Hispanic Business Magazine by marc kozlin

The State of Diversity 2010

TOP TEN Schools High Diversity Rating in Business, Engineering, Law and Medicine

Researcher Steven Candelaria operates a radio frequency plasma reactor at the University of New Mexico School of Engineering. SEPTEMBER 2010

$3.99

Top

Diversity Companies AT&T and Verizon Tech Vault â&#x20AC;&#x201C; Skype and Vonage

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the face of hard work

SILVERADO. THE MOST DEPENDABLE, LONGEST-LASTING FULL-SIZE PICKUPS ON THE ROAD1, BACKED BY A TRANSPORTATION PROGRAMS. AND FOR EVEN GREATER PEACE OF MIND ON THE ROAD, THE SILVERADO LIFE THERE’S ONLY ONE SILVERADO. FIND OUT MORE AT CHEVY.COM 1 Dependability based on longevity: full-size pickup registrations from July 1981-2009. 2 Whichever comes first. See dealer for details. 3 Government star ratings are part of the National ©2010 General Motors. Buckle up, America!

100,000 MILE/5-YEAR POWERTRAIN LIMITED WARRANTY2, PLUS ROADSIDE ASSISTANCE AND COURTESY ½ TON HAS A 5-STAR FRONTAL CRASH TEST SAFETY RATING3. FOR THOSE IMPORTANT TASKS IN YOUR

Highway Traffic Safety Administration’s (NHTSA) New Car Assessment Program (www.safercar.gov). Silverado is a registered trademark and Chevrolet is a trademark of General Motors.

contents

SEPTEMBER 2010

D E PA R T M E N T S Corner Ofﬁce . . . . . . . . . . . . . . . . . . . . . . .6 HispanicBusiness.com. . . . . .8 Hispantelligence . . . . . . . . . . . . . .10 HBDSI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

TechVault . . . . . . . . . . . . . . . . . . . . . . . . . . .64

The State of Diversity 2010 14 Top Diversity Companies The U.S. Economy Gets a Lift from Diversity Best Companies.

18 McDonald’s Tops the List 22 The Power of AT&T Diversity 24 Verizons Plan Scores 26 Top Companies Diversity Scorecard 30 The Top 10, in Proﬁle

Travelers Insurance on a Journey to Inclusion

44 Top 10 Diversity Schools

College Diversity Gins up the Numbers and Trains Tomorrow’s Leaders.

48 Business 52 Engineering 56 Law 60 Medical

18 Top Schools photo courtesy Duke University, Top Companies photo Thinkstock Corporation, McDonald’s story courtesy McDonalds Corporation

For business resources, newsletters, and Web-only exclusives, visit www.HispanicBusiness.com Hispanic Business (ISSN 0199-0349) is published monthly, except for combined issues in January/February and July/August, distributed by Hispanic Business Inc., 425 Pine Avenue, Santa Barbara, CA 93117, telephone (805) 964-4554, fax (805) 964-6139. One-year subscription (10 issues) $19.97. Subscriptions: (888) 447-7287. Single copies $3.99, except June $5.99. Foreign subscriptions: Mexico $39.97, worldwide $49.97, payable in advance. Subscriptions: 888-447-7287. Periodicals postage paid at Santa Barbara, CA 93102, and additional mailing oﬃces. POSTMASTER: Send address changes to Hispanic Business, P.O. Box 498, Mount Morris, IL 61054-0498. Entire contents of Hispanic Business Magazine are copyright ©2010 by Hispanic Business Inc. No part of this book may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, or by any information storage-and-retrieval system, without prior written permission of the publisher. Published in the USA. Publisher does not assume responsibility for any unsolicited materials and will return only those accompanied by a stamped, self-addressed envelope. Volume 32, Number 7.

HISPANIC BUSINESS SEPTEMBER 2010

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Strength. Stability. Growth.

It’s in our nature With over 150 years of steady growth, Wells Fargo stands strong as one of the nation’s leading banks. We offer you the convenience of more than 6,600 stores and 12,000 Wells Fargo and Wachovia ATMs nationwide, as well as ﬁnancial options and resources designed to provide the strength and stability you need to reach your goals. Helping you and your family grow and achieve success – at Wells Fargo, that’s in our nature.

Enjoy an Introductory

DIGITAL SUBSCRIPTION to HispanicBusiness® magazine

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THE AUTHORITY ON THE HISPANIC MARKET Editorial STAFF WRITER/WEB WRITER: GARY FACKLER Gary.Fackler@hbinc.com

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Sure thing. Life has no guarantees, but in business, I knew exactly what I wanted. A company that gave me the start-up help I needed, freedom to make my own decisions … plus the chance to earn a great living. With so many unknowns in life, my career isn’t one of them. That’s for sure.

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cornerofﬁce

The State of Diversity

BY THE NUMBERS American universities have worked hard to recruit and graduate Hispanic students. The numbers indicate there is considerable room for improvement. In 2008, some 44 percent of white 18-24 year-olds were enrolled in college, while only 26 percent of Hispanics in that age range were in college. Of those enrolled, 81 percent of Hispanics were enrolled in public universities, compared with 73 percent of white students. In 2008, about 29 percent of white adults held at least a bachelor’s degree, while only 13 percent of Hispanics completed an undergraduate program. Higher numbers in college yielded higher incomes. The median income for white male workers in 2007 was $71,000, while the median for Hispanic males was $54,000.

HISPANIC BUSINESS SEPTEMBER 2010

“E

ducation is an economic issue.” Te words are those of President Obama, spoken at the University of Texas, Austin, in early August. One assumes not a single CEO of the best companies listed in this issue featuring, “Te State of Diversity,” would dispute his point of view. Indeed, education correlates directly with economic innovation and growth, and lies at the heart of our ability to compete in changing global markets. Who would have thought that diversity, hardly a commanding word, would become such a powerful expression of the changes taking place due to the reintegration of a global economy. Changes, we should realize, which are deeply affecting educational institutions as well. In this issue we present two sets of stories: best companies and best schools. Both seek to identify institutional leaders in the areas of diversity, both among leading companies and among colleges and universities. We look at schools of business, engineering, law and medicine. Among global corporations we find intense competition in the arenas of crafing policies, practices, investment and programs pursuing the recruitment, hiring, retention and advancement of peoples of diverse ethnic and gender backgrounds. Indeed, businesses and universities are deploying ever-improving strategies to tap into newly developing pools of diverse human capital. Clearly education is an economic issue as well as an issue of inclusion and equal opportunity. Our best schools story and data compilations reveal a highly competitive economic environment which, while we would not say it has been unaffected by the great recession, has remained remarkably vibrant and dynamic. Our best companies feature, on the other hand, reveals the

lengths to which companies will go to develop binding ties with emerging diversity markets. Our number-one ranked best company, McDonald’s, stands at the cusp of a group of ﬁrms ranked according to performance in areas such as recruitment and promotion, supplier development, board leadership and personnel, marketing and community relations, and others. And it obtained that space due to its extraordinary commitment to a highly dynamic and robust diversity supplier development program. Te evolution of diversity programs in major corporations and universities can be traced back to the struggle for ethnic studies, higher college enrollments, the hiring of ethnic faculty and the creation of minority business development policies and programs. One of the breakthroughs in that movement can, in turn, be followed back to the years of the Nixon Administration, and its embrace of federal aﬃrmative action recruitment and business development programs in the 1970s.

Jesús Chavarría Editor & Publisher

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EVERY DAY IS A CHANCE TO BRING BETTER HEALTH TO MORE PEOPLE.

Cambodia

Ghana

Honduras

How can we improve the health of people around the world? We’re doing it right now with a program called Developing Health Globally. It’s about equipping doctors, nurses and clinicians with the equipment and products needed to provide the most basic medical care to thousands of families in rural communities around the world. It’s about committing $40 million to 13 countries and delivering technology, training and hope. It’s about GE employees volunteering time and expertise, like the Hispanic Forum in Honduras, the Asian Pacific American Forum in Cambodia, and the African American Forum in Ghana. The results have touched the lives of nearly five million people. It’s all part of something we call healthymagination and it means better health for more people. ge.com/citizenship

At Hispanic Business.com we bring you the latest breaking news, features and analysis on the Hispanic market Check out these online exclusives. It’s stories likethese that you can ﬁnd every day at HispanicBusiness.com

Don’t miss a minute. Go to HispanicBusiness.com

HISPANIC BUSINESS SEPTEMBER 2010

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Chase Helps Small Business Go Hire ADD NEW EMPLOYEES, LOWER YOUR LOAN RATE

Introducing the Chase Loan for Hire. When your small business is approved for a new loan, you get an immediate half-point rate discount for each new employee you hire, up to three employees. And if your business checking is also with Chase, you’ll get another half point on top of that. That’s as much as 2% off our lowest rates in years, which could save you thousands of dollars. It’s the Loan for Hire. Only from Chase. The only loan designed to reward you for hiring employees.

Visit a branch or go to chase.com/LoanForHire Some restrictions, eligibility requirements, and fees may apply. All lines of credit are subject to credit approval by JPMorgan Chase Bank, N.A. Credit approval will depend on the credit profiles of the business and any guarantors, the line amount, and the availability of property as collateral in which Chase can obtain first lien position. Businesses with annual sales revenues of $10 million or less are eligible. Offer applies to new lines of credit between $10,000 and $250,000 and to existing lines which are increased by $10,000 or more. Chase reserves the right to cancel this offer anytime without notice; however, this offer will still apply to lines that are already booked and applications for lines that are being processed prior to cancellation. Lines will be evidenced by Chase documentation for the Chase Business Line of Credit. Offer not valid in combination with any other lending offer. Lines must be opened by December 31, 2010 to be eligible for this offer. Chase may ask for additional information as borrower’s request for credit is processed. Interest rate reduction for hiring new employees: On or before December 31, 2010, borrower must provide certification satisfactory to Chase that borrower has (i) during the period beginning on June 29, 2010 and ending on December 31, 2010, increased the net number of persons employed by borrower and (ii) with respect to each such person, retained a completed Form I-9. Any interest rate reduction will become effective 14 to 30 days following Chase’s receipt of borrower’s certification. Chase will reduce the rate at which interest would otherwise accrue to the unpaid principal balance of the promissory note by 0.50% of each such net increase of person employed by borrower, up to three persons and a maximum interest rate reduction of 1.50% . Interest rate reduction for having Business checking: If the Chase business checking account is ever closed, the additional 0.50% rate reduction will no longer apply. Federal law requires all financial institutions to obtain, verify, and record information that identifies each person or business that opens an account. © 2010 JPMorgan Chase Bank, N.A. Member FDIC. Equal Opportunity Lender.

