| Diversity
in Action Kimberly-Clark:
where every component is geared for success Diversity
programming depends on needs, and the company is focused on retention, relationships
and resource building, says a diversity director  | | Edward
Williams and Denise Couture of Kimberly-Clark. |
We
take a look at the organization and determine its needs. Then we put initiatives
in place to ensure that objectives like diversity mix and leadership development
are met," says Ed Williams. Williams is director of corporate diversity initiatives
at Kimberly-Clark Corp. The
company's diversity programming, he explains, is governed by the corporate diversity
steering committee, made up of senior level officers who guide the company's diversity
initiatives. Managing
Inclusion, the Kimberly-Clark diversity training program, is "state-of the-art,"
Williams notes with pride. "It focuses on how we keep people engaged and
ensures that everyone feels valued. "We
look at the organization at large and implement initiatives that address immediate
and future needs. We want to be sure our employees know that their work contributes
to our success in a very real way." It's
only good business sense, says Williams. "If you look at the organization
top to bottom, you'll probably see product developers, sales teams and marketing
teams all engaged and excited about a new product line. A fully engaged manufacturing
team is also critical. "A
lot of our success depends on being first to market, so it's extremely important
that every component of the company feels appreciated and eager to do what's necessary
for us to succeed," Williams declares. Denise
Couture, director of global research and engineering recruiting and career development,
notes that "We want our corporate culture to be inclusive and our business
results to benefit from a diverse mix of talent." To
fill the pipeline, Kimberly-Clark is involved with inner-city high schools. "And
we're forming links with universities to form a high school/university partnership,"
Couture explains. "We're working with the University of Wisconsin and Michigan
Technological University." The
idea, says Couture, is to get high school students interested in pursuing a technical
degree. "Our campus teams work with universities to provide scholarships
to minority students, and the college students serve as mentors to the younger
kids." Kimberly-Clark
hires new grads in ME, EE and ChE, of course. "We're also interested in biomedical
engineers, industrial engineers and general sciences majors," notes Couture. The
company works with NSBE, SHPE, SWE, AISES and other minority technical groups
to attract co-ops and interns, and entry-level and experienced engineers. Kimberly-Clark
maintains employee networks for various groups. There are African American, Asian,
Latin American, women's, and gay and lesbian groups, and also a child/dependent
care network and a family caregivers network. In the network for new employees,
new hires and transfers learn the ropes from more experienced colleagues. Most
of the networks are currently active at Kimberly-Clark's Neenah, WI and Roswell,
GA HQs. More employee networks are in the works at satellite manufacturing locations
in New Milford, CT; Conway, AK; Paris, TX; Corinth, MS and Chester, PA. Kimberly-Clark
also offers flexible work arrangements, including job sharing and telecommuting
when appropriate. And there's an employee assistance program where workers who
feel the need can schedule confidential discussions with counselors. In all, "There's
a lot of emphasis on teamwork and many opportunities for interaction," Williams
notes. And
don't forget the annual diversity picnic, which gives workers a chance to interact
outside the office. "It's our way of showing appreciation for all our folks
do throughout the year. It's organized by the diversity networks and features
ethnic foods and plenty of activities," Williams reveals.
Kimberly-Clark Corp
www.kimberly-clark.com
| Headquarters:
|
Dallas, TX | |
Employees:
|
64,000 in 43 countries | |
Revenues: |
$13.6 billion | |
Business: |
Tissue, personal care and healthcare products | |
|
Kimberly-Clark
also organizes several community outreach programs and supports employee volunteerism
in general. "If either you, or your spouse who doesn't work for us, volunteers
thirty hours annually with an organization, we'll donate $500 to that organization
on your behalf," says Williams. Couture
adds that the company's internal website offers a community relations link with
a "volunteers in action" list to "give our employees many ways
to get involved." The
company supports employee and family education. Its educational opportunities
plan not only helps employees obtain their degrees, but also supports a family
savings plan for post-secondary education. Kimberly-Clark
is heavily focused on retention - "relationships and resource building"
- says Williams. "We have very active long-term mentor programs." And
something that's really unique: the "Take an officer to lunch" program.
If you don't want to get involved in something more formal, you can sign up for
a lunch meeting with a senior company officer. Isn't
that intimidating? Not
at all, says Williams. "It's a great chance to ask questions." D/C
| 
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