITTLE BIT MORE THAN HALF.
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ATTENDED THE FIRST SESSION TO PICK UP AND KNOW WHAT'S
13
GOING ON IN THIS SESSION.
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ADDITIONAL INFORMATION ABOUT RESOURCE GROUPS FROM
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OTHER COMPANIES.
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YOU DON’T NEED TO HAVE
IT'S JUST A CONTINUATION OF
TODAY WE'LL FOCUS ON -- OR THIS
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AFTERNOON WE'LL FOCUS ON A LITTLE BIT MORE INFORMATION
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ABOUT LEADERSHIP DEVELOPMENT OF ERG LEADERS, WE'LL
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TALK ABOUT GLOBAL PROGRAMS, AND THEN ALSO HOW ERGS
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DISABILITIES, ERGS CAN PARTNER WITH OTHER ERGS FROM
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THEIR ORGANIZATION TO UTILIZE THAT STRENGTH IN
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NUMBERS.
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SO TAKING THE DIALOGUE A LITTLE FURTHER.
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THIS MORNING THERE WAS A LOT OF CONVERSATION AROUND
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BUSINESS INITIATIVES, AND HOW ERGS CAN SUPPORT
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RECRUITING, RETENTION, IDENTIFICATION, EMPLOYEE
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ENGAGEMENT KINDS OF THINGS, SO WE'RE HOPING TO EXTEND
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THAT DIALOGUE AND FOCUS ON SOME ADDITIONAL AREAS TO
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GIVE YOU ALL MORE IDEAS TO TAKE BACK TO YOUR
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ORGANIZATION.
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AS WE HAD TALKED ABOUT YESTERDAY, AND
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WHAT I CALLED THE USBLN MANTRA, ABOUT LISTENING,
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ENGAGING AND BE ACTING, WE WANT TO DO THAT AGAIN
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TODAY.
WE WANT TO PRESENT YOU WITH SOME COMPELLING
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PROGRAMS FROM TWO ORGANIZATIONS AND HAVE YOU LISTEN TO
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THE GREAT THINGS THEY'RE DOING.
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TIME TO ENGAGE IN QUESTION AND ANSWER, AND ALSO OPEN
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DIALOGUE.
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MANY OF YOU ARE COMING FROM EMPLOYEE RESOURCE GROUPS,
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SO WE ENCOURAGE YOU TO SHARE SOME OF YOUR BEST
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PRACTICES AS WELL.
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WE'LL HAVE PLENTY OF
SO COME PREPARED WITH QUESTIONS, BUT ALSO
WE WANT OUR PRESENTERS TO NOT ONLY
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SHARE, BUT HOPEFULLY THEY CAN TAKE AWAY SOME THINGS
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THAT THEY CAN IMPLEMENT AS WELL.
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SO WE'LL HAVE PLENTY OF TIME TO DO THAT.
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ALL RIGHT?
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COMPUTER AND I, WHICH THIS IS MY COMPUTER, LIKES TO
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MOVE ON ITS OWN.
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SO FOR SOME REASON I ALWAYS HAVE THIS
THAT WAS HAPPENING -- IT'S TELLING ME
MOVE ON MYLENE.
I DON'T -- I DON'T KNOW IF I
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INTRODUCED MYSELF I'M MYLENE PADOLINA AND I AM
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CONSULTING WITH THE USBLN AND SUPPORTING THEIR
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INFORMATION TO PROVIDE EMPLOYEE RESOURCE GROUPS WITH
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YOU AT THIS CONFERENCE I'M ALSO WORKING ON A VETERANS
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RESEARCH PROJECT FOCUSED ON VETERANS WITH DISABILITIES
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AND GAINING BEST PRACTICES FROM EMPLOYERS.
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SO WITHOUT FURTHER ADO, LET'S GET GOING.
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FIRST, MAKE SURE YOUR CELL PHONES ARE
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OFF OR ON VIBRATE OR SILENT.
AND ALSO I WAS REMISS IN
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FORGETTING TO TALK ABOUT THE EVALUATIONS IN THE LAST
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SESSION.
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YOUR FIRST SESSION AND HELD ON TO IT, IF NOT, WE HAVE
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SOME UP FRONT.
HOPEFULLY YOU'VE TAKEN THE EVALUATION FROM
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I ENCOURAGE YOU TO FILL IT OUT AFTER THE
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END OF THIS SESSION.
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FOLKS IN THE PREVIOUS DISABILITY ERG SESSION AND SOME
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FEEDBACK WE RECEIVED THROUGHOUT THE CONFERENCE AND THE
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LAST CONFERENCE THIS TOPIC IS OF IMPORTANCE SO YOUR
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FEEDBACK ON HOW WE CAN DO A BETTER JOB OF MEETING YOUR
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NEEDS IN TERMS OF INFORMATION WILL DEFINITELY BE
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HELPFUL IN PLANNING NEXT YEAR'S CONFERENCE SO PLEASE
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TAKE THE TIME TO DO THAT AFTER THE SESSION.
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BASED ON THE PARTICIPATION OF
WITH THAT, NOW LET'S GET ON TO OUR
PRESENTATIONS.
SO WE'LL HAVE TWO PRESENTATIONS FOR YOU
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TODAY AS I MENTIONED FIRST OFF IS LAURA ANTAL FROM
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SODEXO UNIVERSITY SHE'S A SENIOR INSTRUCTIONAL
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DESIGNER AS WELL AS THE CHAIR OF SOAR, WHICH IS THEIR
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ORGANIZATION, SODEXO ORGANIZATION OF DISABILITIES
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RESOURCE.
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AFTER LAURA'S PRESENTATION YOU'LL HEAR
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FROM AVALYN JACKSON, ASSOCIATE DIRECTOR DISABILITY AND
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MATURE MARKETING, CHAIR OF AT&T'S ADVISORY PANEL ON
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ACCESS AND AGING WITH AT&T MOBILITY INCORPORATED,
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SO LAURA, WHY DON'T WE HAVE YOU COME UP
AND GET IT STARTED?
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MS. ANTAL:
THANK YOU.
HELLO.
GOOD
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AFTERNOON.
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THIS FIRST SLIDE REALLY TALKS ABOUT A PRESENTATION
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THAT WE DID TO A DIVERSITY AND INCLUSION ADVISORY
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BOARD.
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I'M REALLY HAPPY TO BE WITH YOU TODAY.
AND THAT'S FROM ALL OF SODEXO, SO A LOT
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OF PEOPLE DO NOT KNOW WHO SODEXO IS AND A LOT OF
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PEOPLE DO, SO LET ME TELL YOU A LITTLE BIT ABOUT OUR
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COMPANY JUST VERY BRIEFLY, SODEXO PROVIDES FOOD AND
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FACILITIES MANAGEMENT TO HEALTHCARE, CORPORATE
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SERVICES, COLLEGES, AND UNIVERSITIES, AND K THROUGH 12
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IN NORTH AMERICA AND THROUGHOUT THE WORLD.
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87 DIFFERENT COUNTRIES.
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THE UNITED STATES ALONE, AND WE ARE VERY COMMITTED AND
WE'RE IN
WE HAVE 120,000 EMPLOYEES IN
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FOCUSED ON DIVERSITY, AND WE ARE RANKED NUMBER TWO IN
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DIVERSITY RIGHT NOW AND LAST YEAR WE WERE RANKED
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NUMBER ONE IN DIVERSITY OVERALL, BY DIVERSITY, INC.
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SOME FUN FACTS ABOUT SODEXO IS THAT WHEN WE PROVIDE
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FOOD AND FACILITIES MANAGEMENT, THAT INCLUDES
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CLEANING, THAT INCLUDES MAINTAINING BUILDINGS AND
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HOSPITALS, AND IT INCLUDES LANDSCAPING AND LAUNDRY, SO
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ONE OF OUR FUN FACTS IS THAT WE LANDSCAPE AND MOW
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STONEHENGE WE CLEAN BUCKINGHAM PALACE, WE MANAGE THE
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EIFFEL TOWER AND WE FEED OLYMPIC ATHLETES, SO THOSE
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ARE SOME OF THE THINGS THAT WE DO.
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SO WE TALKED ABOUT HAVING A DISABILITY
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INCLUSION AND ADVISORY BOARD, AND WE HAVE -- WE WORK
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WITH LEADERS IN INDUSTRY -- IN ALL THE INDUSTRIES, AND
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FOR ALL THE EMPLOYEE NETWORK GROUPS THAT WE HAVE, SO
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FOR OUR DISABILITY GROUP, OUR -- OUR DISABILITY
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INCLUSION AND ADVISORY BOARD MEMBER IS JOHN KEMP, WHO
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WILL BE OUR -- OUR -- WHO WILL BE HOSTING THE EVENT
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TONIGHT AND HE'S BEEN PART OF USBLN FOR MANY YEARS.
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SO WE WENT AND GATHERED ALL THIS
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INFORMATION, ALL AROUND OUR COMPANY ABOUT WHAT WE'RE
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DOING WITH PEOPLE WITH DISABILITIES, SO I'M IN CHARGE
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OF OUR EMPLOYEE NETWORK GROUP FOR SOAR, AND WE ALSO
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INTERACT A LOT WITH THE RECRUITING, WE WORK WITH HR,
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WE WORK WITH OFFICE OF EMPLOYEE RIGHTS, AND WE REALLY
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FORM A TEAM TO ACCOMPLISH A LOT OF THINGS IN OUR
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COMPANY.
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SO I'M GOING TO -- WE HAVE EXTERNAL
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FACTS AND FIGURES I'M NOT GOING TO GO THROUGH THEM
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BECAUSE ALL OF YOU WORK IN THIS AREA AND ALREADY KNOW
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A LOT OF THIS STUFF BUT I'M GOING TO TALK ABOUT WHAT
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AREA -- A LITTLE BIT OUR PEOPLE, OUR EMPLOYEE VALUE
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PROPOSITION WHAT WE'RE DOING IN RECRUITMENT AND
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ACCOMMODATIONS, SOME OF THE TRAININGS WE OFFER IN OUR
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EXTERNAL, AS WELL AS WHAT OUR EMPLOYEE NETWORK GROUP
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SOAR IS DOING, WE'LL LOOK AT SOME OF OUR -- BRIEFLY
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SOME OF OUR ACCESSIBILITY.
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AND THEN WE'RE GOING TO GO THROUGH AND
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FOCUS ON SOME COMMUNICATIONS, OUR GLOBAL DISABILITIES
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EFFORTS, AND THEN WE WILL CONTINUE ON WITH SOME OF OUR
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AWARDS AND PEOPLE WITH DISABILITIES.
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SO, AGAIN, THE PURPOSE OF THIS WAS TO
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PROVIDE THE CURRENT STATE OF OUR PEOPLE WITH
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DISABILITIES INITIATIVES AND OUR FUTURE OUTLOOK.
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TALKED ABOUT HOW DISABILITY IS ANCHORED IN OUR -- INTO
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OUR COMPANY, SO IT REVOLVES AROUND OUR COMPANY MISSION
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AND VISION.
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INTEGRATED INTO OUR CORPORATE DIVERSITY AND INCLUSION
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STRATEGY AND IT'S ALIGNED WITH OUR EMPLOYEE VALUE
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PROPOSITION.
WE
SOAR AND PEOPLE WITH DISABILITIES IS
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WE FOCUS ON RECRUITMENT, RETENTION,
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PROFESSIONAL DEVELOPMENT, TRAINING, ACCOMMODATIONS,
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PARTNERSHIPS INTERNALLY AND EXTERNALLY, COMMUNICATIONS
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AND ALSO ACCOUNTABILITY.
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WE TALKED ABOUT HOW SOAR AND HR AND
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OPERATIONS ALL WORK TOGETHER, AND OUR EMPLOYEE NETWORK
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HAS BEEN AROUND FOR FOUR YEARS, SO WE'RE YOUNG, BUT
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WE'RE CONTINUING TO GROW, AND WE HAVE ACCOMPLISHED
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SOME KEY THINGS.
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I'M GOING TO SKIP ALL THESE EXTERNAL
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FACTS AND FIGURES, BECAUSE THIS IS A LOT ABOUT
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STATISTICS AROUND PEOPLE WITH DISABILITIES THAT I
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THINK YOU ALREADY KNOW.
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SOME OF THESE WERE TALKED ABOUT IN PART
ONE.
BUT I'M GOING TO TALK ABOUT OUR TEAM
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ORIENTED CULTURE, SO WE HAVE 120,000 EMPLOYEES IN THE
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COMPANY IN THE UNITED STATES.
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AND WE HIRE A LOT OF PEOPLE WITH
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DISABILITIES, AND THIS IS A FOCUS ON ONE OF OUR
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EMPLOYEES, MIKE, SO IN -- AT ALLSTATE IN NORTHBROOK,
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ILLINOIS, WHICH IS A CORPORATE FOOD SERVICE ACCOUNT,
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MIKE CAME ON AND JOINED OUR STAFF, AND HE'S BEEN THERE
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FOR FIVE YEARS.