hbdiversitystockindex All data as of 08/02/10

HBDSI & STOCK MARKET INDEX COMPARISONS

Hispanic Business Diversity Stock Index™ 1 Year

9.66%

2.00%

11.63%

11.09% -11.18%

-7.71%

11 Consolidated Edison of NY

8.07%

12 Eastman Kodak

-0.97%

-4.90%

25.15%

13 Macy's Inc.

11.77%

14.07%

34.21%

3.88%

19.16%

14 PepsiCo, Inc.

PEP

5.89%

6.58%

16.14%

15 General Mills

GIS

-4.08%

-3.10%

17.94%

16 Sempra Energy

SRE

7.20%

-9.75%

-3.72%

17 XEROX CORP

XRX

24.15%

13.79%

19.76%

18 Freddie Mac

FRE

16.67% -71.23% -31.15%

19 MGM Mirage

MGM

20 Prudential Financial

PRU

21 Ford

21.57%

15.83%

51.28%

7.38%

12.77%

25.98%

29.53%

28.02%

57.98%

11.86%

-1.10%

13.73%

23 Pitney Bowes

PBI

11.82%

7.72%

19.74%

24 Abbott Laboratories

ABT

6.73%

-8.50%

11.18%

25 Darden Restaurants

DRI

12.47%

20.86%

27.07%

26 American Electric Power

16.92%

22 Coca-Cola

AEP

9.05%

3.81%

27 Citigroup

10.55%

23.24%

31.76%

28 CSX Corp.

CSX

13.48%

10.27%

28.35%

29 American Express Company

AXP

14.74%

9.95%

57.03%

30 U.S. Bank

USB

11.21%

7.12%

17.44%

31 American Airlines

AMR

16.25%

-3.63%

40.11%

32 Hewlett-Packard Company

HPQ

10.17%

-9.32%

9.64%

7.40%

32.86%

41.85%

34 PNM Resources

PNM

9.32%

-5.90%

-4.78%

35 Allstate Insurance Co

ALL

3.22%

-5.20%

5.37%

36 Health Net Inc.

HNT

2.13%

-0.85%

78.63% 28.75%

33 Qwest Communications

37 Comcast

CMCSA

9.44%

14.79%

38 IBM

IBM

5.91%

-1.28%

9.04%

39 McDonald's Corp

MCD

6.26%

11.90%

27.43%

40 Kellogg Company

-2.55%

-5.36%

6.50%

41 Pepco Holdings

POM

7.98%

1.66%

18.24%

42 Intel Corporation

INTC

8.57%

1.29%

9.19%

13.04%

43 Sprint Nextel

20.00% 16.13%

44 Morgan Stanley

20.51% -10.45%

-5.56%

45 Met Life

MET

14.43%

17.71%

19.83%

46 Nevada Energy

NVE

10.14%

7.28%

2.64%

14.75%

5.99%

21.09%

UPS

16.43%

14.47%

22.47%

47 Ryder 48 UPS

HISPANIC BUSINESS SEPTEMBER 2010

95.00

90.00

8/2/10 –

PCG

7/26/10 –

9 PG&E Corporation 10 Verizon Communications

100.00

7/19/10 –

60.11%

7/5/10 –

27.83%

7/12/10 –

20.75%

6/28/10 –

MAR

6/7/10 –

1.37%

8 Marriott International, Inc.

6/21/10 –

5.15%

-6.96%

6/14/10 –

-2.82%

8.93%

5/31/10 –

14.62%

5/24/10 –

JPM

7 AT&T Inc.

5/17/10 –

6 JPMorgan Chase

105.00

5/3/10 –

56.78%

5/1010 –

3.15%

29.18%

4/26/10 –

-5.20%

9.32%

4/5/10 –

5.85%

CMA

4/19/10 –

WMT

5 Comerica Inc.

4/12/10 –

4 Wal-Mart Stores, Inc.

110.0

3/29/10 –

-5.74%

3/8/10 –

-7.97%

3/22/10 –

2.70%

3/15/10 –

BAC

3/1/10 –

3 Bank of America

2/8/10 –

10.74%

2/22/10 –

5.35%

4.58%

2/1/10 –

-2.10%

13.60%

2/15/10 –

8.03%

WFC

1/25/10 –

EIX

2 Wells Fargo & Company

1/11/10 –

1 Southern California Edison

YTD

1/18/10 –

30 Symbol Days

1/04/10 –

Name

uly proved to be a good month for the HBDSI and the other indices we track. Te HBDSI, which had been down 7.77 percent through July 6th, made most of that ground up and was only down 1.06 percent through August 2nd. Other indices performed even better. Te Dow Jones Industrials, which was down 7.94 percent through July 6th, was actually back in the black and up 0.85 percent through August 2nd. Te S&P 500 and the NASDAQ didn’t quite make it to positive territory for the year, but were close at –0.63 percent and –0.57 percent, respectively. Only 20 of the 48 stocks on the index were down for the year, another sign of improved performance in July. Tirty-ﬁve of the stocks had been down through July 6th. Te positive growth was led by Qwest (up 32.86 percent), Comerica (29.18 percent) and Ford (28.02 percent). Tis marks the last month for the current list of companies on the HBDSI, as we debut the new list of companies that appear in this issue’s Diversity Elite in October. Te HBDSI is comprised of companies that appear on our Diversity Elite ranking of the best companies for Hispanics in the September 2009 issue. For more information on the list, please visit http://www.hispanicbusiness.com/ magazine/?issue=2009m09.

© 2010 Hispanic Business Inc. All rights reserved. None of this information may be copied or otherwise reproduced, repackaged, further transmitted, transferred, disseminated, redistributed or resold, or stored for use for any such purpose. All information contained herein is provided “as is” without warranty of any kind and Hispanic Business Inc., in particular, makes no representation or warranty, express or implied, as to the accuracy, timeliness, completeness, merchantability or ﬁtness for any particular purpose of any such information. Under no circumstances shall Hispanic Business Inc. have any liability to any person or entity for any loss or damage in whole or in part caused by, resulting from, or relating to, this information even if Hispanic Business Inc. is advised in advance of the possibility of such damages, resulting from the use of or inability to use, any such information.

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Our differences make the difference.

Our commitment to diversity at Toyota is an integral part of our success. At Toyota, we believe continued growth toward a more inclusive culture is necessary for business success. Our customers, business partners and employees should see themselves represented in our workforce, in our marketing campaigns, in our dealerships, in the communities we serve, and the organizations we support. toyota.com/diversity

DIVERSITY

INCLUSION

hispantelligence®report

Forecast Raised for Global Growth T

he International Monetary Fund (IMF) forecasts that the world economy is recovering from the global crisis; however, growth is uneven for several areas of the world. Although the United States is oﬀ to a better start than Europe and Japan, emerging Asian economies, together with Brazil and Mexico, are leading the recovery.

Real GDP growth (Annual percent change) Australia

2008

2009

2010

2011

2012

2013

2014

2015

2.4

1.3

3.0

3.5

3.3

3.2

Brazil

5.1

-0.2

5.5

4.1

Canada

0.4

-2.6

3.1

3.2

3.0

2.6

2.4

2.1

China, People's Republic of

9.6

8.7

10.0

9.9

9.8

9.7

9.6

9.5

France

0.3

-2.2

1.5

1.8

2.0

2.1

2.2

Germany

1.2

-5.0

1.2

1.7

2.0

1.8

1.6

1.2

India

7.3

5.7

8.8

8.4

8.0

8.1

Italy

-1.3

-5.0

0.8

1.2

1.5

1.4

1.3

Japan

-1.2

-5.2

1.9

2.0

1.8

1.7

Mexico

1.5

-6.5

4.2

4.5

5.2

4.9

4.4

4.0

Russian Federation

5.6

-7.9

4.0

3.3

3.7

4.1

4.4

5.0

United Kingdom

0.5

-4.9

1.3

2.5

2.9

2.8

2.7

2.5

United States

0.4

-2.4

3.1

2.6

2.4

2.5

2.4

World

3.0

-0.6

4.2

4.3

4.5

4.6

Public Debt as Percentage of GDP, Selected Countries 189%

115% 113%

18% 17%

Russia

China

38%

Mexico

United States

53% 53%

Spain

56%

World Average

60%

Brazil

68%

United Kingdom

Germany

Canada

France

Greece

Italy

78% 75% 72%

Australia

100%

Japan

The following table shows, for a selected number of countries, the cumulative total of all government borrowings denominated in a country’s home currency as a percentage of Gross Domestic Product (GDP) as listed by CIA’s World Factbook 2010. It is the cumulative total of all government borrowings less repayments that are denominated in a country’s home currency. The ﬁgures here are represented as a percentage of annual gross domestic product. Japanese public sector leads the pack with 189 percent of its GDP as a public debt followed, at a distance by Italy, Greece and France. The United States, with a public debt of 53 percent of its GDP is below World average of 56 percent.

Source:The World Factbook 2010. Washington, DC: Central Intelligence Agency, 2010.

© 2010 Hispanic Business Inc. All rights reserved. None of this information may be copied or otherwise reproduced, repackaged, further transmitted, transferred, disseminated, redistributed or resold, or stored for subsequent use for any such purpose. All information contained herein is provided “as is” without warranty of any kind and Hispanic Business Inc., in particular, makes no representation or warranty, express or implied, as to the accuracy, timeliness, completeness, merchantability or ﬁtness for any particular purpose of any such information. Under no circumstances shall Hispanic Business Inc. have any liability to any person or entity for any loss or damage in whole or in part caused by, resulting from, or relating to, this information even if Hispanic Business Inc. is advised in advance of the possibility of such damages, resulting from the use of or inability to use, any such information. 12

HISPANIC BUSINESS SEPTEMBER 2010

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Best coverage worldwide.

More phones that work in more countries, like Greece.

att.com/global

Best coverage claim based on global coverage of U.S. carriers. Activation of international service required. BlackBerry,® RIM,® Research In Motion,® SureType,® SurePress,™ and related trademarks, names, and logos are the property of Research In Motion Limited and are registered and/or used in the U.S. and countries around the world. ©2010 AT&T Intellectual Property. Service provided by AT&T Mobility. All rights reserved. AT&T and the AT&T logo are trademarks of AT&T Intellectual Property. All other marks contained herein are the property of their respective owners. Coverage not available in all areas.

Best Companies for Diversity

U. S. Economy

Gets a Lif from Diversity Best Companies

by FRANK NELSON, Contributing Writer

iversity and inclusion programs are proving to have a much broader effect than once thought. “Tere’s no doubt in my mind (spending with minority-owned businesses) has a positive net eﬀect on local economies,” says Joyce Ibardolasa, director of diversity and inclusion, PG&E. Te embrace of diversity by corporate America is achieving something rather unexpected just when our economy most needs it: creating jobs by pumping money into small- and medium-sized businesses.

Supporting grass-roots enterprises is happening through programs that extend the diversity principles to suppliers of goods and services, speciﬁcally to businesses owned by minorities, women and disabled veterans. Companies on the elite list of most diverse companies do not stop with diversity in their own ranks. They also work hard to ensure their suppliers and contractors are also inclusive, creating a trickle-down effect which is nourishing the whole economy. Teresa Torres, director of diversity and employee experience, says Verizon works closely with minority businesses — encouraging them to become second-tier suppliers — and with 14

HISPANIC BUSINESS SEPTEMBER 2010

Photos Thinkstock Corporation

Grass-Root Effort

the National Minority Supplier Development Council. San Francisco-based utility PG&E, which supplies gas and electricity to 15 million customers in central and northern California, spent around $928 million last year with minority-

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Two types of insurance families need most in one easy, affordable package. Term life and disability together. There are ifs in every family’s life Insuring those ifs, however, can be hard to ﬁgure out. So MetLife removed the guesswork. By bundling term life and disability, we’ve brought together the two types of insurance families need most in one easy, affordable package. It’s one more way we can help you create a personal safety net that’s ﬁlled with promises and bursting with guarantees. Call your MetLife representative today to see what’s inside this amazing new package. metlife.com or 1-888-MetLife

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owned businesses. Tat’s about 25 percent of total spending says Joyce Ibardolasa, director of diversity and inclusion. “Tere’s no doubt in my mind it has a positive net eﬀect in local economies,” she said. Te slice of the pie PG&E cuts for minority suppliers is bigger than the 21.5 percent target recommended by the California Public Utilities Commission, and that’s also the case with Southern California Edison.

Broad Range of Services

almost half the employees in around 850 stores are minorities. Ms. Fong says that reflects the very diverse communities where the retailer does business, a close working relationship that sparked “My Macy’s”, a strategy giving managers influence and input in customizing their stores for local consumers. “Tat has really given diversity a strong presence,” says Ms. Fong. Like other companies, Macy’s is heavily invested in employee resource groups, also known as affinity groups. “Employee resource groups provide a way to network and bond across functions and levels within the organization,” Ms. Fong said. Such groups typically support women, African Americans, Hispanics, Native Americans, those with roots in China, Vietnam, the Philippines and the Middle East, the disabled, plus gay, lesbian, bisexual and transgender employees.

