Pillars of Change

cr-novdec2016-diversityinculsion_tr_headshot_cmyk How responsible companies stack up in Thomson Reuter's new D&l Index. By Livia Konkel Diversity and inclusion are extremely important initiatives that forward-thinking companies should be considering today. But how can a company know where it excels, where needs to improve, and how it compares to its competitors? In September of 2016, Thomson Reuters launched its diversity and inclusion (D&l) Index, which provides innovative indices and index-related services to the global financial community to help investors make better, more informed decisions. An ever-growing mountain of data suggests that companies that track, report, and achieve success on measures of diversity, inclusion, and people development tend to perform better financially. Designed around this hypothesis, the Thomson Reuters D&l Index gives investors critical insights by screening companies for long-term opportunities and risks. The D&l Index ratings are built on Thomson Reuters ESG (environmental, social, and governance) data, which is available to its clients through Thomson Reuters Eikon.

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Diverse Options

By the Editors
A list of D&l experts who can help companies meet long-term talent goals.
Diversity and inclusion are of an utmost importance at responsible companies today. To help with these efforts at your company, sometimes you need an outside source to provide the best innovative and consultative approach. Below are multiple experts in diversity challenges, and they can help you meet your company's strategic goals. This list is not exhaustive, and was compiled from editorial research. To add a company or consultant to the list, email Belinda.Sharr@sharedxpertise.com. Company: Accenture Website: www.accenture.com Company: The Acumen Company Website: http://theacumencompany.com Company: Alexander Mann Solutions Website: http://alexandermannsolutions.com Company: A.T. Kearney Website: www.

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Editor’s Letter: All Inclusive

headshot By Belinda Sharr Today, more than ever, diversity and inclusion are essential to responsible business practices. With our nation so divided, it is up to all of us to work together to make sure corporations truly represent all of the various people who live in the U.S. And who wouldn't want to be more diverse? Not only will diversity bring more backgrounds and various skills to a company, but it will also potentially bring in more revenue. Research by McKinsey in 2015 indicated that gender-diverse companies are 15 percent more likely to succeed financially than more genderhomogeneous ones, while ethnically diverse companies are 35 percent more likely to do the same. However, becoming a more diverse organization is no small task. In this issue, we tackle this challenge head-on with some articles that can get you started. Mike Starich, chief executive officer of Orion International and Novotus, discusses why you should hire veterans to increase company diversity and how to do it.

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Operating Responsibly: A Conversation With Patsy Doerr, Thomson Reuters’ Global Head Of Corporate Responsibility & Inclusion

Screen Shot 2016-05-03 at 10.12.13 AM By Allie Williams Project ROI Corporate responsibility is moving prominently into the mainstream of business and can now be measured and tied to ROI, or return-on-investment. Attendees at CR Magazine’s COMMIT!Forum on October 21, 2015 were treated to a Project ROI report presentation, which was spearheaded by IO Sustainability, a research and advisory services firm, and the Lewis Institute for Social Innovation at Babson College. They make the case for the ROI of corporate responsibility (CR), both anecdotally and quantitatively. The Project ROI report is a true partnership between these entities and its sponsors, Verizon and the Campbell Soup Company. Each sponsor is also included in the analysis. The authors gathered the data and demonstrated a framework about what it really means for a business to be “responsible” while delivering both “value” and relevancy by integrating a connection between CR (also called corporate social responsibility and sustainability) and ROI.

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C-Suite Turnover: The Names They Are A-changin’

Nearly one half of Global 2000 companies have no women executive committee members


By James C. Hyatt

Corporate suite turnover continues at a “torrid pace” amid turmoil in financial markets and the risk of worldwide recession, a new study finds.

IMD International Search & Consulting’s report, "The Changing Face at the Top," looked at the changing demographics of the "C-Suite" (the Chairman/CEO and executive management team) of the Global 2000 and other influential companies throughout the world.

Increases in senior management turnover in the 2008 first quarter measured 55 percent for CEOs, 11 percent for CFOs and 10 percent for other C-level management, the report said.

“This is on the heels of record setting C-level turnover in 2006, which recorded an increase of 68 percent in turnover over 2005, while 2007 figures maintained this blistering pace.

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