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AND IN THE BEGINNING, YOU KNOW, HE --
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YOU KNOW, HE WAS JUST KIND OF LEARNING THE ROPES BUT
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OVER TIME, HE HAS BECOME A TRUE TEAM PLAYER.
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STORMS, HE RAISES ISSUES, PEOPLE COME TO HIM BECAUSE
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HE'S SUCH AN IMPORTANT PART OF OUR TEAM, TO HELP
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IMPROVE PROCESSES AND PROCEDURES.
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MANY, MANY SUCCESS STORIES THAT SODEXO HAS EMPLOYING
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PEOPLE WITH DISABILITIES AND WE'LL SPEAK TO THAT A
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LITTLE BIT FURTHER.
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SO THIS IS ONE OF
SO WE TALKED ABOUT HAVING PEOPLE WITH
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DISABILITIES ALIGNED TO OUR EMPLOYEE VALUE
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PROPOSITION.
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HE BRAIN
AND WHAT REALLY THAT IS IS IT'S SPLIT UP
INTO FIVE DIFFERENT AREAS.
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SO IT'S HOW WE RECRUIT PEOPLE, HOW WE
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WELCOME THEM, WELCOME THEM INTO THE COMPANY, AND HOW
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THEY PARTICIPATE IN THE COMPANY EVERY DAY, HOW WE GROW
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AND DEVELOP PEOPLE, AND THEN HOW WE REWARD AND
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RECOGNIZE INDIVIDUALS.
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SO WITH RECRUITING, WE HAVE -- WE ACCESS
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A LOT OF TARGETED JOB BOARDS FOR PEOPLE WITH
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DISABILITIES AND VETERANS.
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WE ALSO ARE PILOTING A PROGRAM WITH THE
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NATIONAL ORGANIZATION ON DISABILITIES, I'LL SPEAK TO
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THAT IN A LITTLE BIT MORE DETAIL, AND WE HAVE ADA
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WEBSITE ACCESSIBILITY COMPLIANCE.
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SO ANYONE THAT WANTS TO COME INTO OUR
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COMPANY AND JOIN US IN LOOKING FOR CAREERS AND JOB
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POSTINGS, THEY HAVE -- THEY HAVE FULL ACCESSIBILITY.
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IN WELCOMING, WE HAVE NEW HIRE ON
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BOARDING PROGRAMS AND WE FEATURE PEOPLE WITH
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DISABILITIES IN THAT, AND WE EDUCATE ON PEOPLE WITH
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DISABILITIES.
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AND THEN WE HAVE OUR NETWORK GROUP,
SOAR.
WHICH IS SODEXO ORGANIZATION FOR
DISABILITIES RESOURCES.
IN LIVING, WE HAVE A WHOLE NEW PROCESS
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AROUND ACCOMMODATIONS, WHICH I'LL SHARE WITH YOU
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TODAY, AND WE ALSO HAVE AN EEO ESSENTIALS PROGRAM.
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WE HAVE DISABILITIES ONLINE TRAINING.
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AND WE WORK WITH LIFE WORKS, WHICH IS AN
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OUTSIDE VENDOR WHO HELPS US WITH EMPLOYEE -- EMPLOYEE
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ISSUES, AND THEY PROVIDE A LOT OF RESOURCES AND
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SUPPORT TOOLS AROUND PEOPLE WITH DISABILITIES.
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IN GROWING, WE HAVE A MENTORING PROGRAM.
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WE ALSO HAVE A DIVERSITY BUSINESS LEADERSHIP SUMMIT
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WHERE WE GET PEOPLE FROM NORTH AMERICA TO COME AND
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LEARN ABOUT DIVERSITY AND ALL OF OUR DIFFERENT
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EMPLOYEE NETWORK GROUPS, AND IT'S A TWO-DAY SUMMIT.
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WE USUALLY HAVE 600, 700 PEOPLE THERE.
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BUT MANY MORE APPLY TO COME IN, BUT
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IT'S -- SO THERE'S A HUGE WAITING LIST, SO IT'S VERY,
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VERY POPULAR, AND BECAUSE WE HAVE SO MANY PEOPLE THAT
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WANTED TO BE A PART OF IT, WE HAVE A VIRTUAL OPTION,
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WHERE WE RECORD A LOT OF OUR SESSIONS THAT ARE ON THE
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LIVE EVENT AND THEN WE PUT THEM IN A VIRTUAL
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ENVIRONMENT.
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OUR VDBLS, VIRTUAL DIVERSITY BUSINESS
LEADERSHIP SUMMIT IS RUNNING FOR SIX MONTHS, SO IT'S
RUNNING FROM JUNE OR JULY THROUGH DECEMBER.
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AND THEN WE REWARD PEOPLE THAT ARE
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INVOLVED IN HELPING DIVERSITY THROUGH CHAMPIONS OF
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DIVERSITY WE ALSO HAVE SPIRIT AWARDS THAT ARE NATIONAL
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AWARDS, AND WE -- SOAR PROVIDES SCHOLARSHIPS TO PEOPLE
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WITH DISABILITIES.
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WE ALSO PROVIDE DISCOUNTS TO -- FOR
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COLLEGES.
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NUMBER ONE COLLEGES THAT FOCUSES ON PEOPLE WITH
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DISABILITIES, AND ALSO VETERANS, AND SO WE OFFER
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DISCOUNTS TO ATTEND CAPELLA UNIVERSITY.
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SO CAPELLA UNIVERSITY REALLY IS ONE OF THE
OKAY.
SO WHEN WE TALK ABOUT
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RECRUITMENT, WHAT WE'RE DOING IS THAT WE ARE POSTING
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ON A COMBINATION OF MAINSTREAM JOB BOARDS AS WELL AS
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SITES THAT TARGET INDIVIDUALS WITH DISABILITIES.
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AND WE DO THAT THROUGH DIRECT EMPLOYERS.
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SO WE POST OUR JOBS ON DIRECT EMPLOYERS AND THEN THEY
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PUSH OUT TO ABOUT 3,000 SITES, AND THAT INCLUDES
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DIVERSITY SITES, DISABILITY SITES, AND ALSO VETERAN
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SITES.
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WE ALSO POST VACANCIES ON DISABLED VETS
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OUTREACH AND SEVERAL OTHER MILITARY SITES AND WE USE
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JOBS TO END, SO THAT WE CAN DO EXTERNAL ADVERTISEMENT
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ON DISABILITY JOB SITE.COM AND THROUGH JOBS 2 WEB, WE
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ACTUALLY HAVE -- WE ACTUALLY ARE GATHERING A LOT OF
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INFORMATION, AND CREATING KIND OF LIKE AN ACCOUNT
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WHERE WE FIND OUT WHO'S LOOKING AND WHO'S INTERESTED
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IN APPLYING FOR JOBS AND THEN WE KEEP THAT ACCOUNT,
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AND THEN WE CAN GO BACK AND ACCESS IT.
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PEOPLE TO JUST PROVIDE GENERAL INFORMATION EVERY TIME
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THEY CLICK ON A SITE.
AND WE ASK
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SO WE HAVE RECRUITERS AND ACCESS TO THE
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WOUNDED WARRIOR SITES TO POST JOBS AND RESUME DATABASE
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ACCESS AS WELL.
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AND WHEN WE'RE ON ALL THESE SITES, ALL
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OUR ADS DISPLAY PEOPLE WITH DISABILITIES, INCLUDING
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DISABILITY IMAGES.
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WE HAVE AN ACCOMMODATIONS TASK FORCE.
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WE DEVELOPED THIS IN APRIL OF 2010.
WE HAVE 14 CROSS
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DIVISIONAL REPRESENTATIVES, AND WE HAVE TWO PRIMARY
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GOALS.
ONE IS TO ESTABLISH PROCESSES AND PROTOCOLS
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FOR CENTRALIZING ACCOMMODATION REQUESTS.
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AND ONE WAS TO CREATE A DATABASE OF
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EXISTING ACCOMMODATIONS, SO WE LAUNCHED THIS NEW
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ACCOMMODATIONS TASK FORCE AND PROCESS IN MARCH 2011.
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AND THEN WE HAD INDIVIDUALS TAKE
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TRAINING ON THE NEW PROCESS, AND WE ALSO HAD
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INDIVIDUALS TAKE TRAINING ON REASONABLE
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ACCOMMODATIONS, OF COURSE, SO THAT WAS LIKE AN OFF THE
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SHELF TYPE COURSE AND WE HAVE 9,000 EMPLOYEES, THAT
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ARE MANAGERS THAT ARE TRAINED IN THIS PROCESS, AND ON
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ADA REASONABLE ACCOMMODATIONS.
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WE ARE YIELDING REALLY POSITIVE OUTCOMES
FROM THIS.
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SO RIGHT NOW, ON THE SCREEN I HAVE A
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FLOW CHART, AND THIS FLOW CHART TALKS ABOUT THE
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PROCESS, AND NOBODY CAN READ IT, BUT BASICALLY WHAT
17
IT'S SAYING IS THAT IF YOU ARE A GENERAL MANAGER, AND
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SOMEONE COMES TO YOU WITH AN ACCOMMODATIONS REQUEST,
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YOU TRY AND FILL OUT THAT ACCOMMODATIONS REQUEST, AND
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IF YOU -- IF YOU THINK THAT YOU CAN'T ACCOMMODATE THAT
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PERSON, YOU'RE NOT ALLOWED TO SAY NO, YOU THEN SEND IT
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TO HR.
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REQUEST.
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THIS TASK FORCE.
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DETERMINATION IN COOPERATION WITH OUR OFFICE OF
HR SEES IF THEY CAN FILL THE ACCOMMODATIONS
IF THEY CAN'T, THEN THEY PUSH IT OVER TO
THIS TASK FORCE MAKES THE FINAL
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EMPLOYEE RIGHTS.
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SO REALLY, ESSENTIALLY, THE ONLY PEOPLE
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WHO CAN SAY NO TO AN ACCOMMODATION IN OUR COMPANY IS
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HIGH-LEVEL OFFICE OF EMPLOYEE RIGHTS AND THE TASK
5
FORCE.
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SINCE WE PUT THIS INTO -- PUT THIS
7
PROGRAM IN PROCESS, ONLY TWO REQUESTS FOR
8
ACCOMMODATIONS HAVE BEEN TURNED DOWN, SO WE'RE PRETTY
9
EXCITED ABOUT THOSE RESULTS.
10
WE ALSO HAVE DISABILITY AWARENESS
11
TRAINING, WHICH IS AN ONLINE COURSE, AND THIS TALKS
12
ABOUT WORKING EFFECTIVELY WITH PEOPLE WITH
13
DISABILITIES, SO IT'S ONLINE, INTERACTIVE SESSIONS.
14
WE INCLUDE COMMON SCENARIOS THAT PEOPLE WOULD COME
15
ACROSS, EITHER AS A FRONT LINE EMPLOYEE OR AS A
16
MANAGER DEALING WITH PEOPLE WITH DISABILITIES.
17
WE RELEASED THIS I N 2009, AND THIS IS A
18
VOLUNTARY COURSE, AND WE HAVE AN ESTIMATED 5,300
19
PEOPLE WHO HAVE TAKEN IT SO FAR.
20
DISABILITIES EXPERIENTIAL SESSION, AND THIS IS WHERE
21
PEOPLE, YOU KNOW, PUT THEMSELVES INTO SITUATIONS WHERE
22
THEY WOULD BE TAKING ON A DISABILITY AS IN GLASSES OR
23
BEING IN WHEELCHAIRS AND WE HAVE HAD -- IT'S 120
24
MANAGERS PARTICIPATED IN THIS SO FAR.
25
WE ALSO HAVE A
BUT I THINK THIS IS MORE LIKE UPWARDS OF
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500.
2
OUT OF OUR DISABILITY LEADERSHIP
3
CONFERENCE, WE HAVE GREAT SPEAKERS COME, SO WE HAD
4
ERIC ALVA AND BONNIE SAINT JOHN.
5
FIRST PERSON WHO WAS WOUNDED IN THE IRAQ WAR, AND
6
AFTER HE -- AFTER HE CAME BACK FROM THE WAR, WITH HIS
7
DISABILITIES, HE DECIDED TO COME OUT AND SAY THAT HE
8
WAS AN LGBT PERSON, SO HE CAME AND SPOKE AND HE WAS
9
GREAT.
ERIC ALVA WAS THE
BONNIE SAINT JOHN IS A RHODES SCHOLAR, AND AN
10
OLYMPIC MEDALIST AND SHE'S ALSO A PERSON WITH A
11
DISABILITY.
12
13
AND SHE IS REALLY AWESOME AND VERY
INSPIRING.