From legal services to digging trenches, the Rosemead, California-based Southern California Edison utility spent almost $730 million last year with minority-owned businesses while downstream spending with minority sub-contractors was close to $178 million. For the 60 companies on this year’s elite list, treating people The Advent of GenNext equally and fairly — irrespective of ethnicity, gender, sexual SCE, with a dozen groups promoting cultural awareness and orientation, age, disabilities or any other “minority” status — is inclusion, has added a new one, GenNext, which reflects the second nature. seismic shifs taking place in demographics as newer generations “It’s part of our culture. It’s part of how we do things, day in, day replace retiring baby boomers. out,” says Ms. Brinkley, of AT&T. Te same philosophy holds sway Diversity and inclusion also involves an increasingly multiamong Verizon’s 208,000 employees. “Diversity is extremely important to us. We want to make sure we’re representative of the community we’re privileged to serve,” says Mrs. Torres. Ms. Ibardolasa says employee engagement and an inclusive work environment at PG&E helps foster innovation, the free flow of ideas, and the sparking of solutions. “Bottom line? We’re able to meet the needs of our customers faster and more effectively.” If a community sees that a company cares about them, the community will want to do business with that company, believes Salvador Mendoza, vice president of diversity and inclusion for Hyatt Hotels. – Corliss Fong, vice president of diversity strategies, Macy’s Mr. Mendoza says diversity is embedded throughout Hyatt’s U. S. operations, which include about 215 properties and roughly 40,000 staff, of whom 59 percent are minorities and about half are women. cultural approach to advertising and marketing. For example, He says the benefits of diversity touch all aspects of Hyatt’s SCE’s Web site is available in English, Spanish, Korean, Chinese business. “(But) we don’t see it as a minority development and Vietnamese, while call centers offer a choice of seven program,” he adds. “We see it as a leadership and management languages and have translation services available for another 150. program which makes sure it’s diverse and inclusive.” Another characteristic of companies making the Diversity Macy’s, the only retailer in the Diversity Elite Top 10, is Elite Top 10 is their engagement with community groups and something of a pioneer in this field: in 1866, company founder organizations, ofen with a philanthropic emphasis on supporting Rowland Macy appointed Margaret Getchell superintendent of educational initiatives and social issues. his store in New York. AT&T is in the forefront of those addressing a common concern – unacceptably high school drop-out rates, which can America’s First Woman Executive reach 50 percent among some minority groups. AT&T Aspire is Tat earned Getchell the title of “America’s first woman a $100 million program tackling this issue by helping students executive”, says Corliss Fong, vice president of diversity strategies prepare for college or employment. at the Cincinnati-based retailer. Today Macy’s employs around “Diversity is not something that sits on the shelf,” says AT&T’s 150,000 people, of whom over 75 percent are women. Ms. Brinkley. “It’s something we live and breath every day.” Te Company president and CEO Terry Lundgren is chairman 59 other companies in the Diversity Elite would certainly agree of the National Minority Supplier Development Council, and with that.

My Macy’s, is a strategy giving managers inﬂuence and input in customizing their stores for local consumers. “That has really given diversity a strong presence”

HISPANIC BUSINESS SEPTEMBER 2010

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Best Companies for Diversity

McDonald’s

Caps List of Best Companies

This year’s HispanicBusiness Diversity Elite highlights the best businesses when it comes to diversity and inclusion, with McDonald’s topping leadership list. by FRANK NELSON, Contributing Writer

“T

he diversity that we have represents the growth of our business ... we’re very proud of that,” says Pat Harris, vice president and global chief diversity oﬃcer at McDonald’s. Under the Golden Arches, everyone is equal, everyone is welcome and everyone is valued for who they are and what they have to contribute. Tat’s the message from Ms. Harris. She talks proudly about the many programs, practices and policies embedded in the Oak Brook, IL.-based corporation that have taken McDonald’s to the top of the 2010 HispanicBusiness Diversity Best Companies.

Jose Armario, the Group President of McDonald’s Canada and Latin America, at the World Wide Convention in Florida in April of 2010.

A Place at the Table “It’s important to make sure everyone is at the table,” says Ms. Harris, using an especially appropriate metaphor in the case of the international fast food giant. From the pinnacle of the company – board chairman Andy McKenna and CEO Jim Skinner – across multiple geographic regions, such as the Canadian and Latin 18

HISPANIC BUSINESS SEPTEMBER 2010

Gloria Santona, the chief legal ofﬁcer of McDonald’s Corporation.

American regions headed by Jose Armario, she says diversity is part of the fabric at McDonald’s. “Diversity is everybody’s business.” Ms. Harris has been with the company for 34 years, the ﬁrst decade in human resources before switching to what was then known as aﬃrmative action and has now morphed into diversity and inclusion. www.hispanicbusiness.com

“It’s evolved over the years,” she says. “Previously there was a lot of counting heads. Now we’re making heads count. Te diversity that we have represents the growth of our business. We’re very proud of that.” And they have good reason for pride, because diversity is embedded in every aspect of the MacDonald’s enterprise. Gustavo Vian˜o, director of outreach diversity and brand management, likens the company’s diversity programs to a three-legged stool. All legs must be in place to create a solid platform.

“It’s important to make sure everyone is at the table”

A Three-Legged Stool Te three legs of the stool comprise diversity in company employees, diversity in franchisees and diversity in suppliers. “Diversity is no accident at MacDonalds,” says Mr. Vianõ. “We are committed to diversity in everything we do, with one group acting as role models for the others.” Photo McDonalds Corporation David Czuba Employee diversity is supported by the company’s Pat Harris, McDonald’s VP of Diversity Initiatives at a meet and greet “English Under the Arches” program, which helps with the RMHC/HACER National Scholarship recipients improve the English language skills of employees who have different native tongues. Tat is supplemented by a “Spanish Under the Arches” businesses owned by minorities or women, including major program that teaches employees Spanish skills so they can partners like Lopez Foods, in Oklahoma City. better meet the needs of some Hispanic communities. Te But just how did McDonald’s beat out 59 other major programs are available online, so that all employees can companies — all dedicated diversity practitioners — to top access them, and they are available in both Spanish and this year’s Diversity Elite? Dig a little deeper into the fabric English. of the fast food empire and the answers start to emerge. A Hispanic Business Development team was formed Success has come by following the sorts of practices six years ago to examine Latino culture and to make sure recommended by Jonamay Lambert, senior vice president, restaurants are equipped to best serve the needs of Hispanic marketing, with Te Kaleidoscope Group, a Chicago-based customers. diversity management and consulting firm. “Tey found that Hispanic customers like to take their Ms. Lambert, a diversity and inclusion specialist for more entire family to the restaurant,” says Mr. Vianõ. Te than 20 years, says training, education and recruitment company responded to the data by are key areas ... but also areas where installing larger areas where a larger companies need to do more. Doing more family can sit and comfortable eat— has become a mantra at McDonald’s. clever outlet marketing that aims to help the chains grow. A Leadership Focus And how McDonald’s has grown Employee diversity and inclusion is since Ray Kroc opened the first supported through dozens of initiatives restaurant in Des Plaines, Il., close to that emphasize leadership. Examples Chicago’s O’Hare International Airport, include Leadership at MacDonald’s in 1955. A decade later there were 700 Program (LAMP), as well as Hispanic restaurants across the U. S. and today Career Development and education that number has soared past 14,000. programs. All celebrate cultural Every day the company serves 60 differences, and, Ms. Harris says, “allow million customers at more than 30,000 people to contribute their best.” eateries in 118 countries. Te global Among McDonald’s many successful workforce is 1.6 million; around role models who are achieving their full 650,000 work in the U. S., of whom, potential are leaders like Gloria Santona, says Ms. Harris, more than 40 percent executive vice president and chief are minorities and over 60 per cent are legal counsel, and Jose Armario, group Gustavo Vianõ, the Director of Outreach women. president for Canada and Latin America. Diversity and Brand Management, for More than 55 per cent of McDonald’s MacDonald’s Corporation. Ms. Lambert also says the traditional, spending on goods and services goes to one-time learning event is no longer » www.hispanicbusiness.com

SEPTEMBER 2010

HISPANIC BUSINESS 19

enough. Instead, companies need to follow through with additional learning tools and opportunities such as Webinars and e-learning. She says companies ofen do not put enough thought and planning into what they are doing. “Tey need to ask: ‘Why are we doing this?’ ‘What do we want to get out of this?’ Tey have to begin with an end in mind,” she says. Tat is exactly the process employed at McDonald’s, which relies heavily on more than 120 employee networks supporting Hispanics, African Americans, women, Asian Americans, the disabled, gay, lesbian, bisexual and transgender groups and others. Teir eﬀorts are enhanced through additional learning opportunities such as meetings to share best practices,

these measures has seen them expand to other minorities, such as Asians. Associations of franchisees — Hispanic, black, women and others — also carry the torch of diversity with the McDonald’s Hispanic Owner-Operators Association funding scholarships to help more high school students go to college. Ms. Alfaro says the franchisees’ program, HACER, run in association with Ronald McDonald House Charities, has provided 14,000 scholarships, worth more than $20 million, since 1985. She says McDonald’s champions the educational goals of Hispanic students and encourages a “college-going mindset” to counter the present high drop-out rates.In addition, the company works to boost parental involvement in children’s education, by partnering with the Arizona Department of Education’s Even Start Family Literacy program, and through other programs. Elsewhere in the community, the company also earns kudos for working with organizations like LULAC, the League of United Latin American Citizens, and the National Council of La Raza, to build new relationships and strengthen existing networks.

Social Media

Photo courtesy of McDonald’s Corporation, Tom Rostowski

The 2008, 2009, and 2010 RMHC/HACER National Scholarship recipients. The scholarship recipients visited the McDonald’s campus in Oak Brook, IL last week where they participated in a series of activities including a McDonald’s test kitchen visit and a Ronald McDonald House service activity.

conferences, and visits by outside speakers. Cristina Alfaro, manager of McDonald’s U. S. external communications, says Hispanic Business Vision, a franchise-driven initiative, aims to ensure McDonald’s appeals to Hispanic customers in the right ways. For example, committees have looked at how to make Hispanics more comfortable in restaurants: bilingual signage is posted in some 7,000 eateries. Te success of 20

HISPANIC BUSINESS SEPTEMBER 2010

McDonald’s has embraced new media in its efforts to reach out to different segments of the community, especially tech-savvy young Hispanics. Trough Facebook and Twitter the company keeps in close touch with staff and customers while Ms. Alfaro says the Web site “me encanta” targets 18 to 49-year-olds “with a high emphasis towards young

adults.” In addition, McFamilia, a quarterly newsletter distributed to all restaurants, owner/operators and company staff, celebrates the Hispanic contribution to McDonald’s and talks about Hispanic community initiatives. Even the recent recession and an ongoing sof retail market have failed to deflect McDonald’s diversity efforts. On the contrary, Ms.Harris says throughout all the ups and downs over the past 34 years, the company has “never pulled back from our diversity activities and strategies.” Tat measure of dedication and ongoing focus is paying dividends at McDonald’s in many ways, including its outstanding success at the head of this year’s “Best Companies Diversity Elite.” www.hispanicbusiness.com

Best Companies for Diversity

Te Power of AT&T Diversity Global telecommunications powerhouse’s programs are part of its growth strategy and integrated diverse operating environments. by ANNA C. DAVISON, Contributing Writer

elecommunications giant AT&T Inc. has long recognized the power of diversity in driving innovation, satisfying its customers and boosting its bottom line. Te 133-year-old company’s commitment and deployment of its diversity programs has earned it second place among the HispanicBusiness 2010 Diversity Elite. A diverse workforce and inclusive culture are essential to the company, according to Chairman and CEO Randall Stephenson, who says, “Tey allow us to attract and retain the best and the brightest.” Dallas-based AT&T’s 280,000-strong workforce is 41 percent female and 38 percent people of color. Various Employee Resource Groups provide support for minorities within the company, who can also get a boost from initiatives like the Leadership Development Program for newly hired, collegeeducated employees from diverse backgrounds. Te company’s focus on diversity is reflected in its leadership. Two of the company’s top executives CIO Taddeus Arroyo and Senior Vice President: Network Operations Yno Gonzalez were recently named among the “Most Important Hispanics in Technology,” by Hispanic Engineer & Information Technology, in recognition of “their leadership in the boardroom and out in their communities.” AT&T’s President and CEO of Mobility and Consumer Markets is Cuban-born Ralph de la Vega, who was previously president of BellSouth Latin America. He is a member of the Hispanic Scholarship Fund’s Alumni Hall of Fame and heads the National Hispanic Initiatives Committee for the Boy Scouts of America. Like its telecommunications rival Verizon, AT&T is part of the Billion Dollar Round Table, a corporate group whose members spend at least $1 billion annually with minority and womenowned suppliers. Since launching the first of its Global Supplier Diversity Programs in 1968, AT&T has spent more than $50 billion with minority enterprises. Last year it spent almost $7 billion 14 percent of the company’s total procurement. Chief diversity officer Cindy Brinkley says AT&T wants to raise that figure to 21.5 percent, with 15 percent going to minority-owned enterprises. Beyond expanding contracting opportunities for diverse businesses, AT&T says it’s spent more than $1 million over the last few years on mentoring and other training and development programs aimed at helping minority business entrepreneurs become more successful and competitive. To strengthen AT&T’s own position in the U.S. market, the company strives to make meaningful and productive 22

