Welcome Thursday August 5 2010 11 00 a

Welcome Thursday: August 5, 2010 11: 00 a. m. -12: 30 p. m. EDT/4: 00 p. m. - 5: 30 p. m. GMT

Welcome Angela Johnson Meadows Editor-in-chief Diversity Best Practices

Today’s Panel Moderator: Philip Berry President, Philip Berry Associates LLC Lisa Gable Arisa Batista Cunningham Diversity Center of VP, Global Diversity, Competence - Global MD&D Group Women's Initiatives IBM Johnson & Johnson Eugene Kelly Worldwide Director, Global Diversity & Inclusion Colgate-Palmolive Company

Moderator Philip Berry President Philip Berry Associates LLC Philip Berry is the President of Philip Berry Associates LLC, which is a global management consulting, executive coaching, training and global diversity practice. They specialize in the areas of executive coaching, dispute resolution, leadership training, global talent management, global diversity, innovation, organizational effectiveness, team building and interpersonal effectiveness. Philip was appointed to the Business Leadership Council of CUNY (City University of New York) and is on the Panel for Education Policy appointed by the Mayor of New York. Further, he is the Vice Chairman of the Board of Trustees for City University, which has responsibility for the 23 colleges within the New York City area.

Objectives 1) Utilize and empower your network groups on a global level to further your diversity and inclusion initiatives 2) Build and embed relationships between the leaders of the Network/Affinity/Business/Employee Resource Groups and the D&I practitioner 3) Measure success by implementing metrics which connect your efforts with the business case 4) Identify the issues surrounding inclusion and diversity in various regions 5) Define responsibility for global inclusion by developing a structure for maximum effectiveness 6) Position global diversity and inclusion as a competitive advantage

Business Context 1) Coming out of economic recession and lagging psychological recession. 2) New products and services which spur consumption and stimulate consumer excitement is crucial. 3) Employee engagement, especially of diverse employee segments is critical. 4) Initiatives which are valued added, innovative, reduce cost and increase profitability will get more attention, interest and budget.

10 Critical D & I Challenges

10 Critical Challenges 1) Network Groups must rebrand by relaunching & revitalizing their purpose, mission, objectives and reason for being. 2) Rebranding means repositioning themselves to their constituency, senior management and key stakeholders. 3) Network Groups need to fortify their baseline efforts of culture, talent development , social integration, but add news. Members need to be reenergized. 4) Lay foundation for new network groups based on changing demographics, ie generational, GLBT,

10 Critical Challenges 5) Establish business generating initiatives which drive innovation, reduce cost, increase revenue and/or increase customer service. 6) Senior mgmt & Middle mgmt must play an integral role in partnering with network groups. 7) Real opportunity to establish business resource credentials globally with distinct focus on unique diversity issues in each region. 8) Key metrics with measurement and tracking of efforts increases business credibility of efforts. 9) Communicate timely, simply and innovatively eg, social media. 10) Strengthen relationship and protocols between D & I practitioner and network groups.

Presenter Lisa Gable Diversity Center of Competence - Global Women's Initiatives IBM Lisa Gable is responsible for IBM’s Global Women’s Initiatives programs. She is tasked with implementing successful programs, which enable IBM to support the growth, development, advancement and recognition of IBM's women, attract and recruit women to IBM and support and encourage girls to pursue college and careers in science, technology, engineering and math. She has served in numerous leadership positions within IBM associated with the advancement of women. She is a Champion Board Member, Texas Girls Collaborative Project and an Advisory Board Member, Engineer Your Life. She is an active member of SWE, WITI, WEPAN, ABI, and NCTM.

Senior Executive / Employee Partnership Global Diversity Council Strategy, Global Imperatives, Critical Practice, Integration across IBM Global Constituency & Imperative Councils Regional/Local Constituency Councils Regional Diversity Councils Local Diversity Councils DNG’s / Communities of IBMers

Network group 'value proposition'

DNG Constituency Maturity Model - Stages STAGE 1 - Establish • Register as a DNG • Formal DNG leader and organizing committee • Informal networking, inward looking • More social, focuses on personal needs, including work/life integration and equal opportunity. STAGE 2 – Instantiate • Engagement with Diversity Council • Business networking • Inward looking but a little more structure • Career development • Community service/ outreach • Education • Cultural Competence STAGE 3 – Reach to others • Member sits on Diversity Council or Regional Council • Business connections • Exec/Mgr sponsors. interaction with the business • Look at barriers, solutions • Cross constituency activity • Diversity & Development of leaders Diversity of Thought STAGE 4 – Extend Externally • Integration with the business including Supplier Diversity and Marketplace • Looks at what is best for the business • Matches business with member goals. E. g. . GLBT Sales Team/ Women Owned Business focus. • Recruitment for the company

Sample Diversity Network Group Activities • Professional Development sessions • Work/life integration discussions • Executive Roundtables • Technical career advancement support Career Development tools • Lunch and Learn • Language Classes (Spanish, Chinese, etc) • Community Outreach Programs • Active participation in company initiatives/programs • IBM On Demand Community Participation • Mentoring • International mentoring • Reverse mentoring • External mentoring • Time Management Presentations • Financial Planning Seminars • Creating community/connections • Welcome wagon” package of information for new hires • Buddy Program: Pairing new hires with existing employees • Cultural events • Literary evenings with local writers • Tai Chi lessons, Latin dance lessons, ski trips • Market Development • Engagement with diverse marketplace organizations • Sponsorship/Implementation of customer relationship building events