14
SO WE HAVE AN EXTERNAL PARTNERSHIP WITH
15
NOD, NATIONAL ORGANIZATION ON DISABILITIES AND WE ALSO
16
HAVE OUR CHIEF GLOBAL DIVERSITY OFFICER SITS ON THE
17
BOARD AND WE'RE WORKING WITH THEM IN A BRIDGES TO
18
BUSINESS PROGRAM.
19
SO WE'RE INVOLVED IN A PROGRAM WHERE
20
WE LINK PEOPLE WITH DISABILITIES AND AGENCIES AND OUR
21
COMPANY, THROUGH A ONE STOP SHOP TO TRY TO GET
22
EVERYONE CONNECTED SO THAT RUNS THROUGH THE END OF THE
23
YEAR, IT'S A ONE-YEAR PILOT.
24
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AND WE'RE ALSO ONE OF THE FOUNDING
PARTNERS TO THE DISABILITY SUPPLIER DIVERSITY PROGRAM
16
1
FOR USBLN.
2
3
SO SOAR, THIS IS OUR EMPLOYEE NETWORK
GROUP.
RIGHT NOW WE HAVE OVER 500 MEMBERS.
4
AND WE HAVE SEVEN CHAPTERS.
5
AND WE HAVE A LOT OF DIFFERENT THINGS
6
THAT WE'RE WORKING ON.
I'M JUST GOING TO GO THROUGH
7
BRIEFLY SOME OF THE THINGS THAT WE'RE DOING.
8
OKAY.
9
SO IT SAYS MEMBERSHIP AT 25 PERCENT IN
10
THE LAST YEAR, IT'S ACTUALLY CLOSER TO 30 PERCENT. WE
11
HAVE INCREASED THAT.
12
AND WE HAVE A SOAR SCHOLARSHIP PROGRAM
13
WHERE WE PROVIDE FOUR INDIVIDUAL SCHOLARSHIPS FOR
14
$1,000 EACH, EACH YEAR.
15
WE HAVE AN AMBASSADOR PROGRAM WHERE WE
16
TRAIN PEOPLE INSIDE THE COMPANY TO BE CHANGE AGENTS,
17
AND WE TRAIN THEM ON HOW TO GO OUT AND TRAIN OTHERS --
18
AND TEACH OTHER PEOPLE ABOUT CREATING AN INCLUSIVE
19
ENVIRONMENT.
20
SO WE CAN CAN'T GET EVERYWHERE AND
21
NEITHER CAN PEOPLE IN OUR CHAPTERS SO THESE
22
AMBASSADORS WILL GO OUT THE ALL ACROSS THE COUNTRY AS
23
NEEDED AND DO SPEAKING ENGAGEMENTS.
24
25
WE PARTNER WITH OUR SUPPLIER DIVERSITY
TEAM AND WE WORK CLOSELY WITH THEM.
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1
AND WE ALSO HAVE A DISABILITY AWARENESS
2
SPEAKER SERIES, SO WE'RE DOING -- WE DO TWO, ONE IS
3
FOR CAREGIVERS OF CHILDREN WITH DISABILITIES AND ONE
4
IS CAREGIVERS OF ADULTS WITH DISABILITIES, ILLNESSES
5
OR ELDERLY, AND THERE ARE BOTH -- LIKE FIVE SESSIONS
6
EACH.
7
THIS IS A PICTURE OF JOHN KEMP, AND HE
8
IS OUR ADVISOR, AND HE CAME IN AND DID A SPEAKING
9
ENGAGEMENT FOR SOAR LAST YEAR.
ON, YOU KNOW, BEING A
10
PERSON AND BEING A PROFESSIONAL -- BEING A
11
PROFESSIONAL PERSON WITH A DISABILITY, AND JUST, YOU
12
KNOW, HIS EXPERIENCES IN GROWING, BECOMING A LEADER,
13
AND HIS CAREER.
14
WE DO COMMUNICATIONS.
15
OUR NETWORK NEWS, THAT'S ACROSS ALL OF OUR EMPLOYEE
16
NETWORK GROUPS.
17
SOAR, AND – W E SEND BLASTS OUT AS NEEDED
18
AS WELL.
19
WE COMMUNICATE IN
WE PUT OUT A QUARTERLY NEWSLETTER FOR
WE'RE PRETTY ACTIVE SO WE DO SEND OUT
20
BLASTS PROBABLY EVERY TWO WEEKS ON SOMETHING THAT'S UP
21
AND COMING TO OUR MEMBERS.
22
AND WE ALSO WORK WITH -- WE HAVE A CROSS
23
MARKET DIVERSITY COUNCIL, THAT GROUP IS PEOPLE AND
24
OPERATIONS, AND WE -- SOAR WORKS WITH THEM AND WE
25
DO -- WE HOLD A LOT OF DIFFERENT EVENTS.
WE'RE COMING
18
1
UP ON NATIONAL DISABILITY EMPLOYMENT AWARENESS
2
MONTH.
3
WITH ANOTHER NETWORK GROUP FOR WOMEN, AND WOMEN AND
4
SOAR ARE PARTNERING ON DOING PROFESSIONAL DEVELOPMENT,
5
AND WE'RE ACTUALLY HAVING A GUEST SPEAKER COME IN AND
6
THAT'S TAMMIE MCNAUGHTON.
7
SHE'S PART OF USBLN AS WELL, AND SHE'S GOING TO TALK
8
ABOUT ADVANCING WOMEN AND PEOPLE WITH DISABILITIES IN
9
THE WORKFORCE, AND, YOU KNOW, HOW TO EITHER GROW
WE ARE HOSTING A HALF A DAY AND WE ARE WORKING
IF ANY OF YOU KNOW HER,
10
YOURSELF PROFESSIONALLY OR HOW TO WORK WITH PEOPLE TO
11
HELP THEM GROW AS THEIR MANAGER.
12
AND WE ARE ALSO LAUNCHING THE -- WE ARE
13
LOOKING AT LAUNCHING VIRTUAL CHAPTERS AS WELL, SO
14
THAT'S SOMETHING NEW, THAT'S NEVER BEEN DONE BEFORE,
15
BUT WE HAVE PEOPLE DISPERSED IN A LOT OF DIFFERENT
16
STATES AND WE WANT TO BRING THEM ALL TOGETHER.
17
WE ALSO LAUNCHED A CAMPAIGN FOR WHAT CAN
18
YOU DO, AND WE HAVE AWARD PEOPLE WHO HAVE COME FORWARD
19
WITH BEST PRACTICES, WE HAVE PROVIDED THEM A SMALL
20
AWARD AND THEN WE SHARE THEM WITH ALL THE PEOPLE --
21
WITH ALL THE PEOPLE IN OUR DISABILITY GROUP.
22
SO WE HAVE AS WE TALKED BEFORE, WE HAVE
23
GREAT ACCESSIBILITY IN OUR INTERNET AND WEB PAGES.
24
AND WE DO HAVE GLOBAL -- WE DO WORK IN A GLOBAL
25
INCLUSION ENVIRONMENT.
19
1
SO WE WORK WITH BRAZIL, FRANCE, ITALY,
2
NORTH AMERICA, SPAIN, AND THAILAND, AND AS THEY FORM
3
THEIR EMPLOYEE NETWORK GROUPS, WE WORK WITH THEM TO
4
HELP THEM, AND WE WORK TOGETHER ON GLOBAL INITIATIVES
5
AS WELL.
6
AND THIS IS JUST SOME OF OUR AWARDS
7
AND OUR FUTURE OUTLOOK IS THAT WE'RE GOING TO CONTINUE
8
TO PROVIDE A WELCOMING WORKPLACE ENVIRONMENT, WE'RE
9
GOING TO CONTINUE TO ENSURE WEBSITE ACCESSIBILITY FOR
10
ALL TYPES OF DISABILITIES AND WE ARE GOING TO CONTINUE
11
TO REVIEW AND MONITOR OUR POLICIES AND PRACTICES, WE
12
ARE REALLY FOCUS ON BUILDING THAT INFRASTRUCTURE SO WE
13
CAN RECRUIT, HIRE, RETAIN AND PROMOTE PEOPLE WITH
14
DISABILITIES AND SO WE SEEK TO LOOK FOR OPPORTUNITIES
15
TO ENHANCE OUR METRICS.
16
BUT WE WANT TO CAPTURE MORE.
17
WE ARE CAPTURING SOME DATA,
AND THE MAJORITY OF DIFFICULTIES FACED
18
BY PEOPLE WITH DISABILITIES ARE CAUSED BY OTHER
19
PEOPLE'S MISUNDERSTANDING OF THEIR CAPABILITIES.
20
SO WE ASK FOR EVERYONE HERE TO MAKE SURE
21
THAT THEY CONTINUE TO PRESUME COMPETENCE.
AND WE HAVE
22
A STORY ABOUT COLLEGE ABOUT HOW WE PROVIDE SERVICES TO
23
PEOPLE WITH DISABILITIES, INCLUDING PEOPLE WITH SEVERE
24
ALLERGIES WE EVEN HAVE PROVIDED ACCESS TO PEOPLE
25
WHO -- WE PROVIDE ACCESS TO PEOPLE WHO CANNOT EVEN BE
20
1
NEAR A CERTAIN FOOD, SO WE HAVE ONE DINING HALL THAT'S
2
COMPLETELY EGG FREE BECAUSE A PERSON CAN'T EVEN
3
BE AROUND IT SO WE DO WORK WITH SOME OF OUR CLIENTS TO
4
MAKE SURE WE WORK WITH OUR PEOPLE WITH DISABILITIES AS
5
WELL.
6
AND THAT'S IT.
7
(APPLAUSE.)
8
PRESENTER:
9
10
11
12
13
THANK YOU VERY MUCH.
THANK YOU SO MUCH, LAURA,
FOR SHARING INFORMATION REGARDING YOUR DISABILITY
INCLUSION PROGRAM WITH SODEXO.
NOW UP WE HAVE AVALYN JACKSON FROM AT&T
MOBILITY INCORPORATED.
MS. JACKSON:
HI, EVERYBODY.
MY NAME IS
14
AVALYN JACKSON.
15
THE WIRELESS DIVISION OF BIG AT&T.
16
DIRECTOR FOR PRODUCT MARKETING FOR DISABILITY AND
17
MATURE PRODUCTS AS WELL AS I'M THE CHAIRPERSON FOR THE
18
AT&T ADVISORY PANEL ON ACCESS AND AGING, WHICH WE
19
LOVINGLY CALL APP PA, BECAUSE IT'S SUCH A LONG TITLE.
20
I AM WITH AT&T MOBILITY, SO THAT IS
I AM THE ASSOCIATE
I'M REALLY, REALLY STRICTLY GOING TO
21
TALK JUST ABOUT OUR ERGS I'M NOT GOING TO GO INTO
22
RECRUITMENT OR HIRING OR TRAINING OR ANY OF THAT,
23
BECAUSE THAT'S TOMORROW'S PRESENTATION.
24
(LAUGHTER.)
25
MS. JACKSON:
SO I CAN DEFINITELY ANSWER
21
1
QUESTIONS ABOUT THAT OR TALK ABOUT IT, BUT WE GET INTO
2
MORE IN-DEPTH THERE'S A WHOLE PRESENTATION ON WHAT WE
3
DO AT AT&T AROUND WORKPLACE AND DIVERSITY AND SUPPLY
4
CHAIN DIVERSITY TOMORROW MORNING, SO AT&T IS AS LAURA
5
WAS SAYING ABOUT SODEXO, AT&T HAS MADE THE
6
DIVERSITY, INC. LIST AND THE TOP TEN FOR THE PAST, I
7
THINK IT'S LIKE SINCE 2007 IF I'M NOT MISTAKEN SO WE
8
DO HAVE A COMMITMENT TO DIVERSITY IN ORDER TO CREATE A
9
BETTER BUSINESS ENVIRONMENT AND TO BE AN EMPLOYER OF
10
CHOICE, PREFERRED BUSINESS PARTNER, AND CONTRIBUTOR TO
11
THE COMMUNITY.
12
THE ERGS AT AT&T, THERE ARE EMPLOYEE
13
RESOURCE GROUPS, AND THEY SUPPORT THE COMPANY'S
14
COMMITMENT TO DIVERSITY INCLUSION -- AND INCLUSION
15
THROUGH THEIR EFFORTS IN THE WORKPLACE, THE
16
MARKETPLACE, AND THE COMMUNITY.
17
THE EMPLOYEE RESOURCE GROUPS PUT THE
18
POWER OF DIFFERENCES TO WORK IN FURTHERING THE
19
COMMUNITY'S GOALS, VALUES AND INTERESTS.
20
WE ACTUALLY HAVE ON AT&T.COM, OUR
21
WEBSITE, WE HAVE A SITE THAT GIVES A LOT OF
22
INFORMATION ABOUT OUR EMPLOYEE RESOURCE GROUPS.
23
24
25
WE HAVE 11 OF THEM AT AT&T.
ALL OF OUR
ERGS ARE 501(C)3S.
THEY SERVE AS ADVOCATES, IF YOU WILL,
22
1
FOR CONSTITUENTS.