HISPANIC BUSINESS SEPTEMBER 2010

Randall L. Stephenson, AT&T’s CEO, at the World Economic Forum in 2008

connections with the diverse communities it serves. Phone support is available in 160 languages, and AT&T advertises in languages other than English in some markets. More than 700 AT&T stores in high-density Hispanic markets such as California, Texas and New York offer service in Spanish. Te company has a Spanish-language website and its AT&T World site offers service in a number of other languages. Te “Top 60 Diversity Elite Scorecard” on p. 26, clearly breaks down into discrete categories the many diversity performance areas in which the company excels. AT&T says it aims for diversity and inclusion in its marketing communications efforts and outreach programs, which strive to reflect their audience and to feature positive portrayals of minorities. With an eye to nurturing the next generation of innovators and entrepreneurs, AT&T launched a $100-million philanthropic program, AT&T Aspire, in 2008. Te initiative aims to help students stay in high school and better prepare themselves to enter the workforce or attend college. Hispanic, African American and Native American students make up a disproportionate number of high school dropouts, the company notes. “Investing in a well-educated workforce,” AT&T Chairman and CEO Randall Stephenson said in announcing the Aspire program, “may be the single most important thing we can do to help America remain the leader in a digital, global economy.” www.hispanicbusiness.com

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Best Companies for Diversity

Verizon’s Plan Scores

Serious company investment, proactive diversity programs and continuous follow-through make Verizon’s diversity vision come alive. by ANNA C. DAVISON, Contributing Writer

keen focus on the needs and culture of its diverse customers and eﬀorts to encourage diversity and inclusion within its workforce and beyond, have secured Verizon third place in the HispanicBusiness 2010 Diversity Elite rankings. “We’re committed to diversity and believe in expanding the circle of economic opportunity and empowerment to as many people and as many communities as possible,” Verizon CEO Ivan Seidenberg told the Greenlining Institute’s Economic Summit in Los Angeles earlier this year. To cater to its diverse customer base two-thirds of the country’s Hispanic population is concentrated in four of Verizon’s largest markets: New York, Florida, Texas and California, for instance the company oﬀers customer support

“We’re committed to diversity and believe in expanding the circle of economic opportunity and empowerment to as many people and as many communities as possible” – Ivan Seidenberg, CEO Verizon in six languages. It has multicultural sales and solution centers around the country, and employs multilingual employees in many of its stores. Hundreds of thousands of Verizon customers in California and New York receive their bills in Spanish. Verizon, headquartered in New York, has an in-house multicultural marketing team and works with agencies that specialize in targeting Hispanics and other minorities. It maintains visibility in minority communities by supporting events like the Latin Grammys. Te company aims to have its workforce reflect the diversity of its customers, and to that end, 36 percent of the company’s employees, and 39 percent of its management team, are minorities, according to 2009 figures. Ten percent of its workforce is Hispanic. To support minority employees, Verizon offers mentoring and development programs such as the Hispanic Professional Development Workshop and the Black Managers Workshop, as 24

HISPANIC BUSINESS SEPTEMBER 2010

well as various employee resource groups catering to minorities on its workforce. In order to foster diversity and inclusion beyond its corporate boundaries, Verizon has for several decades promoted diversity among its suppliers, establishing its formal Supplier Diversity Program in 1984. “Tese relationships,” says Verizon CEO Ivan Seidenberg, “contribute to customer loyalty, stimulate economic development and tap into the innovation and entrepreneurship we need to win in a competitive marketplace.” Like AT&T, its rival in telecommunications, and in the upper ranks of the Diversity Elite, Verizon is a member of the Billion Dollar Roundtable, comprising corporations that spend more than a billion dollars annually with diverse suppliers. Verizon spent $3.7 billion with minorityowned businesses in 2009 (its procurements totaled $30 billion), and the company plans to raise that figure by 4 percent. To help minority businesses, Verizon forms alliances with groups like the United States Hispanic Chamber of Commerce (USHCC) and the National Minority Supplier Development Council (NMSDC), and it encourages its suppliers to pass on the favor by increasing their use of minority subcontractors. Verizon also engages minority-owned investment firms through its Diversity Managers program. About $1.3 billion of Verizon’s assets are managed by investment firms owned by minorities or women. A sizeable chunk of Verizon’s philanthropic efforts are also directed toward minority communities: $12.8 million of the nearly $70 million handed out by the Verizon Foundation in 2009, including a total of nearly $500,000 in scholarships to 135 Hispanic students. See the metrics on our Best Companies Elite Scorecard (p. 26) for review of the critical numbers describing Verizon’s strategic investments in diversity corporate policy. www.hispanicbusiness.com

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Diversity Elite Scorecard BEST COMPANIES Rank

Company

1 = Ranked in top 15 companies (of the total listed) in category 2 = Appeared in upper half of the rankings (no.16 - 30) in category 3 = Appeared in lower half of the rankings (No. 31 - 45) in category 4 = Ranked in bottom 15 companies (of the total listed) in category

Board, Leadership & Personnel

Diversity Recruitment

Diversity Retention & Promotion

Marketing & Community Outreach

Supplier Diversity

McDonald's Corporation

AT&T Inc.

Verizon Communications

Southern California Edison

Bank of America

PG&E Corporation

JPMorgan Chase & Co.

Hyatt Hotels Corporation

Macy's Inc.

Marriott International, Inc.

Sodexo

Union Bank of California

Consolidated Edison Co. of New York

Comerica Inc.

Toyota Motor North America Inc.

Darden Restaurants, Inc.

Sempra Energy

General Mills

CSX Corporation

Freddie Mac

NextEra Energy Inc. (formerly FPL Group Inc.)

Ernst & Young, LLP

Health Net, Inc.

Pitney Bowes Inc.

Prudential Financial

The Coca-Cola Company

American Express Company

American Airlines

MGM Mirage

PNM Resources

Wells Fargo & Company

Citigroup

S.C. Johnson & Son, Inc.

Abbott

WellPoint Inc.

Exelon Corporation

Qwest Communications

Comcast

HISPANIC BUSINESS SEPTEMBER 2010

www.hispanicbusiness.com

SEEKING SUPPLIERS TO INCREASE , PROVIDE PRODUCTS AND SERVICES, AND ON SOLUTIONS. (adjective)

(noun)

(adjective)

(verb)

Weâ&#x20AC;&#x2122;re looking for more than diversity from diverse suppliers. We call on diverse suppliers to help us deliver distinctive, innovative solutions in food, agriculture and risk management around the world and around the clock. At Cargill, we recognize that we are a stronger company when we tap the power of diversity, which includes developing a supply base that reflects the communities in which our employees and customers live and work. If your company has something exceptional to offer and you qualify as a diverse supplier, there may be a place in our supply chain you are best positioned to fill. To learn more, visit www.cargillsupplierdiversity.com

www.cargill.com ÂŠ2010 Cargill, Incorporated

.OURISHING )DEAS .OURISHING 0EOPLE

Diversity Elite Scorecard BEST COMPANIES Rank

Company

Board, Leadership & Personnel

Diversity Recruitment

Diversity Retention & Promotion

Marketing & Community Outreach

Supplier Diversity

Sprint

Chrysler LLC

Kellogg Company

Xerox Corporation

KPMG

Pepco Holdings, Inc.

U.S. Bank

Allstate Insurance Co

United States Postal Service

American Electric Power (AEP)

New York Life Insurance Company

UPS

State Farm Insurance

MetLife

Accenture

Southwest Airlines

Morgan Stanley

FedEx Express

US Airways Inc.

NV Energy

Ford Motor Company

Hispanic Business Diversity Elite 2010: Best Companies, Best Practices

The Project: Methodology

Issues addressed by the survey include:

he factors for determining the Diversity Elite 2010 involve more than 32 variables that measure a company’s commitment to Hispanic hiring, promotion, marketing, philanthropy, and supplier diversity. To compile the list, HispanicBusiness Magazine contacted the top Fortune 1000 companies, American subsidiaries of Global 500 companies, and large U.S. public and private companies. The ﬁnal directory lists the top 60 companies, based on a weighted processing of company data conducted by HispanTelligence®, the research arm of Hispanic Business Inc.

Board & Leadership: Hispanic and other minority representation on the board of directors and at the executive level.

In accordance with survey methodology and privacy requirements, HispanicBusiness Magazine does not publish information from a speciﬁc company that is not publicly available. Tables and charts depicting the cumulative data from all Top 60 Companies appear in the directory and accompanying article. 28

HISPANIC BUSINESS SEPTEMBER 2010

Recruitment: Efforts to hire from minority groups, including Hispanics, and outreach efforts at colleges and universities. Retention & Promotion: Efforts to support, retain, and promote Hispanic and other minority employees through incentives, employee support groups, executive training, and diversity awareness and sensitivity training. Marketing & Community Outreach: Marketing and advertising to reach Hispanic consumers, as well as involvement in and expenditures on philanthropic or community services that beneﬁt minority groups. Supplier Diversity: Support or sponsorship of supplier-development programs, executives involved with supplier diversity, incentives tied to supplier diversity, and procurement goals.

www.hispanicbusiness.com

In our complex business, harnessing different perspectives and experiences is necessary to be successful. So we're particularly proud that Hispanic Business has honored Morgan Stanley as a top employer in the Hispanic community by recognizing us among the Diversity Elite for 2010. By embracing differences, we empower our people and bring innovative solutions to our clients. That's why diversity at Morgan Stanley

ÂŠ 2010 Morgan Stanley

is not an obligation, it's an opportunity.

morganstanley.com/diversity

Top Ten

BEST COMPANIES

No. 1

McDonald’s

cDonald’s diversity is the result of four key factors: management support and accountability, training and education, employee business networks and a culture of inclusion and diversity. The company’s global Inclusion and Intercultural management team works to create an inclusive environment. These efforts are supported by CEO Jim Skinner and the leadership team, which understands the importance of

Ray Kroc’s famous quote “None of us is as good as all of us”. More than 50 percent of McDonald’s U.S. and corporate leadership teams are women and people of color and more than 70 percent of its

(Left) Jim Skinner, CEO (Right) Patricia (Pat) Harris, Global Chief Diversity Ofﬁcer

No. 2

AT&T

T&T’s mission is to connect people with their world, anywhere they live and work, and do it better than anyone else. They say they fulﬁll this vision by promoting core values that drive our actions, decisions and operations. One of those core values is a commitment to diversity, which is central to all areas of their business. Their commitment to diversity

More information about AT&T: General: www.att.com Diversity & Inclusion: www.att.com/ diversity Careers: www.att.jobs

workforce are women and minorities. Additionally, more than 40 percent of its U.S. franchisees are women and minorities and 55 percent of its supplier spending is with minority and women owned suppliers. Diversity education is crucial to empowering employees, staff, franchisees and suppliers to creating diverse workforces. The company’s Intercultural Learning practice is designed to encourage diversity and create a more inclusive environment through the Black Career Development courses and Intercultural Learning Lab. Additionally, employee business networks give the company the resources to educate, support and retain diverse talent. McDonald’s commitment to diverse communities is considered a best practice in the industry.

HISPANIC BUSINESS SEPTEMBER 2010

(Left) Randall Stephenson, Chairman and CEO (Right) Cindy Brinkley, SVP-Talent Development and CDO

strengthens their company and gives them an edge in the marketplace. AT&T hires the most talented individuals from all backgrounds and provides them with development programs. In 2008, the company created AT&T University — a leadership program that helps accelerate growth and develop leadership capability at all levels. Through the program, more than 100,000 managers have been exposed to a blend of learning opportunities

and a diverse curriculum. For more than 40 years, AT&T has been a leader in the inclusion of diverse suppliers in the corporate supply chain. These suppliers deliver value-added business solutions that help meet their customers’ needs and improve our market position. In addition, the company is investing in children. They launched AT&T Aspire, a $100 million philanthropic program to help stem the high school dropout crisis. This program is AT&T’s most signiﬁcant education initiative to date and one of the largest corporate commitments ever to address high school success and workforce readiness.

www.hispanicbusiness.com

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Top Ten

BEST COMPANIES

No. 3

Verizon

t Verizon, diversity is an integral part of business, driving everything from their work force development and supplier relationships to marketing and philanthropy. They view diversity as an advantage, helping ensure they hire their fair share of available talent, as well as developing a work force representative of their customers. Executives are accountable for

promoting diversity within their organizations. They are rewarded for successes through a performance incentive linked to their short-term compensation. Here are a few examples of Verizon’s

No. 4

(Left) Ivan Seidenberg, President and CEO (Right) Magda Yrizarry, Chief Diversity Ofﬁcer

diversity initiatives • Philanthropy: In the past three years, Verizon has given more than $102 million to nonproﬁt organizations supporting diverse communities. This support ranges from a college scholarship program to partnerships with organizations such as the Los Angeles Domestic Violence Collaborative, which raises awareness about domestic violence.

