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2008 NEW Integrating Diversity Kelly Baker Vice President, Diversity General Mills Driving Diversity & Inclusion Progress at General Mills Diversity & Inclusion @ General Mills Our Vision A company culture of inclusion where our unique differences create competitive business advantage and a great place to work Our Expectations Everyone is respected Everyone is valued Everyone can contribute their unique skills & perspectives Our Diversity Progress • Tremendous progress on women & minorities in senior leadership • Top-tier, employee-driven affinity groups link directly to our core values • Top tier Supplier Diversity Program Achieving Our vision Some Real Advantages: Company Values & Integrity Compelling Business Case Our Values • Championship Brands • Championship People • Championship Innovation • Championship Performance U.S. Market Changes/Demographics % of Total U.S. Population Source: U.S. Census Bureau 100% 90% 80% 70% Ethnic Population 75% 72% 68% 63% 59% 60% 50% 40% 30% 20% Non-Ethnic Population 55% 51% 41% 45% 37% 49% 32% 25% 28% 10% 0% 1990 2000 2010 2020 2030 2040 2050 United States Labor Market National Availability: 23-44 Age Group 23% Decline 1995-2015 Index 200 180 160 140 120 100 1970 1980 1990 2000 2010 2020 Projected Labor Force Growth Other Developed Economies % Annual Growth General Mills Employee Demographics 58% U.S. Based 42% Non-U.S. Based Achieving Our vision Some Real Advantages: Company Values & Integrity Compelling Business Case But Major Challenges: Late to “Internationalize” Promote from Within Culture Minneapolis Headquarters Overcoming Our Challenges • Creating Diversity Commitment • Organizing for Success • Maximizing Learning Creating Commitment Diversity Objectives Specific, Measurable Annual Targets for: - Minority and Female Representation - Diversity at Officer Level - Cultural Progress - Supplier Diversity CEO Quarterly Reviews Progress vs. Corporate Objectives Talent Review Leadership Accountability Diversity Scorecards & Annual Objectives Diversity Scorecard COMPONENTS DESCRIPTIONS Visible Leadership Involvement Leader’s visible personal actions Building a Culture of Inclusion Initiatives, actions that demonstrate commitment to inclusion Functional Contribution to Quantitative look at what is Corporate Goals happening in the organization •Representation •Retention •Promotions •Supplier Diversity Organizing for Success Executive Diversity Council Function/Business Heads Quarterly Meetings Sets Strategy/Reviews Progress Diversity Department Strategy Nucleus Consulting/Best Practices Resource to Networks Multicultural Council Synergy Group Diversity, Recruitment, Foundation, Multicultural Marketing Employee Networks Recruitment/Retention Impact Source of Feedback & Learning Employee Networks Black Champions Network Hispanic Network Asian Heritage Network South Asian American Network American Indian Council Women’s Network Betty’s Family Maximize Diversity Learnings Mentorship Programs Co-Mentoring Program New Employee/New Manager Functional Initiatives Executive Network Lunches CEO, COO Hosted 8-10 Participants Discuss Progress/Opportunities Employee Survey Results Conducted Annually Diversity analysis Best Practice Emphasis Benchmarking Ourselves External surveys External connection Strong External Recognition Working Mother Magazine 100 Best Companies Best Companies for Multicultural Women DiversityInc Top 50 Companies for Diversity” Latina Style Magazine 50 Top Companies in US for Latinas NAFE Top 30 Companies for Executive Women Fortune 100 Best Companies to Work For Our Diversity Learnings • If Not Moving Forward, Actually Lose Ground • Diversity Progress is Tough Change Management • Requires Visible, Top Down Commitment • Responds to Accountability and Measurement • Strategy Must Be Translated to Structure • Leaders Need Greater Perspective and Skills • Employee Networks Can be a Powerful Progress Catalyst • Progress Made One Promotion at a Time 2008 NEW Integrating Diversity