2
THEY SUPPORT OUR COMPANY EFFORTS.
THEY CREATE A SUSTAINED, A DIVERSE
3
WORKFORCE AND SUPPORTIVE WORK ENVIRONMENT AND SERVE AS
4
SOUNDING BOARDS FOR THE COMPANY AS WELL AS COMMUNITY
5
AMBASSADORS.
6
CHAIRPERSON FOR THE AT&T ADVISORY PANEL ON ACCESS AND
7
AGING WORK VERY CLOSELY WITH OUR DISABILITY ERG AND
I PERSONALLY, BECAUSE I'M THE
8
THAT ERG IS ACTUALLY CALLED IDEAL AND I'M GETTING
9
TO THAT ON THE NEXT SLIDE.
10
THESE GROUPS, WE ACTUALLY HAVE SEMI --
11
WITH ALL 11 OF THESE, HAVE SEMIANNUAL MEETINGS BETWEEN
12
GROUPS WITH THE NATIONAL PRESENCE OF THE COMPANY,
13
THE CHIEF DIVERSITY OFFICER THEY ALSO HAVE AN ANNUAL
14
MEETING WITH OUR CHAIRMAN, MR. RANDALL, AND THE CEO.
15
EACH ERG HAS A SENIOR EXECUTIVE CHAMPION
16
OR ADVISOR, IF YOU WILL, WHO KIND OF PROVIDES COMPANY
17
INFORMATION ON CERTAIN INITIATIVES OR BUSINESS GOALS
18
AND DIRECTIONS THAT THE COMPANY IS GOING.
19
SOME OF THE ERGS CAN WORK WITH THAT
20
PERSON WHEN THEY HAVE IDEAS OR PRODUCTS OR SERVICES
21
THAT THEY WANT TO PUSH OUT.
22
THE ONE THAT HELPS CHAMPION THESE IDEAS.
23
THIS PERSON ACTUALLY IS
OBVIOUSLY THESE GUYS ARE 501 C 3’S
24
SO EACH DESIGNATES A PHILANTHROPIC ENDEAVOR
25
FOR AT&T FOUNDATION MATCH.
A LOT OF THESE GUYS DO
23
1
SCHOLARSHIPS.
2
3
THERE'S FIVE -- THERE'S 50,000 HOURS OF
VOLUNTEER TIME LAST YEAR ACROSS THE ERGS.
4
5
AND OVER $282,000 IN SCHOLARSHIPS AND
OTHER MONETARY DONATIONS.
6
I'M NOT SURE IF YOU GUYS ARE AWARE BUT
7
THE AT&T VOLUNTEERS IS A HUGE, HUGE ORGANIZATION THAT
8
STARTED MANY, MANY, MANY YEARS AGO WITH THE AT&T
9
PIONEERS SO VOLUNTEERISM IS VERY CLOSE TO OUR HEART AT
10
AT&T.
11
COMING THIS NOVEMBER, THEY ARE GOING TO
12
DO THE 2ND ANNUAL ROAD TO LEADERSHIP WHICH IS A JOINT
13
ERG PANEL DISCUSSION WHERE THEY BRING THE PRESIDENTS
14
OF THE 11 ERGS TOGETHER, FOR PANEL DISCUSSIONS AND
15
IDEA SHARING.
16
WE ALSO DO THE ANNUAL NATIONAL ERG
17
LEADERSHIP ACADEMY, WHICH IS GOING TO BE THIS WEEK IN
18
DALLAS.
19
I WAS THINKING I'M GOING TO BE IN DALLAS
20
NEXT WEEK BUT I PROBABLY SHOULD BE HERE TODAY.
AND
21
THIS IS WHERE WE BRING TOGETHER THE TOP FIVE NATIONAL
22
OFFICERS FROM EACH ERG FOR THE INTENSIVE LEADERSHIP
23
DEVELOPMENT TRAINING, SO THE -- THE TOP FIVE, SO THE
24
PRESIDENT, THE SECRETARY, THE VICE PRESIDENT, OF EACH
25
ERG, COMES FOR THIS INTENSIVE TRAINING.
24
1
THIS THIRD ANNUAL ERG CONFERENCE THAT IS
2
OR WAS SEPTEMBER 9TH THROUGH TENTH IN DALLAS IS A HUGE
3
EVENT AND IT'S VERY WELL RECEIVED ACROSS THE COMPANY.
4
ALL MEMBERS OF -- ALL 11 ERGS ARE
5
INVITED TO COME TO THIS -- THIS ANNUAL SUMMIT.
6
IS THE THIRD TIME WE'VE DONE IT.
7
RESPONSE THAT WE'VE ACTUALLY CONTINUED TO -- TO MOVE
8
FORWARD.
9
10
11
12
13
THIS
WE GET SUCH A GOOD
THEME FOR THIS YEAR WAS ENGAGE, ALIGN,
AND ACHIEVE.
WE HAD OVER A THOUSAND EMPLOYEES COME TO
DALLAS FOR THIS.
AS I SAID BEFORE, IT BROUGHT ALL OF THE
14
11 ERGS TOGETHER, BUT THE REALLY NEAT THING ABOUT IT
15
IS, WE HAD OVER 70 PERCENT OF THE SENIOR OFFICERS COME
16
TO THE ERG MEETING AND EITHER PRESENT OR SUPPORT OR BE
17
INVOLVED IN FIRESIDE CHAT WITH THE GROUPS.
18
ALL THAT STUFF.
19
WORKSHOPS,
THERE -- THEY DO THE LEADERSHIP
20
DEVELOPMENT CAREER FORUMS, AND SOME OF THE WORKSHOPS
21
THAT THEY TALKED ABOUT WERE CAREER PATH, SKILLS FOR
22
THE FUTURE, SALES AND MARKETING, TECHNOLOGY,
23
NEGOTIATING TO YES, AND NETWORKING FOR SUCCESS.
24
25
AND I ACTUALLY PERSONALLY HAVE HAD
EXPERIENCE IN LAST YEAR'S ERG CONFERENCE, BECAUSE OF
25
1
MY JOB, I DO PRODUCTS AND SERVICES ON THE MOBILITY
2
SIDE SO I ACTUALLY COME TO AND PRESENT AT THE
3
NATIONAL CONFERENCE ON OUR PRODUCTS AND SERVICES THAT
4
WE OFFER TO OUR CONSUMERS WITH DISABILITIES.
5
THERE ARE 11 ERGS AT AT&T AND SO HERE IS
6
A LIST OF THE 11, YOU'VE GOT THE ASIAN PACIFIC
7
ISLANDERS, VETERANS, AFRICAN-AMERICAN, PHILIPPINO,
8
HISPANIC, INTERTRIBAL COUNCIL, THE ONE THAT I DEAL
9
MOSTLY WITH IS IDEAL, WHICH IS INDIVIDUALS WITH
10
DISABILITIES ENABLING ADVOCACY LINK, WHICH IS A VERY
11
LONG TITLE.
12
13
14
WE'VE GOT THE LGBT, YOUNG PROFESSIONALS,
ASIAN INDIANS, AND WOMEN.
ONE OF THE THINGS THAT WE ACTUALLY HAVE
15
BEEN LOOKING AT, THAT'S JUST COME AROUND IN THE PAST,
16
PROBABLY YEAR, AND WE'RE TRYING TO FIND A PLACE FOR IT
17
IS ONE FOR CAREGIVERS.
18
ESPECIALLY SINCE THE AGING -- THE POPULATION IS AGING
19
FASTER, YOU'RE GOING TO HAVE FOLKS BEING CAREGIVERS,
20
WHETHER IT BE FOR PEOPLE WITH DISABILITIES OR ME
21
TAKING CARE OF MY FOLKS AS THEY GET OLDER, SO WE'RE
22
LOOKING AT PROBABLY A CAREGIVER TYPE OF ERG, AND WE'RE
23
TRYING TO FIGURE OUT IF THAT NEEDS TO BE SOMETHING
24
SEPARATE, BECAUSE I THINK THAT WOULD BE A VERY LARGE
25
GROUP, OR IF WE CAN KIND OF ROLL IT IN TO ONE OF THE
BECAUSE AS WE KNOW, AS --
26
1
OTHERS.
2
SO I -- PERSONALLY I DON'T THINK IT
3
REALLY HAS ONE SPECIFIC PLACE, I THINK THAT THAT
4
ACTUALLY PROBABLY NEEDS TO BE SOMETHING SEPARATE, BY
5
ITSELF.
6
SPECIFICALLY, ABOUT IDEAL, WHICH IS OUR
7
DISABILITY ERG, IT WAS FOUNDED IN 1993.
8
200 MEMBERS.
9
WE HAVE OVER
IT IS ACROSS ALL OF OUR BUSINESS UNITS,
10
AND WHEN I SAW ALL BUSINESS UNITS, I DON'T JUST MEAN
11
MARKETING AND MOBILITY AND HUMAN RESOURCES AND
12
MOBILITY, I ALSO MEAN ACROSS THE ENTIRE COMPANY, SO
13
WHETHER IT'S WITHIN OUR UNIVERSE OR LANDLINE OR
14
MOBILITY OR CLOUD SERVICES OR APPLICATIONS, IT'S
15
ACROSS THE ENTIRE COMPANY.
16
AND AS WELL AS ALL OF OUR ERGS ARE.
17
NOT ONLY IS IT JUST THE UNITED STATES,
18
19
BUT IT'S ALSO IN PUERTO RICO AND ENGLAND.
THERE ARE INTERNAL RESOURCES WHERE WE
20
ACTUALLY USE SOME OF THESE FOLKS, I USE SOME OF THOSE
21
FOLKS FOR ACCESSIBLE PRODUCT DEVELOPMENT.
22
THEY ALSO ARE EXTERNAL AMBASSADORS FOR
23
US, AS FAR AS RECRUITING AND MARKETING AND COMMUNITY
24
SERVICE, AS I HAD SAID THAT WE'RE REALLY BIG ON
25
VOLUNTEER HOURS.
27
1
THEY SPONSOR THROUGH
2
A GRANT FROM THE AT&T FOUNDATION FOR A TOTAL OF
3
$15,000 IN THE PAST THREE YEARS.
4
AND THEIR SR. EXECUTIVE CHAMPIONS
5
ADVISORS WHO PROVIDE INFORMATION ON COMPANY
6
INITIATIVES, BUSINESS GOALS AND DIRECTION.
7
AND I CAN TELL THAT YOU THESE ERGS, THEY
8
DO HAVE -- WE HAVE AN INTRANET, SO THAT HE HAVE THEIR
9
OWN SPACE, IF YOU WILL, ON OUR INTRANET, SO THEY
10
HAVE THEIR OWN WEB PAGE.
11
NEWSLETTERS.
12
THEY DO THEIR OWN
THEY DECIDE WHAT PHILANTHROPIC
13
ORGANIZATIONS THEY WANT TO DO, WHAT THEIR SCHOLARSHIPS
14
ARE, THEY OPERATE INDEPENDENTLY.
15
LET'S SEE.
16
AS I HAD SAID BEFORE, THEY SPECIFICALLY
17
IDEAL SUPPORTS LOTS OF OTHER CORPORATE DISABILITY
18
INCLUSIVE DIVERSITY EFFORTS AND AS I HAD SAID BEFORE,
19
THEY'RE REALLY BIG IN HELPING US OUT ON THE AT&T
20
ADVISORY PANEL ON ACCESS AND AGING FOR THOSE OF YOU
21
THAT DON'T KNOW WHAT THE PANEL IS, IT IS AN EXTERNAL
22
PANEL, THEY ARE NOT AT&T EMPLOYEES, IT'S ABOUT 15,
23
WHAT WE CALL SUBJECT MATTER EXPERTS, WITHIN
24
THE AREA OF EITHER DISABILITY OR MATURE SEGMENTS, SO
25
WE'VE GOT FOLKS FROM AAPD, NICKEL, TDI, WE ALSO HAVE
28
1
SOME YOUNGER FOLKS ON THE PANEL THAT WE LIKE TO
2
CONSIDER MORE AS EVERYTHING'S GOING THESE DAYS, MORE
3
SOCIAL MEDIA EXPERTS, BLOGGERS, TWEETERS, AND WE
4
ACTUALLY USE THEM AS OUR SOUNDING BOARD AND OUR -- I
5
LIKE TO THINK OF THEM AS MY OWN PERSONAL FOCUS GROUP,
6
IF YOU WILL.