Southern California Edison

t Southern California Edison (SCE), diversity deﬁnes who the bank is and how they approach their work. In fact, “we value diversity” is one of SCE’s operating priorities. The company says diversity is more than a moral imperative or business necessity. It is a valued advantage for all those who count on them to perform: their customers, shareholders, employees and communities.

Additionally, SCE’s commitment to diversity is embedded in its ﬁve values: Integrity, Excellence, Respect, Continuous Improvement and Teamwork. It’s also a priority on par with meeting customer needs, protecting the environment and safety. The company claims its success in creating a diverse workplace directly impacts its ability to retain top talent. SCE is proud of its strong record of minority hiring. In 2009, 57 percent of new hires were from diverse ethnic groups and 36 percent were female. SCE has 12 “Afﬁnity Groups” that offer networking opportunities and cultural awareness, as well as education and outreach programs (Left) Alan Fohrer, Chairman & CEO (Right) Patricia Miller, VP of Human Resources

• Recruitment efforts: Verizon partners with many organizations to support its recruiting efforts, including NSBE, NSHMBA, SHPE, and HESTEC. One example is the Latino Recruiting Schools initiative, in which it meets with students and encourages them to join Student Talent Networks. • Supplier Diversity: In 2009, Verizon spent more than $3.7 billion with diverse suppliers for telecommunications products and professional services. The company says these initiatives make it work harder and also move the needle in the area of diversity.

HISPANIC BUSINESS SEPTEMBER 2010

in its communities. Through these programs, employees achieve personal and professional growth. SCE serves perhaps the most diverse community in the nation, and works with suppliers and partners who reﬂect that diversity. Its Supplier Diversity program seeks to increase

opportunities for diverse business enterprises both directly and indirectly. In 2009, 23.6 percent of SCE’s total expenditures, nearly $730 million, went to minority-owned businesses. The company believes ﬁrms that prioritize diversity best serve their communities. Embracing new ways of thinking means they keep learning, do better jobs and serve their customers.

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On a smarter planet, answers are hidden in the data. Here’s a bold prediction: The biggest leaps forward in the next several decades—in business, science and society at large—will come from insights gleaned through perpetual, real-time analysis of data.

context can be analyzed in real time. Spanish oil and gas company Repsol uses predictive analytics to parse huge volumes of seismic data, boosting the success rate of its exploratory efforts.

The new science of analytics must be core to every leader’s thinking. Because while data is growing exponentially today in volume and complexity, time is not.

Lastly, smarter data, delivered in real time via new computational models like stream computing, lets us make fact-based projections in a world where risk and opportunity are constantly in ﬂux. So doctors in a Canadian hospital treating high-risk newborns can identify patterns within an array of physiological data to help detect lifethreatening infections up to 24 hours sooner.

There are three keys to moving from “big data” to smarter data: organize your information, in all its diversity; understand its context; and manage its continual evolution, in real time. Through smarter data, we can make sense of information in all its forms—structured and unstructured, text and multimedia. That’s how Netherlands Railways is able to weigh 56,000 variables (including the railroad’s rolling stock, weather patterns, passenger demand) to assemble and schedule more than 5,000 passenger trains per day, improving operating efficiency by 6% and saving an estimated 20 million euros annually. Through smarter data, we can also see how one piece of information relates to the things around it. Nearly useless by itself, a data point can now be put in context, and that IBM, the IBM logo, ibm.com, Smarter Planet and the planet icon are trademarks of International Business Machines Corp., registered in many jurisdictions worldwide. Other product and service names might be trademarks of IBM or other companies. A current list of IBM trademarks is available on the Web at www.ibm.com/legal/copytrade.shtml. © International Business Machines Corporation 2010.

As thousands of forward-thinking leaders today are discovering, their data’s hidden meanings don’t just make their companies smarter. They also increase the growth, transparency, sustainability and knowledge of entire industries, and of our whole planet. Which is turning a bold prediction into a promising reality. Let’s build a smarter planet. Join us and see what others are doing at ibm.com/smarterplanet

Top Ten

BEST COMPANIES

No. 5

Bank of America

ank of America has more than 280,000 associates across the globe and serves customers and clients in more than 40 countries. To meet its diverse client and customer needs, the bank’s workforce must reﬂect where it does business. President and CEO Brian Moynihan is the Chairman of its Global Diversity & Inclusion Council, comprising senior leaders from across the bank. Its associate afﬁnity groups are a

No. 6

vital part of the company’s diversity efforts. The bank’s Hispanic/Latino Organization for Leadership and Advancement (HOLA) helps attract, engage, develop and retain Hispanic associates. It also provides mentoring and networking with senior managers in the bank. The bank’s diversity efforts are also prevalent in local communities. With $200 million in annual giving, Bank of America is first among financial service firms. It recently embarked on a ten-year, $2 billion philanthropic giving goal. By focusing its giving on the economic and social health

of communities, Bank of America provides meaningful philanthropy to address community issues. The bank also has a portfolio of loans and investments serving underserved communities through a ten-year, $1.5 trillion lending and investing goal. Bank of America continues to be recognized for its supplier diversity. In June, it announced it would increase spending on small, medium-sized and diverse businesses, pledging to purchase $10 billion in products and services over ﬁve years. Associates across the bank’s global (Left) Brian Moynihan, President and enterprise reﬂect its commitment CEO diversity at all levels in every (Right) Geri Thomas, Global Diversity community where its associates and customers work and live. and Inclusion Executive

PG&E Corporation

aciﬁc Gas and Electric Company (PG&E) is one of the largest combined natural gas and electric utilities in the U.S. Based in San Francisco, with 20,000 employees, the company delivers some of the nation’s cleanest energy to 15 million people in California. A large part of the company’s success stems from tapping the potential of its diverse employee population.

Diversity is integral to PG&E’s core values and its strategy. PG&E strives to build and develop a workforce that reﬂects the wide array of customers it serves. A diversity and inclusion steering

HISPANIC BUSINESS SEPTEMBER 2010

(Left) Christopher P. Johns, President (Right) William H. Harper III, VP and Chief Diversity Ofﬁcer

committee, comprising company diversity leaders, provides regular feedback to the Diversity and Inclusion Department to help ensure the company’s needs are met. The company also created workforce and supplier diversity champion networks, which help foster inclusiveness by increasing outreach, diversity and inclusion awareness. For more than 20 years, PG&E’s Employee Resource Groups (ERGs) have played a vital role in the

company’s success by mentoring new employees and providing workshops, social networking events, community support and scholarships. For the past 15 years, PG&E has held a diversity celebration at its headquarters, where it announces the President’s Diversity Champion Award, acknowledging individuals with a real passion for and commitment to diversity and inclusion. Since 1981, PG&E’s supplier diversity program has provided thousands of diverse businesses with opportunities to supply it with products and services. In 2009, its expenditures with diverse suppliers was the largest of all California utilities.

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Top Ten

BEST COMPANIES

No. 7

JPMorgan Chase & Co.

PMorgan Chase views diversity as beyond an initiative; it’s how they do business. Their mission is to be the best financial services firm in the world, and they are committed to creating an open, entrepreneurial and dynamic workplace where employees are empowered to contribute. The company’s Diversity Strategy supports that mission. By applying a disciplined, consistent, laser focus on its workforce and workplace, they recruit, retain, develop and promote the best talent. More specifically,

their Diversity strategy focuses on: 1. Holding managers responsible for workplace inclusion and respect. 2. Casting a wide net in attracting

No. 8

(Right) Patricia David, Managing Director, Global Head of Diversity

talent, and increasing internal career mobility. 3. Embracing differences in the backgrounds, cultures, work styles and lifestyles of its people. 4. Engaging a diverse workforce to help clients, customers and suppliers achieve their business goals by recruiting talent that mirrors the communities they serve. Since words without action are meaningless, the company puts these

principles to work through: • Employee Networking Groups. People with similar interests share ideas and grow professionally. • Diversity programming. Events bring people together for learning and networking. • Supplier Diversity. They spend some $1 billion annually on diverse suppliers. • Internship programs. The pipeline for talent starts there. • Diversity communications. Diversity is woven into virtually every message to reinforce their corporate values and diversity strategy.

Hyatt Hotels Corporation

yatt recognizes that embracing and achieving true diversity is an ongoing process, with exceptional opportunities for business and personal growth. The company’s commitment to diversity is best demonstrated by its focus on company-wide diversity initiatives. Hyatt provides equal access to employment and promotional

opportunities to today’s diverse labor force. Additionally, Hyatt establishes, supports, and maintains sound relationships with minority community business leaders. Finally, Hyatt

(Left) James Dimon, Chairman & CEO

HISPANIC BUSINESS SEPTEMBER 2010

(Left) Mark S. Hoplamazian, CEO (Right) Salvador Mendoza, VP of Diversity & Inclusion pursues and participates in global, national and local community outreach efforts and initiatives. Collectively, Hyatt’s 40,000 North America employees are approximately 59 percent ethnic minority and 50 percent female. The management breakdown of Hyatt Hotels & Resorts is 37 percent female and 37 percent minority based. The company views diversity as an opportunity. Linking diversity to the challenges it faces helps it: • Compete more effectively • Increase customer satisfaction in its increasingly diverse clientele • Recruit a more diverse workforce • Respond to business changes

• Take full advantage of its diversity business linkages As Hyatt looks around its hotels, it sees the trend toward greater diversity, both in its associates and its guests. Different languages, different customs and different cultures demand a different business. Companies that view diversity as an opportunity for expanding their market share and their employee base are well ahead of those who view diversity with tension or fear.

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Top Ten

BEST COMPANIES

No. 9

Macy’s Inc.

acy’s markets are among the most diverse, therefore it believes it is imperative to connect with its customers in each market, through associates who reﬂect and understand its customers, as well as through distinctive merchandise assortments, marketing efforts and community partnerships. This holistic approach integrates diversity within all areas of its business, from its “My Macy’s”

No. 10

Hispanic Americans, and honors and celebrates Hispanic culture, traditions, family and lifestyles. The company’s community partnerships, marketing and events help to create a connection and positive buzz about Macy’s in the Latino community, and raises awareness of the company as a community partner. Macy’s commitment to a diverse and inclusive workforce helps it attract and retain the best talent. The company’s workforce initiatives include employee resource groups, (Left) Terry J. Lundgren, CEO such as Estrella, which recently provided support and volunteers for (Right) William L. Hawthorne III. SVP Diversity Strategies and Legal Affairs New York’s Puerto Rican Day Parade.

Marriott International, Inc.

Whether it’s in the U.S. or elsewhere, Marriott’s guests and hotel owners are increasingly diverse and representative of the world’s communities. The company knows that attracting a talented workforce from varying backgrounds, cultures, age and thought keeps it innovative in a highly competitive industry. Nearly 40 percent of Marriott’s growth near-term will be outside of the U.S. Earlier this year, it opened

its ﬁrst hotel in Guyana and the ﬁrst JW Marriott in Bogota. In the next 10 years, it plans to open 36 hotels in

strategy, to community partnerships and marketing, and in its recruitment and workforce initiatives. Macy’s commitment from its leadership is further demonstrated by the creation of the Macy’s Executive Diversity Council, chaired by Terry Lundgren, Macy’s CEO, who says “Diversity is an integral part of our strategy.” The company’s holistic diversity strategy includes strengthening its community partnerships with Latino organizations, including LULAC, HACR, USHCC, NSHMBA, and HSF. Macy’s national Hispanic Heritage marketing campaign, in its third year, recognizes the contributions of

HISPANIC BUSINESS SEPTEMBER 2010

(Left) J.W. Marriott Jr., Chairman and CEO (Right) Jimmie Paschall, Global Diversity Ofﬁcer

Mexico, tripling its presence there. As Marriott grows, it is preparing its 300,000 associates with language development programs. Through a partnership with Rosetta Stone, they can learn up to 30 languages. The culture and success of Marriott is rooted in opportunity. The Marriott family grew the business from a nine-seat root beer stand, but they didn’t do it alone. It was through the contributions employees that Marriott has become a leader. And

as it grows, its mission is to provide growth opportunities for associates by promoting from within. More than 3,000 managers began their careers as hourly associates. Marriott also has its eye on future talent. The company partners with hospitality schools to provide financial assistance to students interested in the hospitality field. In 2007, The J. Willard and Alice S. Marriott Foundation partnered with UNCF and the Hispanic College Fund to offer scholarships up to $9,000 annually over four years. The company’s first graduating senior, Brayan Melo, joins Marriott as a management trainee this month.

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Journey to Inclusion

For the Travelers Companies, inclusion is a three-stage, ongoing process that aims to weave diversity into the fabric of the corporation. by GARY D. FACKLER, Staff Writer

or the Travelers Companies, Hartford, Ct., the imperative of diversity is more of a journey than a destination. So says Joelle Hayes, the company’s Second Vice President in charge of the Diversity Program. Ms. Hayes says the company is in the second leg of a threephase corporate journey that aims to make diversity a “part of the fabric of the company,” so that it becomes indistinguishable from the other parts of Travelers, a large insurance conglomerate with offices across the U.S. She describes the first phase as the launch of an awareness campaign aimed at defining diversity for the 30,000 employees that comprise the Travelers workforce, with offices in the U.S., the UK and Ireland. “In the first phase we defined diversity, then broadened that definition,” says Ms. Hayes, so that all groups are encompassed and appreciated in the context of the entire enterprise.

The Inclusion Imperative Tat was followed by an inclusion phase, during which resources were put in place that are designed to, “level the playing ﬁeld,” she said. Tis included linking minority employees with professional development programs designed to help them cultivate the skills and aptitudes needed to succeed at Travelers.

“The programs are designed to encourage employees to take the ﬁrst step toward creating a workplace where everyone is, ‘comfortable bringing their whole selves to work.’ ” – Joelle Hayes, Vice President in charge of the Diversity Program, Traveler’s Insurance

Speakers were also brought in who are experts in the ﬁeld of diversity. Joe Watson spoke about his book, “Without Excuses,” a primer on how businesses can recruit, train, retain and maximize the potential of diverse job candidates. Also speaking at Travelers meetings were Robert Rodriguez and Charles Garcia, experts in the area of education for 42

HISPANIC BUSINESS SEPTEMBER 2010

Hispanics and other minorities. Te presentations were delivered via Webcast to employees around the world, providing them with an appreciation for the value of diversity and some useful advice on how to advance their careers by leveraging training opportunities. Te last part of the inclusion process was the delivery to employees of a Diversity Tool Kit, based on a four-hour, instructor-led program that guided Travelers’ entire workforce on a series of introspections on thoughts and feelings they have that may be biased. Te ultimate goal of the exercise was to rethink cultural stereotypes and roles.

Diversity Change Agents “We all have the opportunity to become diversity change agents,” explains Ms. Hayes. Te programs are designed to encourage employees to take the first step toward creating a workplace where everyone is, “comfortable bringing their whole selves to work.” Ms. Hayes describes the third and last phase of Traveler’s Corporate Journey as “engagement,” but she admits that the perfect end-state is probably only achievable in theory. But implementing the first two stages of the program is already starting to pay off for Travelers. In their drive toward inclusiveness, the company has integrated younger employees with senior group members working to deliver products and services to customers and clients. Tey are finding that younger employees have a great deal of technological dexterity that perfectly complements the institutional knowledge of more seasoned employees. Te result? An iPhone app that allows Travelers customers to begin filing an accident claim almost immediately, using their Apple smart phones. It is only a first step, but Travelers is working to put in place additional resources, such as four diversity business networks designed to help empower minority employees interested in leveraging training and other resources to get an edge on job promotions. It may only be a first step, but it seems to be a big one, and it is putting Travelers on firm footing on their long Corporate Journey toward diversity and inclusiveness. www.hispanicbusiness.com

Diversity powers innovation. Innovation powers Comcast. We power dreams in our communities. And we live and breathe innovation every day. By embracing diversity of thought, philosophy and experience, we have become the nation’s leading provider of entertainment, information and communication products and services. By embracing diversity of communities, we have become an employer and a provider of choice.

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Business | Engineering | Law | Med Medical dical

No.9 Duke University MBA graduates at commencement ceremonies

College Diversity Gins Up the Numbers As America begins to shrug off the deepest economic recession since the Great Depression, an educated, diverse workforce is seen as a key ingredient to global competitiveness. by GARY D. FACKLER, Staff Writer

“E

ducation is an economic issue. Te single most important thing we can do is to make sure that we’ve got a world-class education system for everybody. Tat is a prerequisite.” Te words are those of President Barack Obama, speaking at the University of Texas, Austin, in early August. It is significant that President Obama points to education just as America begins to hoist itself from the depths of the greatest recession since the 30s. It is also significant that the president put special emphasis on “everybody.” On the corporate side, firms are increasingly focusing product development and marketing efforts on a buying public growing more diverse every year. And they are finding greatest success when that development and those marketing efforts are put in place by employees who are as diverse as the customer they serve. So it’s no surprise universities are coming under more pressure to deliver to the workforce professionals who reflect the changing demographic profiles of the general U.S. population. 44

HISPANIC BUSINESS SEPTEMBER 2010

Each year HispanicBusiness measures and ranks the eﬀectiveness of the nation’s universities in attracting Hispanic students, and in providing them with the academic support they need to ensure they make the grade then make a diﬀerence. As in past years, our survey focuses on four academic areas: Business, Engineering, Law and Medicine. All universities were ranked in terms of Hispanic diversity according to the following criteria: • Percent Hispanic student enrollment • Percent Hispanic faculty • Progressive programs aimed at increasing enrollment of Hispanic students Not surprisingly, the bulk of high-rated schools for diversity were found in the Sun belt, where Hispanic populations tend to be greatest. Eleven top schools were found in Texas, while Florida was home to seven. But there were some exceptional schools located in other areas. Wisconsin received a high ranking for the diversity of its Business school, while schools in New York and Illinois were singled out for their programs in Engineering and www.hispanicbusiness.com

Photo courtesy Duke University

BUSINESS, ENGINEERING LAW, MEDICAL

Best Schools For Diversity

Savvy in Acculturation and Assimilation “Fify percent of my time is dedicated to recruiting minority students. Fify percent is dedicated to helping make sure they are successful graduating medical school.” So says Byron Cryer, M.D., associate dean, Minority Student Affairs, at University of Texas, Southwestern, Medical school. Te institution was ranked fourth among U.S. medical school in Hispanic diversity (down one notch from its third-place ranking last year). Dr. Cryer says there are very good reasons to promote an interest in life science among Hispanic students. To recruit more of these students into medical school, he works hard to increase awareness of careers in medicine in underserved regions in and around Dallas, seeking out students who show promise in science classwork, and who are attracted to prestigious professions that are relatively recession-proof. Dr. Cryer makes first contact at conferences and high school events, explaining to interested students the opportunities and challenges in pursuing a career in medicine. Ten he keeps tabs on them via e-mail, providing advice and encouragement. He also works closely with college advisors, who provide him with an early warning when promising students falter with grades or other academic issues. On a typical day, he might attend a conference, advise which course to take or provide information resources on how to prepare for the Medical Colleges Aptitude Test (MCAT). “One of the biggest concerns we address with young people is cost,” says Dr. Cryer. “We tell them all the same thing: money is never a reason not to attend medical school.” He says the University of Texas, like other good medical schools, acts as a broker for financial resources, guiding students to loans, grants and other funds available to underrepresented minorities. Te university also recognizes students are unique in their style of learning. All lectures are recorded and transcribed, and therefore are viewable by students according to their schedule and when they are at their mental peaks.

Helping Florida Engineers Make the Grade Cammy Abernathy, dean of the Engineering School at the University of Florida, Gainesville, has ﬁrst-hand knowledge of why diversity is important. Her commitment to helping ensure inclusiveness has helped the school achieve a rank of www.hispanicbusiness.com

sixth in diversity among U.S. engineering programs (down one from its fifh place of last year). “As a female engineer, right off the bat, I am sensitive to diversity,” says Dean Abernathy. “I know all about the challenges, and I am committed to putting a system in place that helps ensure we graduate as many Hispanic engineering students as possible.” Te program centers on a Step Up initiative that provides Hispanic students with an early start to the school year. Under Step Up, they get intense prep work in math and chemistry, as well as tutoring in communication skills. “Tat way, when the school year starts, they hit the ground running,” says Dean Abernathy. Once they begin classwork, they are encouraged to take organized field trips to local engineering firms so that they can see what a professional engineer does on the job. “We want them to make informed career decisions Cammy Abernathy, dean of the early on,” says Dean Engineering School at the University Abernathy. “Tat of Florida, Gainesville way they can declare majors that are right for them, without investing a lot of time in areas that may not be appealing.” Mentorship is also a big part of the Step Up program, with students cementing relationships that can last the entire four years–and beyond. “I think of them as my ‘Board of Mentors,’” says Roberto Hernandez, an alum of the Florida’s engineering school, who parlayed his engineering degree into a professional role as business development manager for Harris Corporation. Mr. Hernandez says that mentorship at the university cuts both ways. In your early years, you draw on senior classmates for guidance. Ten in later years, you are expected to serve as counselor for younger students following in your footsteps. “I still look to the group for advice, even today,” he says. Te mentorship is bolstered by a system of preparation that emphasizes two hours of study for every hour of classroom time. “I found myself keeping two separate notebooks,” says » Photo courtesy University of Florida, Gainsville

Medicine, respectively. Te one thing that unites them all is a commitment to train a new workforce that is as diverse as the general populous. And recruiters from Boston to Bellingham are snapping up their graduates — and putting them to work.

SEPTEMBER 2010

HISPANIC BUSINESS 45

Best Schools for Diversity Business | Engineering | Law | Medical Mr. Hernandez, who ended his four-year tenure in Florida with a 3.97 grade point average (on a fourpoint scale). “It required a lot of discipline, but in the end it paid oﬀ.”

Law Students Immersed in Diversity

Photo courtesy University of Florida, Gainsville

At American University’s Law School in Washington, D.C., it is not only the students who are diverse. Te faculty and the curriculum immerse them in a diverse learning environment, forcing them to consider legal issues from a multinational, multicultural perspective. From their ﬁrst semester at the school, law students choose from a dizzying array of international programs that put them square in the middle of a legal learning environment in such far-ﬂung locales as Colombia, the Netherlands, Tailand and Argentina. All locations place great emphasis on the university’s “Experiential Learning” philosophy of immersion in

Engineering students at the University of Florida School of Engineering discuss their ﬁndings.

La Casita - A Home Away From Home After Class

ollege life does not end with academic pursuits. When classes are over, and notes are reviewed — what to do? The University of Florida’s innovative “La Casita” (Little House), an off-campus facility is dedicated to providing Hispanic students with a place for socializing and for using the study resources found there. That was where Mr. Hernandez could often be found when not in class, particularly in his early years at the university. At La Casita, students enjoy a home-like atmosphere, with comfortable couches, a relaxed atmosphere and a shared cultural experience of leaving home and family to set off on a new life of academic and professional challenges. “I was drawn to La Casita as a freshman,” says Mr. Hernandez. “And I even worked there for a couple of years.” He said it was a perfect introduction to college, a place where he could engage in career planning or discuss with other students the challenges of being a ﬁrst-generation Hispanic college student. La Casita also offers organized events that underscore the importance of tolerance and diversity. Chief among these events are MLK, which celebrates the life and times of Dr. Martin Luther King; various Pride Conferences, which celebrate GLBT inclusiveness; “Exhale,” an open microphone event for poets; and the “Food for the Soul” lunch series, where students discuss current topics. “I see the center as an educational resources,” says Dr. Mary Kay Carodine, the University of Florida’s assistant vice president of Student Affairs. “Not intellectual development, perhaps, but certainly cultural. It is a great opportunity for students to learn about different cultures.”

legal institutions that provide them with first-hand experience in the practice of law from the perspective of a practicing, multinational attorneys. But what if law students want only to practice law in the U.S., working on domestic issues? “Tese days, very few issues are not international,” says Dean Claudio Grossman, head of the university’s Law School, which ranks first among U.S. legal universities (Up from a ranking of fourth last year). He points out that students benefit from understanding how various legal systems work around the globe. Te university is a magnet for students who want to broaden their horizons, getting first-hand experience in the nuances of law in Te Hague; in Bangkok; in Sao Paulo. Like many law schools, American University uses mock

HISPANIC BUSINESS SEPTEMBER 2010

trials to pit law students against each other to debate fabricated legal issues. But many of those trials feature arguments delivered in Spanish, Portuguese and English. To cater to students with native tongues other than English, lectures are ofen available in various languages. Graduates of the program select from a menu of “Extern” opportunities that provide additional legal experience working for overseas law ﬁrms or government agencies.