7
SPEAK TO THESE FOLKS, GIVE PRESENTATIONS, THEN THEY
8
GIVE US FEEDBACK ON IF WE NEED TO ADD A SEPARATE
9
BUTTON ON A UNIVERSAL REMOTE CONTROL FOR CLOSED
WHEN ALL ASPECTS OF THE COMPANY COME AND
10
CAPTIONING OR -- I'M JUST TRYING TO THINK OF SOME OF
11
THE THINGS THAT THEY'VE HELPED US, WE NEEDED A STYLUS,
12
SOME FOLKS WITH LOW MOBILITY THEY SAID WHY DON'T YOU
13
GUYS HAVE A STYLUS FOR THE IPHONE, OKAY WE THOUGHT
14
ABOUT THAT SO WE WENT AND GOT A STYLUS FOR THE IPHONE
15
AND PUT IT IN OUR RETAIL STORES SO THEY HAVE GIVEN US
16
A LOT OF REALLY GOOD IDEAS, ALONG WITH THAT WE ALSO
17
HAVE OUR EXPERT TEAM ON ACCESS AND AGING WHICH IDEAL
18
IS A BIG PART OF THIS WE HAVE BI-WEEKLY CALLS, THESE
19
ARE FOLKS LIKE ME INTERNALLY THAT WORK ON PRODUCTS OR
20
SERVICES THAT AFFECT PEOPLE WITH DISABILITY ACCESS AND
21
AGING SO WE'VE GOT FOLKS FROM HUMAN RESOURCES, WE HAVE
22
FOLKS FROM SUSTAINABILITY, THE GREEN TEAM, UNIVERSE,
23
ALL ACROSS THE COMPANY, WE ALL COME TOGETHER, TWICE A
24
MONTH, AND DISCUSS WHAT WE'RE DOING, PROJECTS WE'RE
25
WORKING ON, AND HOW WE CAN WORK TOGETHER.
29
1
WHAT WE KIND OF FIGURED OUT AT THIS
2
POINT, WITH WERE ALL OF US WERE WORKING INDIVIDUALLY
3
IN OUR OWN SILOS, IF YOU WILL.
4
AND THE BIGGEST PROBLEM WAS WE WERE ALL
5
TRYING TO REINVENT THE WHEEL SO ONCE WE STARTED
6
TALKING TO EACH OTHER AND FIGURING OUT, HEY, WELL,
7
YOU'RE -- YOU'RE WORKING ON THAT, I THOUGHT I WAS
8
WORKING ON THAT, WELL, OKAY WELL, WE SHOULD ALL GET
9
TOGETHER SO WE DEVELOPED THIS WHOLE BIG GROUP
10
THAT WE WORK WITH IDEAL TO HELP COME UP WITH PRODUCTS
11
AND SERVICES OR IDEAS INTERNALLY OR LIKE I SAID, THEY
12
SAID MAYBE WE SHOULD HAVE A CAREGIVER -- CAREGIVER
13
GROUP, ANOTHER ERG, HOW WE'RE GOING TO WORK THAT IN
14
AND THEN ONE OF THE THINGS THAT SOME OF THE ERGS ARE
15
WORKING ON LIKE IDEAL, ICAE AND COMMUNITY NETWORK IS
16
THAT WE WILL PUT ON LINE THAT WILL HAVE RELEVANT
17
FILMS TO THESE ERGS.
18
19
20
21
THAT'S AT&T.
SO AS I SAID, STRICTLY
ABOUT ERGS.
I DIDN'T GO INTO RECRUITMENT OR HIRING,
22
BUT I'M MORE THAN CAPABLE AND WILLING TO ANSWER ANY
23
QUESTIONS ABOUT THAT IF YOU HAVE ANY.
24
SO I WOULD LET YOU TAKE IT FROM HERE.
25
PRESENTER:
THANKS, AVALYN, SO OUR
30
1
REMAINING TIME IS OPEN DISCUSSION AND Q AND A SO IN
2
THE MIDDLE OF THE AISLE, CLOSER TO THE FRONT, THERE IS
3
A MICROPHONE, SO WE DO ASK YOU TO USE A MICROPHONE
4
WHEN YOU'RE COMING UP FOR QUESTION OR A COMMENT.
5
AVALYN AND LAURA HAVE PROVIDED A NUMBER OF DIFFERENT
BOTH
6
PROGRAMS AND PROJECTS THAT THEIR ERGS ARE WORKING ON
7
SO IF YOU'RE LIKE ME YOUR MIND IS GOING ON WITH ALL
8
THESE IDEAS, SO LOOKS LIKE WE HAVE OUR FIRST QUESTION.
9
PARTICIPANT:
ACTUALLY I WAS TAKING THE
10
MIC AWAY FROM HIM.
11
ME.
12
FANTASTIC WORK.
13
AS THE CHAIR FOR THE VETS GROUP BUT ALSO REPRESENT THE
14
RECRUITMENT KIND OF FOCUS WITHIN THE INCLUDE GROUP,
15
AND I'M REALLY CURIOUS, HOW YOU MANAGED OR ADDRESSED
16
THE OUTSIDE OF CORPORATE REPRESENTATION OF THE
17
BUSINESS GROUPS, SO EVERYBODY IS GOING TO CALL THEM
18
SOMETHING DIFFERENT, EMPLOYEE GROUPS, GROUPS, BUT HOW
19
YOU GUYS IMAGINE THAT RELATIONSHIP, SO SOCIALLY
20
COLLABORATE TO KEEP MEMBERS ENGAGED, BUT ALSO TOOLS OR
21
RESOURCES OR STRUCTURE, HOW YOU MANAGE THAT, BECAUSE
22
IT'S -- OBVIOUSLY WITH SODEXO, A GLOBAL COMPANY, AND
23
THE GROUPS ARE REPRESENTED ACROSS THE ENTIRE
24
ENTERPRISE, SAME THING WITH AT&T, I'M NOT SURE IF IT'S
25
AN OUTSIDES THING OR IS IT JUST US
GREAT WORK.
I DIDN'T REALIZE HE WAS BEHIND
WHAT YOU GUYS ARE DOING, IT'S REALLY
I'M GLEN FROM WALGREENS, AND I SERVE
31
1
2
MS. JACKSON:
IT'S U.S., PUERTO RICO AND
PARTICIPANT:
OKAY.
LONDON.
3
SO AGAIN, HOW DO
4
YOU -- HOW DO YOU FROM AN ORGANIZATIONAL STANDPOINT
5
HOW DO YOU DISCUSS THAT, HOW DO YOU DESIGN THAT, WHAT
6
DOES IT LOOK LIKE?
7
MS. JACKSON:
8
MS. ANTAL:
9
GO AHEAD.
OKAY.
SODEXO, WHAT WE DO
IS, WE HAVE OUR EMPLOYEE NETWORK GROUP FOR SOAR AND
10
THEN WE HAVE CHAPTERS WHICH ARE LIKE AFFILIATES AND WE
11
STAY IN TOUCH WITH OUR CHAPTERS BY INVITING OUR
12
CHAPTER LEAD INTO OUR MONTHLY NATIONAL SOAR TEAM CALL.
13
SO THEY COME AND LISTEN TO EVERYTHING
14
THAT WE HAVE TO SAY AND THEN THEY ALSO PROVIDE US
15
WITH UPDATES.
16
WE ALSO ALL USE THE SAME TYPE OF
17
STANDARD FORMS WHEN THEY RUN THEIR MEETINGS FOR THEIR
18
CHAPTERS OR WE RUN THE MEETINGS FOR NATIONAL, WE USE
19
THE SAME MEETING NOTES AND THEN WE ALL UPLOAD THEM ON
20
TO SHARE POINT SO WE CAN SEE WHAT EACH OTHER IS DOING.
21
THE OTHER THING THAT WE DO IS WE KEEP A
22
CALENDAR ON SHARE POINT, SO WE HAVE ACCESS TO EACH
23
OTHER'S EVENTS THAT WE'RE PLANNING, AND WE ALSO KEEP
24
AN EVENT TRACKER, SO WE KEEP ALL THE HISTORICAL DATA
25
THAT WE CAN ACCESS AND ALL THE CHAPTERS CAN SEE.
32
1
OH, IN BOSTON, IN NEW ENGLAND THEY DID
2
THIS, LET'S TRY THAT, IN BUFFALO WITH THIS PLANT, AND
3
THEY MIGHT DO SOMETHING LIKE THAT IN THE FOLLOWING
4
YEAR.
5
FOR ALL OF OUR EMPLOYEE NETWORK GROUPS,
6
SO THOSE OUTSIDE OF THE DISABILITY GROUP, AND I
7
BELIEVE WE HAVE LIKE TEN OR 11 EMPLOYEE NETWORK
8
GROUPS, WE HAVE A NETWORK NEWS, SO IT GOES TO ANYONE
9
THAT'S INVOLVED IN THE EMPLOYEE NETWORK, AND WE LIST
10
ALL THE ACTIVITIES GOING ON BY MONTH FOR EACH OF THE
11
NETWORK GROUPS, AND WE HAVE THEN NOT ONLY JUST THE
12
EVENT BUT WE HAVE SUMMARIZE OF THINGS THAT WE'VE
13
ACCOMPLISHED SO WE ALL WRITE INTO THAT AND THEN WHEN
14
IT COMES TO ALL OUR SOAR MEMBERS WE HAVE 500 MEMBERS
15
NOW, WE DO AN ANNUAL SURVEY WITH THEM AND ASK THEM
16
WHAT THEY NEED, WHAT THEY WANT, WHAT THEY FEEL IS
17
MISSING, AND THAT'S ONE OF THE REASONS WHY OUR
18
MEMBERSHIP GREW SO MUCH IS BECAUSE WHEN WE SURVEYED
19
THEM, THEY SAID, HEY, YOU'RE DOING A LOT, A LOT OF
20
LIVE EVENTS ON THE EAST COAST, BUT ALL OF US PEOPLE ON
21
THE WEST COAST CAN'T MAKE IT THERE.
22
THIS HALF DAY EVENT THAT'S COMING UP, AND TAMMIE
23
MCNAUGHTON IS GOING TO BE OUR LIVE SPEAKER WE ALSO DID
24
A RECORDED WEBINAR VERSION OF THAT SO ON THE SAME DAY
25
SHE'S SPEAKING LIVE WE'RE GOING TO RELEASE IT
SO WHEN WE HAVE
33
1
VIRTUALLY FOR ALL OF OUR OTHER MEMBERS TO ACCESS SO WE
2
KEEP AN OPEN AND ENGAGING DIALOGUE WITH THEM
3
THROUGHOUT THE YEAR AND WE UPDATE THEM ON EVERYTHING
4
THAT WE'RE DOING BUT WE ALSO SAY, HEY, THIS IS THE
5
SURVEY RESULTS YOU GAVE US AND NOW THIS IS WHAT WE'RE
6
GOING TO DO AND SO THEY KNOW UP FRONT, THEY KNOW UP
7
FRONT THAT WE'RE ACTING ON THEIR FEEDBACK.
8
VERY POSITIVE.
IT'S BEEN
9
PARTICIPANT:
VERY NICE.
10
MS. JACKSON:
FIRST OFF I WANT TO SAY
11
THANK YOU TO WALMART, BECAUSE.
12
PARTICIPANT:
WALGREENS.
13
MS. JACKSON:
WALGREENS.
14
PARTICIPANT:
WALGREENS.
15
MS. JACKSON:
WALGREENS, WE ACTUALLY --
16
PARTICIPANT:
WALMART'S OKAY.
17
(LAUGHTER.)
18
MS. JACKSON:
I THINK WE ACTUALLY
19
STARTED A PROGRAM AFTER THE WALGREENS PROGRAM AND WE
20
ACTUALLY CALL IT OUR CAPABILITY PROGRAM, WHERE WE NOW
21
HIRE SPECIFICALLY PEOPLE WITH DISABILITIES, TRAIN THEM
22
FOR A SPECIFIC JOB AND WE ACTUALLY HAVE THEM IN OUR
23
MEMPHIS DISTRIBUTION CENTER, AND I THINK THAT'S
24
SIMILAR TO WHAT THE WALGREENS -- ONE OF THE WALGREENS
25
PROJECTS WAS, BECAUSE WE ACTUALLY MET WITH YOU GUYS
34
1
AND YOU-ALL GAVE US SOME TIPS ON HOW TO START THAT
2
PROGRAM BUT BACK TO THE ERGS, AS I HAD SAID BEFORE WE
3
DO OUR ANNUAL ERG CONFERENCES, WHERE EVERYBODY, ALL OF
4
THEM COME TOGETHER AND THEY ALL GET TO MEET WITH OUR
5
SENIOR EXECUTIVES, THE CEOS, THEY'VE GOT THE ERG
6
ACADEMY, THE ROAD TO LEADERSHIP, THEY DO SEMIANNUAL
7
MEETINGS, IN EACH OF OUR HEADQUARTERS LOCATIONS SO
8
LIKE ATLANTA, REDMAN, NEW JERSEY, DALLAS, SAN ANTONIO,
9
WHICH USED TO BE HEADQUARTERS, THEY ACTUALLY, AGAIN,
10
ALL COME TOGETHER AND IT'S ALMOST KIND OF LIKE YOU
11
HAVE THE EXPO HERE, THEY WOULD BRING ALL OF THEM
12
TOGETHER, WE INVITE PEOPLE TO -- WHO -- WHO ARE THERE
13
AT AT&T TO COME AND LEARN ABOUT THE DIFFERENT ERGS, WE
14
INVITE PEOPLE TO PARTICIPATE WITHIN THESE, WE, YOU
15
KNOW, FEED THEM LUNCH, AND GO DO GIVEAWAYS AND
16
EVERYTHING WE CAN TO GET FOLKS TO COME IN TO LEARN
17
MORE ABOUT THE DIFFERENT ERGS, BECAUSE THERE WAS A --
18
WE REALLY PUT A FOCUS ON IT, IN THE PAST PROBABLY
19
18 MONTHS, TO BRING AWARENESS OF THE DIFFERENT ERGS.
20
IT SEEMED -- AT ONE POINT THEY WERE ALL KIND
21
OF LIVING IN SILOS AS IT WAS SAID BEFORE, SIMPLY BECAUSE
22
SOME OF THEM WERE -- LIKE THE WOMEN OF AT&T BASICALLY
23
WAS -- WAS HERE'S WHERE IT KIND OF GETS COMPLICATED
24
BECAUSE WE'RE NOW ONE AT&T YOU HAD STUFF THAT STARTED
25
WHEN WE HAVE CINGULAR AND YOU HAD STUFF WHEN WE WERE
35
1
SBC AND YOU HAD STUFF WHEN WE WERE AT&T WIRELESS SO
2
WE'RE TRYING TO BRING A MORE ONE AT&T APPROACH, MORE
3
COHESIVE APPROACH AROUND THE ERGS SO WE ARE DOING
4
THESE -- AND WE DO IT ABOUT TWICE A YEAR, TO TRY
5
AND -- AND BRING AWARENESS AROUND THE ERGS WHERE WE --
6
WE'RE BRINGING LUNCH AND TELLING PEOPLE COME IN AND
7
LEARN ABOUT THEM AND WHAT THEY ARE, AND I THINK THE
8
AT&T VETERANS IS ONE OF THE NEWEST PROGRAMS AND AT THE
9
LAST YEAR JAN DIDN'T EVEN KNOW WE HAD ONE AND THERE
10
THEY ARE, I WAS LIKE THAT'S SO COOL AND WE ACTUALLY,
11
WITH SEVERAL OF THE ERGS, AND I'LL SPECIFICALLY JUST
12
TALK ABOUT THE AT&T VETERANS ONE, THOSE GUYS VOLUNTEER
13
FOR US, WE ACTUALLY, ON OUR WEBSITE FOR HIRING PEOPLE
14
WITH DISABILITIES, AND WE ALSO HAVE A SPECIFIC ONE
15
THAT WE DEVELOPED FOR VETERANS, PEOPLE CAN SUBMIT
16
QUESTIONS AROUND EMPLOYMENT OR HIRING OR RECRUITMENT,
17
AND THOSE GUYS VOLUNTEER TO MONITOR THAT MAILBOX AND
18
ANSWER ANY QUESTIONS, SO THESE ARE FOLKS THAT ARE
19
OUTSIDE THE COMPANY THAT ARE DOING THAT, AND THEN
20
THROUGH OUR VOLUNTEERISM, THE WORD GETS OUT WITHIN THE
21
COMMUNITY.
22
23
PARTICIPANT:
GOOD AFTERNOON MY NAME IS
24
JIM I'M WITH THE DEPARTMENT OF AGRICULTURE
25
FOREST SERVICE OUT OF SOUTHWESTERN REGION IN
36
1
ALBUQUERQUE AND CONGRATULATIONS TO BOTH OF YOU, IT
2
SOUNDS LIKE YOU GUYS ARE 25 YEARS AHEAD OF THE REST OF
3
THE COUNTRY IN TERMS OF YOUR ERGS.
4
I HAVE TWO QUESTIONS FOR YOU.
YOU
5
TALKED ABOUT THE DBLS AND THE DIVERSITY BUSINESS
6
LEADERSHIP SEMINAR, AND I THINK, AVALYN, YOU SPOKE
7
ABOUT A LEADERSHIP SUMMIT OR SOMETHING TO THAT EFFECT.
8
9
MY QUESTION IS:
WHO PAYS FOR THIS?
AND
BECAUSE WE HAVE A SPREAD-OUT ORGANIZATION THROUGHOUT
10
THE COUNTRY IN THE FOREST SERVICE WHERE WE HAVE 40,000
11
EMPLOYEES NATIONWIDE AND TO TRY AND BRING ALL THESE
12
PEOPLE TOGETHER IS GOING TO BE VERY EXPENSIVE FIRST
13
OFF AND THEN SECONDLY I WORK IN CIVIL RIGHTS AND EVERY
14
TIME WE GO SOMEPLACE WE TALK ABOUT CIVIL RIGHTS PEOPLE
15
ALWAYS LOOK AT US AND SAY WELL, WE DIDN'T DO ANYTHING
16
WRONG, AND SO THEY LOOK AT US AS MORE OF A POLICE
17
MONITORING TYPE OF PROCESS.
18
YOU HAVE WHAT IS CALLED AN OFFICE OF EMPLOYMENT
19
RIGHTS, AND I THINK YOU HAVE A CHIEF DIVERSITY OFFICER
20
AT AT&T, ARE YOU-ALL MOVING AWAY FROM THE WHOLE CIVIL
21
RIGHTS THINGS OR DO YOU HAVE EEO AND CIVIL RIGHTS
22
OFFICES AS WELL AND DO THOSE OFFICES HANDLE EMPLOYEE
23
COMPLAINTS AND DISCRIMINATION COMPLAINTS, SO SEVERAL
24
QUESTIONS IN THERE, I'M SORRY.
25
MS. JACKSON:
BUT I NOTICE IN SODEXO,
THAT'S OKAY.
I'LL GO
37
1
2
FIRST THIS TIME.
WE -- WE ARE KIND OF MOVING AWAY FROM
3
WHAT WE CALL CIVIL RIGHTS, SO THAT'S WHY WE HAVE THE
4
CHIEF DIVERSITY OFFICER THAT RESIDES UNDER -- UNDER
5
THE REALM IN HUMAN RESOURCES BUT SHE IS OUR CHIEF
6
DIVERSITY OFFICER.
7
AND AS FAR AS THE COMPLAINTS AND STUFF
8
LIKE THAT, IT'S STRICTLY JUST GOES THROUGH THE HUMAN
9
RESOURCES WE DON'T ACTUALLY HAVE LIKE A SEPARATE
10
DIVISION, IF YOU WILL, THAT WOULD HANDLE
11
DISCRIMINATION COMPLAINTS, IT ALL GOES THROUGH THE
12
MAIN HUMAN RESOURCE OFFICE AND THEN THROUGH THAT,
13
DEPENDING ON -- NOW THAT WE'RE ONE AT&T, DEPENDING ON
14
WHAT DIVISION IT LANDED IN, IT WOULD BE TAKING CARE OF
15
THAT, WHICH IS THE SAME WAY AS ACCOMMODATIONS, SO IT
16
ALL RUNS THROUGH THE SAME SILO, BECAUSE WE'RE ALL --
17
OUR WHOLE THING IS WE'RE TRYING TO DO ONE AT&T AND
18
BREAK DOWN THE WALLS AND THE SILOS SO THAT WE'RE ALL
19
KIND OF WORKING TOGETHER INSTEAD OF EACH GROUP TRYING
20
TO MANAGE THEIR OWN STUFF SO WE HAVE KIND OF
21
EVERYTHING RESIDING JUST RIGHT THERE WITHIN HUMAN
22
RESOURCES, SO THAT WAS -- THAT WAS ONE OF YOUR
23
QUESTIONS, THE OTHER QUESTION WAS WHAT.
24
PARTICIPANT:
WHO PAYS FOR IT.
25
MS. JACKSON:
OH, THE COST.
THE COMPANY
38
1
DOES SO FOR THE ERG MEETINGS, THE NATIONAL ERG
2
MEETING, AT&T PAYS FOR IT.
3
PARTICIPANT:
WOW.
4
PARTICIPANT:
BUT THEY ARE 503 C'S --
5
501(C)3S, THAT RAISE THEIR OWN MONEY TO DO WHAT.
6
MS. JACKSON:
SCHOLARSHIPS.
7
PARTICIPANT:
GOTCHA OKAY.
8
MS. JACKSON:
SCHOLARSHIPS AND
9
SPONSORSHIPS AND STUFF LIKE THAT, IT WOULD BE -- SO
10
WHEN I WENT TO GO PRESENT AT THE ERG, THE COMPANY PAID
11
FOR MY -- FOR ME TO FLY OUT THERE AND OBVIOUSLY WE
12
GET -- WE NEGOTIATE A THOUSAND HOTEL ROOMS AT THE
13
HOTEL ACROSS THE STREET FROM OUR HEADQUARTERS AND YOU
14
GET A PRETTY GOOD DEAL.
15
PRESENTER:
AVALYN I'D LIKE TO MAYBE
16
CLARIFY OR ADD ANOTHER QUESTION TO THAT SO WHEN
17
YOU SAY WHO PAYS, IS IT SOMETHING THE
18
DEPARTMENT PAYS AND THE ERG MEMBERS DEPARTMENT OR IS
19
THERE KIND OF A CENTRALIZED ERG FUND.
20
MS. JACKSON:
NO, NO.
IT WOULD COME OUT
21
OF EACH PERSON'S DEPARTMENT, SO EVEN THOUGH I'M A
22
MEMBER OF IDEAL IT WOULD COME OUT OF SPECIFICALLY MY
23
VICE PRESIDENT'S BUDGET SO WHEN WE -- SO I HAD TO TURN
24
IN MY BUDGET FOR THIS YEAR, ACTUALLY FOR 2012, EXCUSE
25
ME I PUT ALL MY TRAVEL IN THERE AND I'VE GOT ONE TRIP
39
1
TO DALLAS SPECIFICALLY FOR A ERG CONFERENCE, AND SO
2
WITHIN EACH INDIVIDUAL -- EACH INDIVIDUAL MEMBER'S OWN
3
DEPARTMENT IT IS UP TO THEM, ON IF THEY CAN AFFORD IT
4
THROUGH THEIR BUDGET FOR TRAVEL, WHICH IS WHY WE HAVE
5
IT IN DALLAS, BECAUSE THAT'S OUR HEADQUARTERS.
6
PARTICIPANT:
7
MS. ANTAL:
THANK YOU.
AND FOR US, WE HAVE OUR
8
OFFICE OF EMPLOYEE RIGHTS, AND THEY REALLY HANDLE ALL
9
OF THE COMPLAINTS THAT WE MIGHT HAVE, SO WE -- WE HAVE
10
A POLICY THAT'S A GUARANTEE OF FAIR TREATMENT, SO IF
11
YOU ARE RAISING AN ISSUE WITH YOUR MANAGER, THEY HAVE
12
THREE DAYS TO GET BACK TO YOU AND THEN YOU CAN BUMP UP
13
TO HR THEN YOU CAN GO OVER THEIR HEAD SO YOU HAVE LIKE
14
A TIER THAT YOU CAN GO UP UNTIL YOU GET YOUR ISSUE
15
RESOLVED, IF YOU DON'T LIKE THE ANSWER YOU'RE GETTING
16
AT EACH LEVEL, AND THEN WE DO HAVE THE OFFICE OF
17
EMPLOYEE RIGHTS AND THEN WE ALSO HAVE A CHIEF GLOBAL
18
DIVERSITY OFFICER, SO SHE KIND OF OVERSEES ALL
19
DIVERSITY INITIATIVES GLOBALLY, AND SHE OFFICES OUT OF
20
OUR HEADQUARTERS IN GAITHERSBURG, MARYLAND, WHERE THE
21
OFFICE OF EMPLOYEE RIGHTS ARE, SO, YOU KNOW, HR AND
22
THE OFFICE OF EMPLOYEE RIGHTS AND DIVERSITY ALL WORK
23
CLOSELY TOGETHER.
24
PARTICIPANT:
25
MS. ANTAL:
OKAY.
AS FAR AS COST, OUR
40
1
DISABILITY BUSINESS -- OR OUR DIVERSITY BUSINESS
2
LEADERSHIP SUMMIT, THAT -- THOSE COSTS ARE FOR ALL
3
THE SPEAKERS, AND ALL THE MEALS, AND ALL THAT STUFF,
4
THAT'S COVERED BY OUR COMPANY, SO AND OUR CEOS ARE
5
DEDICATED TO DIVERSITY, AND THEN THE TRAVEL COSTS ARE
6
COVERED BY EACH DEPARTMENT, SO YOU WOULD HAVE TO GET
7
PERMISSION FROM YOUR MANAGER, SO SOMETIMES WE OFFER
8
PRIZES AND RECOGNITION TO PEOPLE IN OUR EMPLOYEE
9
NETWORK GROUPS, AND SO WE OFFER FREE TRAVEL TO
10
INDIVIDUALS SO THEY CAN ATTEND THE CONFERENCE AS A WAY
11
OF GETTING PEOPLE THERE THAT COULDN'T MAKE IT BUT THAT
12
ARE VERY INVOLVED.