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BUSINESS

SCHOOLS

Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

1. University of Texas at El Paso College of Business Administration

. . . . . . . . .

. . .443 . . .390 . 88.0% . . .107 . . . 78 . 72.9% . . . 44 . . . 15 . 34.1%

2. New York University Leonard N. Stern School of Business

. . . . . . . . .

. .534 . . 35 .6.6% . .269 . . 15 .5.6% . . 92 . . .2 .2.2%

PO Box 248505 Coral Gables, FL 33124 (305) 284-2510 Fax: (305) 284-1878 http://www.bus.miami.edu/grad Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. . .129 . . . 25 . 19.4% . . . 76 . . . 15 . 19.7% . . . 97 . . . 19 . 19.6%

5. University of Texas at San Antonio, College of Business

44 West Fourth Street, 6th Floor New York, NY 10012 (212) 998-0600 Fax: (212) 995-4231 http://www.stern.nyu.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

4. University of Miami School of Business Administration

Graduate Admission OfďŹ ce, Academic Services Bldg.-500 W. University Ave. El Paso, TX 79968 (915) 747-7757 Fax: (915) 747-5147 http://www.business.utep.edu

. . . . . . . . .

. .826 . . 46 .5.6% . N/A . N/A . N/A . .160 . . .6 .3.8%

Graduate School, One UTSA Circle San Antonio, TX 78249 (210) 458-4330 Fax: (210) 458-4332 http://www.utsa.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. . .241 . . . 57 . 23.7% . . . 25 . . . .5 . 20.0% . . . 87 . . . 11 . 12.6%

To read full diversity statements of each school, visit www.hispanicbusiness.com 48

HISPANIC BUSINESS SEPTEMBER 2010

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BEST

8. Florida International University, Alvah H. Chapman, Jr. Graduate School of Business 11200 SW 8th Street-CBC 201 Miami, FL 33199 (305) 348-7299 Fax: (305) 348-2368 http://www.ďŹ u.edu

BUSINESS

SCHOOLS

6. University of New Mexico Anderson School of Management

. . . . . . . . .

. . .371 . . .114 . 30.7% . . .124 . . . 35 . 28.2% . . . 56 . . . .5 . .8.9%

7. Stanford University Graduate School of Busines

. . . . . . . . .

. .1,314 . . .731 . 55.6% . . . 73 . . . 34 . 46.6% . . . 22 . . . .1 . .4.5%

1 Towerview Drive, Box 90120 Durham, NC 27708 (919) 660-7705 Fax: (919) 681-8026 http://www.duke.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .902 . . 45 .5.0% . .435 . . 19 .4.4% . . 97 . . .0 0.0%

10. University of Wisconsin Madison Wisconsin MBA

518 Memorial Way Stanford, CA 94305 (650) 723-2766 Fax: (650) 725-7831 http://www.gsb.stanford.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

9. Duke University The Fuqua School of Business

MSC05 3090, 1 University of New Mexico Albuquerque, NM 87131 (505) 277-3290 Fax: (505) 277-8436 http://www.unm.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .765 . . 35 .4.6% . .354 . . 20 .5.6% . .103 . . .0 . .0%

2450 Grainger Hall, 975 University Avenue Madison, WI 53706 (608) 262-4000 Fax: (608) 265-4192 http://www.bus.wisc.edu/mba Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total MBA degrees earned. . . . . . . . . . . . . MBA degrees earned to Hispanics . . . . . . . . Percent of MBA degrees earned to Hispanics . Full-time MBA school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .242 . . 12 .5.0% . .105 . . .4 .3.8% . . 32 . . .1 .3.1%

To read full diversity statements of each school, visit www.hispanicbusiness.com 50

HISPANIC BUSINESS SEPTEMBER 2010

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________________________________________ Fisk Johnson, 5th generation SC Johnson

A thought that is with me every moment of the day. As a father — as a 5th generation Johnson. For years, we’ve stated that SC Johnson is a family company — but I just want to explain what that really means. To start, it means that we don’t report to Wall Street. The decisions we make come down to caring for you and the world we share — not what analysts want to hear. And, quite frankly, that doesn’t always mean doing what’s easy. But when I go to bed at night, I know what we’re trying to do is right. It also means that all those products you’ve come to trust over the years — well, you can trust that they’re made with your family’s interests in mind. Trust that they’re right for your home and our world. Times may have changed since my great-great-grandfather started SC Johnson, but the inspiration behind what we do remains exactly the same.

scjohnson.com

Pragmatic builds on diversity.

Exelon operates in a world rich in diversity—in race, ethnicity, gender, sexual orientation, experience and thought. Our commitment to diversity and inclusion is straightforward. It means our employees are more engaged, productive and committed. It means the communities we serve can grow and ﬂourish. It means our business decisions are better informed, positioning our company and our shareholders for continued success. And it means fostering a culture that builds on these values now and in the future.

www.exeloncorp.com

BEST

3. University of Central Florida College of Engineering and Computer Science 4000 Central Florida Blvd. PO Box 162993 Orlando, FL 32816 (407) 823-2445 Fax: (407) 823-6334 http://www.cecs.ucf.edu

ENGINEERING

SCHOOLS

Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

1. Georgia Institute of Technology College of Engineering

4. The University of New Mexico School of Engineering

OfďŹ ce of Graduate Admissions, 631 Cherry St., Room 318 Atlanta, GA 30332-0321 (404) 894-1610 Fax: (404) 894-1609 http://www.gatech.edu

Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic Faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

. . . . . . . . .

.1,426 . . 69 .4.8% . .667 . . 47 .7.0% . .452 . . 13 .2.9%

2. Purdue University College of Engineering

1 University of New Mexico-MSC 06 3720 Albuquerque, NM 87131 (505) 277-2447 Fax: (505) 277-6686 http://www.unm.edu Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

. . . . . . . . .

.2,514 . . 53 .2.1% . .591 . . 10 .1.7% . .365 . . 15 .4.1%

. . .219 . . . 48 . 21.9% . . .116 . . . 18 . 15.5% . . .106 . . . .9 . .8.5%

5. University of Texas at El Paso College of Engineering

Room 170 Young Hall, 302 Wood Street West Lafayette, IN 47906 (765) 494-2600 Fax: (765) 494-0136 http://www.purdue.edu Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic Faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

. . .320 . . . 39 . 12.2% . . .189 . . . 29 . 15.3% . . .138 . . . .4 . .2.9%

500 W. University Ave. El Paso, TX 79968 (915) 747-5890 Fax: (915) 747-8893 http://www.utep.edu Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic Faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

. . .278 . . . 83 . 29.9% . . .134 . . . 43 . 32.1% . . . 86 . . . 27 . 31.4%

To read full diversity statements of each school, visit www.hispanicbusiness.com 52

HISPANIC BUSINESS SEPTEMBER 2010

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2010

TOP

DIVERSITY

BEST

8. University of Florida College of Engineering PO Box 116550 Gainesville, FL 32611 (352) 392-0943 Fax: (352) 392-9673 http://www.uďŹ&#x201A;.edu

ENGINEERING

SCHOOLS

Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic Faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

6. Massachusetts Institute of Technology School of Engineering

. . . . . . . . .

.1,410 . . 84 .6.0% . .580 . . 26 .4.5% . .370 . . 11 .3.0%

7. University of Texas at San Antonio College of Engineering

777 Glades Road, PO Box 3091 Boca Raton, FL 33431 (561) 297-3624 Fax: (561) 297-8158 http://www.fau.edu Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic Faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

. . . 87 . . . 19 . 21.8% . . . 56 . . . 11 . 19.6% . . . 89 . . . .8 . . .9%

10. The University of Texas at Austin Cockrell School of Engineering

One UTSA Circle San Antonio, TX 78249 (800) 669-0919 Fax: (210) 458-2001 http://www.utsa.edu Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

.1,077 . . 95 .8.8% . .414 . . 41 .9.9% . .279 . . 10 .3.6%

9. Florida Atlantic University College of Engineering & Computer Science

77 Massachusetts Avenue, Room 3-103 Cambridge, MA 02139 (617) 253-2917 Fax: (617) 258-8304 http://www.web.mit.edu Total graduate enrollment. . . . . . . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . . . . . . Total postgraduate degrees earned. . . . . . . . . . . . . Postgraduate degrees earned to Hispanics. . . . . . . . Percent of postgraduate degrees earned to Hispanics. Full-time Engineering school faculty . . . . . . . . . . . . Full-time Engineering school Hispanic faculty . . . . . . Percent Hispanic faculty in Engineering School . . . . .

. . . . . . . . .

PO Box 7608 Austin, TX 78713 (512) 475-7391 Fax: (512) 475-7395 http://www.utexas.edu . . .384 . . . 63 . 16.4% . . . 23 . . . .5 . 21.7% . . . 24 . . . .4 . 16.7%

. . . . . . . . .

. .753 . . 59 .7.8% . .344 . . 25 .7.3% . .193 . . .7 .3.6%

To read full diversity statements of each school, visit www.hispanicbusiness.com 54

HISPANIC BUSINESS SEPTEMBER 2010

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PLAY IN A GLOBAL ARENA Find out how far your career can go with the help of a truly global company: Prudential. From finance, accounting and sales to marketing, compliance, law and more, Prudential offers an environment where the best and brightest can truly shine.

We want to hear from you. To learn more about our exciting professional openings or to apply online, please visit: jobs.prudential.com or www.prudential.com/recruiting

ÂŠ 2010. Prudential Financial, Prudential and the Rock logo are registered service marks of The Prudential Insurance Company of America, Newark, NJ and its affiliates. All candidates must be authorized to work in the United States. Prudential is an Equal Opportunity/Affirmative Action Employer and is committed to diversity in its workforce. 0178720-00004-00 Ed. 6/2010

BEST

3. University of Miami School of Law P.O. Box 248087 Coral Gables, FL 33124-8087 (305) 284-2795 Fax: (305) 284-3084 http://www.law.miami.edu

LAW

SCHOOLS

Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Law school Hispanic faculty . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

1. American University Washington College of Law

. . . . . . . . .

. 1195 . .177 . 15% . .451 . . 63 . 14% . . 75 . . .9 . 12%

2. University of Texas at Austin School of Law

. . . . . . . . .

. 1172 . .146 . 12% . .387 . . 52 . 13% . . 89 . . 10 . 11%

MSC11 6070 1 University of New Mexico Albuquerque, NM 87131-0001 (505) 277-0958 Fax: (505) 277-9958 http://www.lawschool.unm.eduu Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Law school Hispanic faculty . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

. . . . . . . . .

. 1174 . .183 . 16% . .426 . . 69 . 16% . . 87 . . .6 . .7%

. . . . . . . . .

. .351 . . 99 . 28% . .112 . . 35 . 31% . . 35 . . .9 . 26%

. . . . . . . . .

. 1106 . .107 . 10% . .420 . . 42 . 10% . . 53 . . .4 . .8%

5. University of Florida Fredric G. Levin College of Law

727 E. Dean Keeton St. Austin, TX 78705 (512) 232-1200 Fax: (512) 471-2765 http://www.utexas.edu/law Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Law school Hispanic faculty . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

. . . . . . . . .

4. University of New Mexico School of Law

4801 Massachusetts Ave. NW, Ste. 507 Washington, DC 20016 (202) 274-4101 Fax: (202) 274 4107 http://www.wcl.american.edu

. . . . . . . . .

P.O. Box 117622 Gainesville, FL 32611 (352) 273-0890 Fax: (352) 392-4087 http://www.law.uďŹ&#x201A;.edu Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

. . . . . . . . .

To read full diversity statements of each school, visit www.hispanicbusiness.com 56

HISPANIC BUSINESS SEPTEMBER 2010

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florida state university college of law Florida State University’s highly accomplished and accessible law faculty delivers a program that has an interdisciplinary orientation designed to produce well-rounded and eﬀective lawyers.

Impacting Lives. Providing Opportunities. South Florida’s Public Law School http://law.fiu.edu

Professor Manuel Utset, left, leads the law school’s program in Law & Business — one of the school’s areas of program strength. Dominique Elden, above, leads Lawtinos, a student organization especially involved with the Hispanic community.