13
MS. JACKSON:
AND ONE THING I WANT TO
14
ADD TO THAT, WHICH I'LL ASK YOU AS WELL, LAURA, WHEN
15
IT COMES TO THE HR STUFF AND I KNOW YOU HAD SAID YOU
16
GO THROUGH YOUR GROUP AND THEN YOU CAN BUMP UP, WE DO
17
HAVE AN 800 HR HOTLINE SO IF YOU DON'T FEEL
18
COMFORTABLE GOING TO YOUR BOSS ON YOUR SPECIFIC HR
19
PERSON IN YOUR GROUP, YOU ACTUALLY CAN DO THE 1-800
20
NUMBER AND TALK TO THEM ANONYMOUSLY OR IF YOU HAVE A
21
TIP OR YOU SAW SOMETHING THAT YOU DIDN'T THINK WAS
22
RIGHT YOU ACTUALLY CAN DO IT THAT WAY.
23
MS. ANTAL:
WE HAVE THAT AS WELL AND WE
24
ALSO HAVE AN ETHICS SURVEY THAT WE SEND OUT EACH YEAR
25
SO YOU CAN REPORT ANYTHING THAT YOU HAVE AS WELL.
41
1
PARTICIPANT:
THANK YOU.
2
PARTICIPANT:
HI, MY QUESTION IS FOR
3
AT&T.
MY NAME IS CHRISTINE CULP-KEYSER. I'M WITH BLUE
4
CROSS BLUE SHIELD IN PENNSYLVANIA.
5
CONSULTANT AND ABOUT TO KICK OFF OUR ABILITY BUSINESS
6
RESOURCE GROUP FOR PEOPLE WITH DISABILITIES, WE HAVE
7
OTHERS, BUT THE ABILITIES IS THE NEWEST ONE, MY
8
QUESTION TO AT&T IS, AND SORRY IF I'M GETTING IN THE
9
WEEDS A LITTLE SO WE CONSTANTLY RUN INTO THE ISSUE OF
I'M A DIVERSITY
10
OUR COMMUNITY AFFAIRS ARE THE FOLKS THAT MAKE SURE
11
THAT CORPORATE DOLLARS ARE BEING SPENT WITHIN THE
12
COMMUNITY FOR VARIOUS ORGANIZATIONS, SCHOLARSHIPS, AND
13
WE OFTEN, AND WHAT I WANT TO KNOW IS DO YOU-ALL RUN
14
INTO MAYBE YOUR RESOURCE GROUPS STEPPING ON COMMUNITY
15
AFFAIRS' TOES BY CHOOSING ORGANIZATIONS TO PARTNER
16
WITH AND DONATE TO.
17
MS. JACKSON:
WE DO.
BUT THAT'S REALLY
18
KIND OF WHAT THE SENIOR ADVISOR IS FOR.
19
EACH ERG, YOU HAVE THE FOLKS THAT KIND OF HEAD THAT
20
UP, SO WE HAVE A PRESIDENT FOR IDEAL AND A VICE
21
PRESIDENT AND THEY HAVE A SECRETARY AND A TREASURER.
22
SO WITHIN
BUT THEN ALSO THIS PERSON ACTUALLY IS A,
23
SR. -- THE PERSON FOR IDEAL SO I'LL SPEAK TO THAT
24
SPECIFICALLY SHE'S A SENIOR VICE PRESIDENT IN CUSTOMER
25
SERVICE IS WHAT SHE IS, HER NAME IS JODY.
ANYWAY SO
42
1
JODY IS INVOLVED AT A SENIOR VICE PRESIDENT LEVEL ON
2
MOST INITIATIVES THAT WE -- THAT AT&T HAS OUT THERE,
3
WHETHER IT BE COMING TO THE AT&T ADVISORY PANEL ON
4
ACCESS AND AGING OR THE NEW CAPABILITY PROGRAM THAT I
5
SPOKE ABOUT, SO SHE HAS A BIRD'S-EYE VIEW OF THE
6
COMPANY AS A WHOLE, SO WHEN THE ERG WANTS TO GIVE SOME
7
MONEY FOR A SPONSORSHIP FOR A CERTAIN, WHETHER IT BE
8
AN ORGANIZATION OR A FUND-RAISER OR SCHOLARSHIPS
9
WITHIN A -- TO A SPECIFIC SCHOOL OR SOMETHING LIKE
10
THAT, IT'S HER RESPONSIBILITY, HER JOB TO MAKE SURE
11
THAT IT DOESN'T STEP ON ANYBODY'S TOES AND WE CALL IT
12
EXTERNAL AFFAIRS SO OUR EXTERNAL AFFAIRS AND
13
REGULATORY DEPARTMENT.
14
PARTICIPANT:
AND ANOTHER QUESTION
15
AROUND GOVERNANCE SO I KNOW HEARING THAT THE RESOURCE
16
GROUPS HAVE QUARTERLY NEWSLETTERS.
17
MS. JACKSON:
UH-HUH.
18
PARTICIPANT:
SO MY QUESTIONS ARE WHO
19
WRITES THOSE AND DOES ANYBODY FROM THE DIVERSITY
20
INCLUSION OFFICE OR HR OR MARKETING ENSURE THAT
21
THERE'S NOTHING IN THOSE NEWSLETTERS THAT MIGHT
22
NEGATIVELY IMPACT THE ORGANIZATION?
23
MS. JACKSON:
THERE IS A SPECIFIC PERSON
24
WITHIN THE ERG THAT ACTUALLY WRITES THAT NEWSLETTER.
25
AND I ACTUALLY THINK IT'S PROBABLY -- IT'S NOT THE
43
1
TREASURER, IT'S THE SECRETARY, IF YOU WILL, AND THEY
2
UPDATE -- WE HAVE AN INTRANET, SO IT'S INTERNAL.
3
PARTICIPANT:
OKAY.
4
MS. JACKSON:
THEY DON'T BROADCAST THESE
5
6
THINGS EXTERNALLY.
AND I -- HONESTLY, I DON'T KNOW ABOUT IF
7
SOMEBODY CHECKS IT BUT I WOULD IMAGINE BEFORE THEY DO
8
THAT, THEY WOULD HAVE TO HAVE LEGAL.
9
PARTICIPANT:
OKAY.
10
MS. JACKSON:
APPROVE IT JUST LIKE I
11
HAVE TO DO WHEN WE DO PRESS RELEASES AND STUFF LIKE
12
THAT SO THEY PROBABLY HAVE A PERSON THAT THEY RUN THAT
13
THROUGH SAY WE'RE GOING TO POST THAT IS THIS OKAY, THE
14
SAME PROCESS WE USE WHEN WE'RE UPDATING OUR WEBSITES.
15
PARTICIPANT:
OKAY.
THANK YOU.
16
MS. JACKSON:
YOU'RE WELCOME.
17
PARTICIPANT:
HI MY NAME IS ADAM AND I'M
18
WITH STARBUCKS COFFEE COMPANY IN SEATTLE, WASHINGTON
19
AND I AM PRESIDENT OF STARBUCKS’ ACCESS ALIGNS IT'S
20
SIMILAR TO A ERG BUT WE CALL OUR AN ALLIANCE, I REALLY
21
APPLAUD WHAT YOU'RE DOING IT'S REALLY QUITE AMAZING
22
THERE'S A LOT OF INFORMATION THAT I REALLY APPRECIATE
23
YOUR SHARING WITH US.
24
25
I DO HAVE TWO QUESTIONS I'D LIKE TO ASK,
THOUGH, AND THEY ARE RELATED TO THE ONLINE RESOURCES,
44
1
HOW YOU DO THE DISABILITY TRAINING AND FOR THE STORE
2
MANAGERS AND SUCH.
3
NOW, IS THAT INTERNAL ONLY OR IS THAT
4
SOMETHING THAT CAN BE SHARED OUTSIDE OF YOUR COMPANY
5
ON A GLOBAL BASIS?
6
CURIOUS ABOUT IS CAN -- IS THAT TRAINING TO BE USED
7
OUTSIDE OF YOUR COMPANY, SUCH AS A COMPANY LIKE MINE,
8
STARBUCKS, CAN IT BE USED TO HELP US BENEFIT OUR STORE
9
MANAGERS FOR THOSE THAT -- WHO WILL HAVE SOMEONE
THAT -- THAT'S ONE ITEM I'M
10
WHO -- WITH A DISABILITY APPLY AND THEY'RE AT A LOSS
11
AS WHAT TO DO SO THAT IS RESOURCE THAT CAN BE SHARED
12
WITH, SAY, STARBUCKS?
13
MS. ANTAL:
SO AT SODEXO, WE HAVE
14
SEVERAL TYPES OF TRAINING AVAILABLE, AND ONE OF THEM
15
IS A 45 MINUTE ONLINE DISABILITY AWARENESS TRAINING,
16
THAT WAS ALL CUSTOM DONE CONTENT AND WE HIRED AN
17
OUTSIDE VENDOR TO REALLY PUT EVERYTHING TOGETHER
18
ONLINE.
19
20
AND WE JUST USE THAT INTERNALLY IN OUR
COMPANY.
21
WE -- YOU KNOW, WE HAVE HAD -- WE HAVE
22
HAD OTHERS APPROACH US, ACTUALLY THE COMPANY THAT PUT
23
US TOGETHER WANTED TO SEE IF THEY COULD SELL IT LIKE
24
GLOBALLY BUT WE JUST WANTED I T FOR OUR OWN INTERNAL
25
USE, SO SOMETIMES WE GO OUT AND DO CONSULTING TO OTHER
45
1
COMPANIES, AND WE HAVE A LIVE SESSION THAT'S ABOUT
2
90 MINUTES THAT WE DO INTERNALLY AND WE ALSO DO
3
EXTERNALLY FOR OTHER CLIENTS, SO THEY MIGHT BE
4
EXISTING SODEXO CLIENTS, POTENTIAL CLIENTS IN THE
5
FUTURE, WE ARE LOOKING AT USING SOME OF OUR TRAINING
6
OUTSIDE.
7
OUR -- WITHIN OUR OFFICE OF DIVERSITY WE HAVE PEOPLE
8
THAT CONCENTRATE ON EXTERNAL RELATIONS AND THEY REALLY
9
HANDLE WHAT STAYS INTERNALLY AND WHAT'S GOING TO GO
10
OUT EXTERNALLY, SO I THINK SOME OF THOSE THINGS ARE
11
STILL TO BE DETERMINED, BUT AS OF RIGHT NOW, WE KNOW
12
THAT THEY ARE INTERNAL OR FOR OUR CLIENTS.
13
MS. JACKSON:
WE HAVE EXTERNAL DIVERSITY, WE HAVE IN
AT AT&T, IT'S ALL INTERNAL
14
TRAINING.
WE'VE GOT TRAINING SPECIFICALLY ON 508, 255
15
THEN WE ALSO HAVE SOMETHING THAT WE CALL -- WE
16
ACTUALLY -- WE ACTUALLY CHANGED THE NAME OF IT WE JUST
17
CALL IT SENSITIVITY TRAINING AND WITHIN THAT WE TALK
18
ABOUT PEOPLE WITH DISABILITIES, BUT WE ALSO
19
INCORPORATE THE AGING SEGMENT AS WELL, SO THE MATURE
20
ADULTS, AND THEN -- OH, YEAH, BUT IT'S NOT JUST
21
RETAIL, IT'S EVERYBODY HAS TO TAKE THAT, AND THEN FOR
22
HIRING MANAGERS, THERE IS A HUMAN RESOURCE
23
DISCRIMINATION TRAINING THAT THEY HAVE TO DO, AND
24
SPECIFICALLY WITHIN OUR RETAIL STORES, PEOPLE HAVE TO
25
DO THE SENSITIVITY TRAINING WITHIN
46
1
60 DAYS OF HIRE, AND I'M NOT SURE -- I'M NOT SURE HOW
2
STARBUCKS IS, BUT WE TEND TO HAVE A LITTLE BIT OF A
3
HIGHER TURNOVER RATE IN OUR RETAIL STORES, SO
4
SOMETIMES THAT CAN BE A CHALLENGE MAKING SURE THAT
5
EVERYBODY GETS THAT TRAINING.
6
SO -- BUT LAST I CHECKED BEFORE WE CAME,
7
I THINK WE HAD A 98 PERCENT TAKE RATE ON THAT FOR
8
FOLKS WITHIN THE FIRST SIXTY DAYS.
9
10
11
MS. ANTAL:
AND ADAM, I WANTED TO ADD
ONE MORE THING.
12
13
PARTICIPANT:
I JUST WANTED TO ADD, I'M
14
MARTHALEE FROM STARBUCKS AND I JUST WANTED TO ADD IN
15
CANADA ONTARIO, THE PROVINCE OF ONTARIO HAS PASSED A
16
LAW REQUIRING COMPANIES TO DO DISABILITY TRAINING, AND
17
THIS IS THE FIRST TIME I HAVE EVER HEARD OF THIS
18
ANYWHERE IN THE WORLD, AND I -- THE REASON WE'RE
19
ASKING IS THAT EVERYBODY'S INVENTING THEIR OWN ONLINE
20
TRAINING, AND THIS IS SOMETHING THAT IS AN ACTUAL
21
REQUIREMENT, LEGAL REQUIREMENT IN ONTARIO AND I'M
22
EXPECTING THAT IT WILL PROBABLY IMPACT CANADA AND
23
WOULDN'T WE LOVE IT IF IT BECAME A WORLDWIDE
24
REQUIREMENT.
25
MS. JACKSON:
ABSOLUTELY.
ABSOLUTELY.
47
1
MS. ANTAL:
I JUST WANTED TO ADD FOR
2
ADAM, THAT WE -- THAT THE TRAINING THAT WE DID FOR THE
3
9,000 EMPLOYEES WAS ON REASONABLE ACCOMMODATIONS, AND
4
THAT WAS AN OFF THE SHELF PRODUCT FROM GLOBAL
5
COMPLIANCE, AND THEY DO A LOT OF DIFFERENT COMPLIANCE
6
TRAINING, SO YOU CAN CALL UP GLOBAL COMPLIANCE AND SEE
7
IF THAT'S A GOOD FIT FOR STARBUCKS.
8
PARTICIPANT:
OKAY.
9
PARTICIPANT:
AND JUST ONE FOLLOW-UP, I
10
REALLY APPRECIATE THAT INFORMATION, THIS IS ACTUALLY
11
MORE DIRECTED TOWARDS MYLENE THIS IS SOMETHING THAT
12
JUST CAME TO MIND.
13
WHY -- OR MAYBE SOMETHING WE CAN DO IS
14
ESTABLISH A FACEBOOK PAGE FOR ALL OF OUR VARIOUS ERGS
15
WHERE WE CAN SET UP A SOUNDING BOARD WHERE WE CAN EACH
16
HELP AND BENEFIT EACH OTHER, I MEAN THAT'S JUST
17
SOMETHING I'M PUTTING OUT THERE AS FOOD FOR THOUGHT.
18
PRESENTER:
GOOD IDEA.
19
PRESENTER:
SO I'D LIKE TO MAKE A
20
COMMENT FOR ADAM.
21
FORM.
22
THOSE KINDS OF THINGS, AND WE'VE GOT A YEAR TO
23
DETERMINE THE CONTENT FOR NEXT CONFERENCE AND HAVE
24
THINGS READILY AVAILABLE.
25
PLEASE INCLUDE THAT ON THE FEEDBACK
I THINK THE USBLN STAFF WOULD LIKE TO HEAR
PARTICIPANT:
(INAUDIBLE) MCGREEDY,
48
1
DIVERSITY.
2
OF YOUR EMPLOYEES' INVOLVEMENT, DO THEY DO THEIR
3
INVOLVEMENT WITH THEIR EMPLOYEE RESOURCE GROUPS ON
4
COMPANY TIME OR IS THE TIME THEY ARE INVOLVED IN THE
5
EMPLOYEE GROUP CONSIDERED VOLUNTEER, THEIR OWN
6
VOLUNTEER TIME?
7
8
9
10
I HAD A QUESTION FOR BOTH OF YOU IN TERMS
MS. JACKSON:
IT'S COMPANY TIME.
UNLESS
THEY'RE DOING OUTSIDE VOLUNTEERISM.
(LAUGHTER.)
MS. JACKSON:
SO I KNOW IT'S A LITTLE
11
CONFUSING, BUT IF THEY'RE WORKING ON THEIR NEWSLETTER,
12
SOMETHING LIKE THAT, THEY CAN DO IT ON COMPANY TIME,
13
SO WHEN WE DO THE THINGS, TWICE A YEAR WHERE WE --
14
WHERE WE HAVE OUR EXPO SET UP, THAT'S ALL ON COMPANY
15
TIME, AND THE -- YOU KNOW, THAT'S THE COMPANY PAYS FOR
16
THE PIZZAS TO COME IN, THAT'S ALL ON THE COMPANY TIME,
17
BUT IF THEY'RE GOING TO GO AND VOLUNTEER AT THE
18
OLYMPICS, LET'S SAY, THEN THAT'S ON THEIR TIME.
19
MS. ANTAL:
THAT WOULD BE THE SAME FOR
20
SODEXO, SO A LOT OF THINGS THAT THEY DO ARE ON COMPANY
21
TIME AND -- BUT IT'S A VOLUNTEER EFFORT SO STILL HAVE
22
TO GET YOUR DAY JOB DONE AND FIT IN ALL THIS VOLUNTARY
23
WORK AND PEOPLE FIND A WAY TO MANAGE AND THEY ALSO DO
24
A LOT OF HIRING RECRUITING FOR PEOPLE WITH
25
DISABILITIES THAT'S ALL ON COMPANY TIME BUT THEN ANY
49
1
EXTERNAL OUTREACH THAT THEY DO, SOMETIMES THAT'S ON
2
THE WEEKENDS AND THAT'S ON THEIR OWN TIME.
3
4
PRESENTER:
OKAY.
SO WE HAVE TIME FOR
ONE MORE QUESTION.
5
PARTICIPANT:
HI.
MY NAME IS ROBIN
6
CAMERON, I'M AT MCKESSON IN OUR DIVERSITY INCLUSION
7
DEPARTMENT.
8
YOU MANAGE WITH 11 ERGS AND SPECIFICALLY FOR AT&T,
9
WHICH IS KIND OF BEEFING UP OUR EFFORTS WITH ALL OF
SO ONE OF THE QUESTIONS I HAVE IS HOW DO
10
OUR ERGS, WE HAVE TEN ERGS NATIONWIDE, AND LIKE HOW DO
11
YOU MANAGE ALL -- EACH OF THE DIFFERENT ERGS AND ALL
12
OF THEIR AGENDAS AND ALL OF THEIR PRIORITIES AS WELL
13
AS ALL THEIR BUDGET, I MEAN IS THERE A SPECIFIC
14
DEPARTMENT IS THERE ONE PERSON, WHO MANAGES.
15
MS. JACKSON:
THEY DO.
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PARTICIPANT:
ALL OF THEIR ACTIVITY.
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MS. JACKSON:
THEY DO.
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PARTICIPANT:
SO AS FAR AS COORDINATING
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MS. JACKSON:
THEY DO.
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PARTICIPANT:
COORDINATING -- SO EVEN
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EVERYTHING.
THE ERG ANNUAL MEETINGS.
MS. JACKSON:
SO LIKE FOR THE -- IF IT'S
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AN ANNUAL TYPE THING WHERE WE BRING ALL OF THE ERGS
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TOGETHER, WE HAVE ONE PERSON IN HUMAN RESOURCES THAT
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DOES ALL THAT, SO SCHEDULES ALL THE HOTEL ROOM BLOCKS,
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GOES AND GET -- MAKE SURE THAT THE SENIOR EXECUTIVES
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ARE THERE, THAT THEY'RE THE ONES DOING THE
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PRESENTATION -- YOU KNOW WHO'S DOING A PRESENTATION ON
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WHAT, SO WITHIN THAT, BUT AS FAR AS LIKE THEIR OWN --
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THEIR SPENDING OR THEIR AGENDAS OR ANY OF THAT STUFF,
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THAT RESIDES WITHIN THEIR OWN ERG, SO AS I SAID, THEY
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HAVE THEIR OWN BOARD THEY HAVE THEIR OWN -- EACH ONE
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HAS THEIR OWN PRESIDENT, VICE PRESIDENT, SECRETARY,
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TREASURER AND THEY'RE RESPONSIBLE FOR WHEN AND HOW
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OFTEN THEY WANT TO HOLD THEIR MEETINGS, WHAT THE
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AGENDA IS GOING TO BE, ALL THAT, AND THAT IS -- THAT'S
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KIND OF LIKE ON YOUR -- ON YOUR DAILY BASIS BUT IF
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IT'S SOMETHING THAT WE'RE GOING TO DO WITH ALL 11 ON A
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COMPANYWIDE BASIS THEN WE'VE GOT ONE PERSON IN HUMAN
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RESOURCES THAT HANDLES IT.
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PARTICIPANT:
JUST AS FAR AS LIKE
MONTHLY APPROVAL OF LIKE EVENTS AND DIFFERENT THINGS.
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MS. JACKSON:
THAT'S UP TO THEM.
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PARTICIPANT:
NOBODY KIND OF -- THERE'S
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NO APPROVAL PROCESS.
MS. JACKSON:
THAT'S UP TO THEM, OF
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COURSE, AND I SAY THAT'S UP TO THEM, BUT, AGAIN, THEY
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HAVE THE SENIOR ADVISOR WHO IS, YOU KNOW, SPECIFICALLY
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ON IDEAL IS A SENIOR VICE PRESIDENT WITHIN THE COMPANY
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THAT IS, YOU KNOW, ATTENDS THESE MEETINGS, AND IS ON
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THE CONFERENCE CALLS WITH THESE GUYS, AND SO SHE KNOWS
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WHAT THE AGENDAS ARE AND IF SHE SEES A RED FLAG -- I
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MEAN SHE'S REALLY THERE AS AN ADVISOR, SHE'S NOT THERE
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AS A POLICER, SO SHE -- IF SHE SEES SOMETHING THAT'S
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GOING AWRY OR SOMETHING -- YOU KNOW, SHOULDN'T BE
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HAPPENING THAT'S WHEN SHE WOULD STEP IN, BUT HONESTLY,
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THESE GUYS -- WE HAVE -- WE'VE NEVER HAD A PROBLEM
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WITH THE ERGS, WE REALLY HAVEN'T, I MEAN THEY'RE --
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ALL OF US HAVE TO, YOU KNOW, GO THROUGH AND -- AND
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IT'S NOT JUST ERG FOLKS BUT ALL OF US HAVE TO SIGN
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THE, YOU KNOW, EVERY YEAR WE HAVE TO DO -- GO DO
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ETHICS REVIEWS AND WHAT WE CAN PROPRIETARY STUFF AND
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WHAT WE CAN SAY EXTERNALLY AND INTERNALLY AND
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SPECIFICALLY WITHIN THE ERG GROUPS WE'VE NEVER HAD A
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PROBLEM TALKING ABOUT DEVICES THAT SHOULDN'T -- WE
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SHOULDN'T TALK ABOUT THAT'S A DIFFERENT STORIES, BUT
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ERGS NO.
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MS. ANTAL:
WE HAVE A DIRECTOR OF
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EMPLOYEE NETWORK GROUPS AT SODEXO WE HAVE TEN OR 11
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EMPLOYEE NETWORK GROUPS AND, YOU KNOW, WE DO FIND THAT
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WE HAVE SOME CROSSOVER AND CHALLENGES, SO WE MIGHT
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HAVE SIX EMPLOYEE NETWORK GROUPS WRITING TO ALL OUR
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EXECUTIVES, AND SAYING, HEY, CAN YOU BE AT THESE
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EVENTS SO SOME OF THOSE THINGS GO THROUGH OUR DIRECTOR
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OF EMPLOYEE NETWORK GROUPS AND THEY KIND OF FARM IT
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OUT AND HELP US KEEP TRACK OF THEM.
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US ALL SO THEY'LL BRING US TOGETHER SEVERAL TIMES A
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YEAR FOR ALL OF THE NATIONAL TEAM MEMBERS FROM EACH OF
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THE EMPLOYEE NETWORK GROUPS AND THEY'LL HOST LIKE A
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DAY OF LEADERSHIP TRAINING OR A DAY OF INTERACTING,
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BRAINSTORMING AND NETWORKING.
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TOGETHER ALL THE COMMUNICATIONS PEOPLE AND TEACH THEM
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HOW TO DO COMMUNICATIONS, OR THEY'LL BRING IN ALL THE
THEY ALSO INVITE
THEY'LL ALSO GET
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FINANCE PEOPLE, SO THAT THEY'LL BRING IN EACH
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INDIVIDUAL, I GUESS, TITLE OR ROLE FROM THE EMPLOYEE
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NETWORK GROUPS, SO THEY DO HELP US COORDINATE AND WE
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DO RUN INTO PROBLEMS SOMETIMES.
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PRESENTER:
WELL, UNFORTUNATELY WE ARE
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OUT OF TIME.
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THEIR PRESENTATIONS AND SHARING INFORMATION ABOUT
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THEIR ORGANIZATIONS.
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I'D LIKE TO THANK LAURA AND AVALYN FOR
AND I'D LIKE TO THANK YOU ALL FOR
PARTICIPATING.
(APPLAUSE.)
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©2011 US Business Leadership Network.
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All rights reserved.