Florida State has been named one of the nation’s top 10 law schools for Hispanics seven years in a row.

www.law.fsu.edu

Oﬃce of Admissions 11200 S.W. 8th Street Modesto A. Maidique Campus, RDB 1055 Miami, FL 33199

Enjoy an Introductory Digital Subscription to HispanicBusiness® magazine

The Anderson School of Management at the University of New Mexico is proud of a diverse student body.

Get your digital subscription at

www.HispanicBusiness.com

UNM is the only research-extensive state flagship institution that is also designated as an Hispanic-Serving Institution. We offer MBA and Master of Accounting degree programs.

Learn more about the Anderson School of Management at www.mgt.unm.edu/

BEST

8. Florida International University, College of Law RDB 1055 Miami, FL 33199 (305) 348-8006 Fax: (305) 348-2965 http://www.law.ďŹ u.edu

LAW

SCHOOLS

Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

6. Florida State University, College of Law

. . . . . . . . .

. .769 . . 52 . .7% . .264 . . 21 . .8% . . 43 . . .6 . 14%

7. University of Southern California, Gould School of Law

. . . . . . . . .

. .618 . . 68 . 11% . .209 . . 32 . 15% . . 44 . . .2 . .5%

. . . . . . . . .

. .429 . .182 . 42% . .119 . . 53 . 45% . . 25 . . 12 . 48%

2130 Fulton St. San Francisco, CA 94117 (415) 422-6586 Fax: (415) 422-5442 http://www.usfca.edu/law Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

. . . . . . . . .

. .579 . . 60 . 10% . .199 . . 20 . 10% . . 37 . . .5 . 14%

10. University of California, Los Angeles School of Law

699 Exposition Blvd. Los Angeles, CA 90089-0074 (213) 740-2523 Fax: (213) 740-4570 http://www.law.usc.edu Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

. . . . . . . . .

9. University of San Francisco, School of Law

425 West Jefferson St. Tallahassee, FL 32306-1601 (850) 644-3787 Fax: (850) 644-7284 http://www.law.fsu.edu Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

. . . . . . . . .

405 Hilgard Ave. Los Angeles, CA 90095 (310) 825-2080 Fax: (310) 825-9450 http://www.law.ucla.edu Total graduate enrollment. . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . Total J.D. degrees earned . . . . . . . . . . . . J.D. degrees earned by Hispanics . . . . . . . Percent of J.D. degrees earned by Hispanics. Full-time Law school faculty . . . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . Percent of Hispanic faculty. . . . . . . . . . . .

. . . . . . . . .

. 1011 . . 89 . .9% . .363 . . 35 . 10% . .110 . . .4 . .4%

To read full diversity statements of each school, visit www.hispanicbusiness.com 58

HISPANIC BUSINESS SEPTEMBER 2010

www.hispanicbusiness.com

t h e r e a r e r o u g h ly a m i l l i o n OPPORTUNITIES IN THIS LAW SCHOOL

to change the world.

What gets you out of bed in the morning? What gets you going? This is more than a leading law school, this is a place where students, faculty, and alumni ﬁnd doors wide open to pursue their passions in DC and around the world. If you want unparalleled experiential learning, we provide those opportunities. If you have a dream, this uniquely caring and collaborative community will give you the support to make it a reality. Go to championwhatmatters.com.

champion what matters.com

EO/AA University and Employer

As one of the most diverse of the nation’s top law schools, USC Law knows that a diversity of perspectives and ideas enriches the academic enterprise. USC students come from around the country and the world. They hold degrees in such ﬁelds as journalism and history, business and engineering. They have professional experience as teachers, entrepreneurs and ﬁlmmakers. USC Law faculty have equally diverse backgrounds, which means their teaching and research connect the theory of law to the realities of business, culture and community. And thanks to a rigorous academic program that emphasizes diversity and experience, our students are well prepared for careers that span the globe. Diverse ideas. Diverse perspectives. Diverse opportunities. At USC Law, diversity matters.

USC Law Office of Admissions

h t t p : / / l a w. u s c . e d u / a d m i s s i o n s

213.740.2523

BEST

3. Baylor College of Medicine One Baylor Plaza;MS 110 Houston, TX 77030 (713) 798-4842 Fax: (713-) 798-5563 http://www.bcm.edu

MEDICAL

SCHOOLS

Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

1. University of California, San Francisco School of Medicine

. . . . . . . . .

. .631 . .102 . 16% . .144 . . 17 . 12% . 1930 . . 56 . .3%

2. University of Miami, Leonard M. Miller School of Medicine

. . . . . . . . .

. .698 . .108 . 15% . .157 . . 19 . 12% . 1709 . .138 . .8%

5323 Harry Hines Blvd. Dallas, TX 75390-9006 (214) 648-5617 Fax: (214) 648-3289 http://www.utsouthwestern.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .896 . .126 . 14% . .204 . . 37 . 18% . 1724 . . 85 . .5%

5. University of Texas at Houston University of Texas Medical School at Houston

P.O. Box 016159 Miami, FL 33101 (305) 243-3234 Fax: (305) 243-6548 http://www.med.miami.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

4. University of Texas Southwestern, University of Texas Southwestern Medical School

521 Parnassus Ave., RM C-200 San Francisco, CA 94143-0408 (415) 502-4044 Fax: (415) 514-0468 http://www.ucsf.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .716 . . 91 . 13% . .171 . . 25 . 15% . 1417 . .309 . 22%

6431 Fannin, MSB G.420 Houston, TX 77030 (713) 500-5116 Fax: (713) 500-0604 http://www.med.uth.tmc.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .944 . .133 . 14% . .191 . . 19 . 10% . .938 . . 80 . .9%

To read full diversity statements of each school, visit www.hispanicbusiness.com 60

HISPANIC BUSINESS SEPTEMBER 2010

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BEST

8. University of Texas Medical Branch at Galveston School of Medicine 301 University Blvd. Galveston, TX 77555-0817 (409) 772-3762 Fax: (409) 772-2909 http://www.utmb.edu

MEDICAL

SCHOOLS

6. Stanford University School of Medicine

. . . . . . . . .

. .920 . .153 . 17% . .199 . . 28 . 14% . 1069 . . 89 . .8%

9. University of Illinois at Chicago College of Medicine 251 Campus Dr., MSOB X309 Stanford, CA 94305-5404 (650) 723-6861 Fax: (650) 725-7855 http://www. stanford.edu

. . . . . . . . .

. .470 . . 62 . 13% . . 78 . . 11 . 17% . .835 . . 55 . .7%

7. University ofTexas Health Science Center at San Antonio, University ofTexas School of Medicine at San Antonio

808 S. Wood St., Room 165 Chicago, IL 60612 (312) 996-5636 Fax: (312) 996-6693 http://www.medicine.uic.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .884 . .150 . 17% . .195 . . 34 . 17% . .839 . .173 . 21%

. . . . . . . . .

. 1425 . .176 . 11% . .304 . . 39 . 13% . .672 . . 49 . .7%

10. University of New Mexico School of Medicine

7703 Floyd Curl Dr., MC 7790 San Antonio, TX 78229 (210) 567-6080 Fax: (210) 567-6962 http://www.som.uthscsa.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

MSC09 5085, HSLIC Room 125 Albuquerque, NM 87131-0001 (505) 272-4766 Fax: (505) 925-6031 http://www.unm.edu Total graduate enrollment. . . . . . . . . . . . . . Hispanic graduate enrollment . . . . . . . . . . . Percent Hispanic graduate enrollment. . . . . . Total M.D. degrees earned . . . . . . . . . . . . . M.D. degrees earned by Hispanics . . . . . . . . Percent of M.D. degrees earned by Hispanics . Full-time Medical school faculty. . . . . . . . . . Full-time Hispanic faculty . . . . . . . . . . . . . . Percent Hispanic faculty . . . . . . . . . . . . . .

. . . . . . . . .

. .307 . . 83 . 27% . . 69 . . 22 . 32% . .785 . . 76 . 10%

To read full diversity statements of each school, visit www.hispanicbusiness.com 62

HISPANIC BUSINESS SEPTEMBER 2010

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THE HISPANIC NEWS NO ONE ELSE HAS.

CLICK AWAY... UPDATED DAILY...

techvault

Is Your Phone Service Obsolete? New Web-based technology may someday make conventional phone service obsolete. But not quite yet ... by JEREMY NISEN

erhaps it’s true that the Internet is changing everything, but in some ways it’s a matter of degrees rather than a sea change. VoIP is one such initiative that, while interesting, may not be a slam-dunk. VoIP, an abbreviation for “voice over Internet protocol,” is a system through which phone calls use the Internet as the connective tissue between receivers rather than phone circuits. While some advantages are possible through VoIP versus traditional telephony, there are disadvantages as well. On the plus side, VoIP can allow ﬂexibility and, more important, lower cost. But don’t forget the old adage: “if it ain’t broke . . . “ We recently tested both Skype and Vonage, two of the more popular VoIP clients, to examine the viability of replacing or complementing phone service, keeping a keen eye on what it could mean to small business. (It is important to note that neither option can access 911/emergency services.) Vonage could be a great boon to a consumer or very small business. Te Vonage service is pretty simple. Basically, you plug an Ethernet cable into the modem of your high-speed Internet, connect the other end to a Vonage unit, and plug a traditional phone into that unit. Within minutes, you’ve got service that, at least in Tech Vault’s testing, was indistinguishable in quality to a normal landline. Factor in some neat services like “Vonage Visual Voicemail,” which transcribes

HISPANIC BUSINESS SEPTEMBER 2010

voicemails into text messages, and there are some real timesaving upsides. We’re intrigued by Vonage’s residential options. Te “Vonage World” plan, $25.99/month, includes unlimited calls to landlines in more than 60 countries, including Mexico, and mobile for some subscribers. Mexico is one of the countries subject to charges for calling cell phones (10 cents/minute). Te company is positioning this as a Hispanic-focused product, having established “www. vonage.com/hablamas” for set-up and account modiﬁcations for those who’d prefer a Spanish interface. Another

residential option is the “Vonage Pro,” for $35.99/month. While it doesn’t offer nearly as many “free” countries, it betters the World Plan in that it includes “Te Vonage Companion.” Tis allows subscribers to turn any PC into a “sofphone,” which can receive calls at the usual phone number (it will ring simultaneously). Tis fulfills what we see as the main promise of VoIP—flexibility! For $49.99/month, the “Small Business Premium” option throws in a dedicated fax line and some extra features, notably three-way calling. Tis is where Vonage falls apart as a true telephony replacement. While three-way calls are important, there is

no true teleconferencing option that can include more participants. A “World” or “Pro” account could be a great complement, allowing small businesses to save money and indulge in some neat options. As a total replacement, we’d only recommend it for the smallest of small businesses. We’d pass on the “Small Business Premium” plan. Turning your PC into a phone is the main thrust behind Skype, which is actually generally cheaper than Vonage; $13.99 for its “Unlimited World” plan, for example, and Skypeto-Skype calls (and video calls) are always free. Not to mention a 15 percent discount if you subscribe for a year up front. Even afer reading the ﬁne print (similar to the Vonage plan; landlines in 40 countries included, some charge more for cell calls, other countries cost a few cents/minute), it seems you’ll generally pay less overall with Skype. While Skype is cheaper, for business we like the plug & play take on traditional telephony better. For purely personal use, especially those who are okay with modifying your PC settings and talking into a computer. Even if the introduction of VoIP won’t be game-changing for your business, it’s helping to fulﬁll the Internet’s promise in that you, the consumer, have plenty of options. Which works better is up to you.

www.hispanicbusiness.com

Venimos de lugares diferentes, pero la misma meta.

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En AT&T sabemos que la innovación y el liderazgo prosperan cuando se unen varias perspectivas. Por eso, y para servir mejor a nuestra comunidad, fomentamos la diversidad de nuestra gente.

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A different perspective can make all the difference. No two people see things the same, and we believe that’s important to our business’s future. We have dedicated ourselves to creating an insurance company full of many perspectives with one like-minded goal—success. A diverse business needs employees with diverse ways of thinking, and every position at Travelers is as unique as the person who fills it. Learn more at travelers.com/Diversity. EOE ©2010 The Travelers Indemnity Company. All rights reserved. The Travelers Indemnity Company and its property casualty affiliates. One Tower Square, Hartford, CT 06183

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