An IBM Example: Super Women’s Group January 2007 Launch First call topic: Personal Branding April 2008 300 attendees IMPACT 2008 networking reception, IBM, partners, & customers January 2009 20 local groups Launch social networking “lunch & learns” April 2007 12 local groups October 2008 WITI Conference in San Jose, IBM attends in record numbers May 2009 Host IMPACT reception December 2007 19 Worldwide calls – over 49, 000 registrations 4 new international groups: Bangalore, Malaysia, Rome, Germany December 2008 36 worldwide calls – over 95, 000 registrations June 2009 Host Rational reception New group established in Russia 10 global leaders interviewed from IBM Business Partners (i. e. SAP, Prolifics, Avnet, TCM)

Presenter Arisa Batista Cunningham VP, Global Diversity, MD&D Group Johnson & Johnson Arisa Batista Cunningham is Vice President, Global Diversity, for the Johnson & Johnson $24 Billion Medical Devices and Diagnostics Group where she is responsible for the franchises comprehensive global diversity strategy and action plans. She has extensive experience in U. S. and global management, marketing, strategic planning, business development and advocacy across various categories with major companies including Procter & Gamble and Revlon. She has made significant contributions in diversity at J&J where she won the Affirmative Action/Equal Opportunity Award. She serves in a leadership position with many community and professional associations that advance minority and underserved talent and health.

Affinity Groups add value in multiple areas Talent Development Marketing Supply Chain Acquisition Integration Supplier Diversity Community outreach

Presenter Eugene Kelly Worldwide Director, Global Diversity & Inclusion Colgate-Palmolive Company Eugene Kelly is Worldwide Director, Global Workplace Initiatives for Colgate-Palmolive. In this role, Eugene’s focus is on furthering Colgate’s efforts to attract and retain the best people from a diverse and broad base of global talent. In addition, Eugene actively supports the Corporation’s ongoing efforts to live its values of Managing with Respect and continuing the drive to ensure that Colgate is a most inclusive work environment for all people. Eugene joined Colgate in 2001 as Human Resources Director, Global Finance & Legal. He was later named Human Resources Director, Colgate Oral Pharmaceuticals, where Eugene led all Human Resources initiatives for business with particular emphasis on people development.

Colgate Women’s Network Global Expansion

Colgate Women’s Network (CWN) Global Expansion • Expansion efforts began in early 2009 • Awarded Global Innovation Funding ($40, 000) • Developed and published Global governance documents • Formed a Global Steering Committee with formalized management structure • Created Global Intranet CWN Resource Center • Gained Senior Executive and Division Leadership support • Identified Champions – Engaged Influential Global Business Leaders • Monthly Conference Calls to share learnings from Corporate CWN • Focus groups with Colgate Women and Senior Leaders around the globe

Role of CWN Global Steering Committee • Oversee and supports Colgate Women’s Networks globally • Provide guiding principles • Serve as interactive vehicle for sharing of best practices • Ensure alignment and connectivity between chapters • Partner with subsidiaries to foster an inclusive environment • Develop resources and tools to for use/implementation worldwide

Success to Date 17 CWN Chapters Launched Venezuela China Pakistan Mexico Russia Philippines Brazil Hong Kong Sanxiao Toothbrush - China India Vietnam Malaysia/Singapore Thailand/Cambodia Ukraine Turkey

CWN Website & Resources Add pic and link of website

Colgate Business Strategy Colgate Strategic Drivers Mission Guiding Principles Strategic Focus Areas Key Initiatives Focus on Consumers, the Profession and Our Customers Driving Growth Funding Growth Becoming the Best Place to Effectiveness and. Work Efficiency in Everything Innovation Everywhere Leadership Promote professional development for women and empower women to help themselves and each other in order to contribute to Colgate’s business success. Build from Local Relevancy with Senior Management Support and Sponsorship , Foster an Inclusive Environment, Impact the Business, Learn From Each Other, Address the Needs of Local Colgate Women, Understand the External Environment, Awareness not Advocacy, Recognize Contributions, Continuously Improve Career Development (CD) Networking (NW) Work Life Integration (WLI) TO BE DEFINED LOCALLY Business Objective Local Area of Focus

CWN China Launch Event

Continuous Improvement / Next Steps • Launch CWN Chapter Piscataway R&D Center • Define launch approach within European geographies • Further expansion in Latin America/Africa/Middle East • Global CWN on-site meeting at Headquarters in New York • Define 5 -year strategy • Add Region and Subsidiary chapters to Global CWN web portal • Continue to aggressively support Colgate’s Winning on the Ground business objectives

Instructions for Q&A To submit questions, click on the question icon in the upper left corner of your screen. Questions will be answered verbally as time allows.

Questions & Answers Moderator: Philip Berry President, Philip Berry Associates LLC Lisa Gable Arisa Batista Cunningham Diversity Center of VP, Global Diversity, Competence - Global MD&D Group Women's Initiatives IBM Johnson & Johnson Eugene Kelly Worldwide Director, Global Diversity & Inclusion Colgate-Palmolive Company

Moderator Closing Philip Berry President Philip Berry Associates LLC

Closing Angela Johnson Meadows Editor-in-chief Diversity Best Practices

Upcoming Events September 22 nd Best of Congress and WOW! Celebration Breakfast – Washington, DC September 23 rd Best Practice Session: The Role of Diversity in Talent Acquisition – Washington, DC October 4 th Advancement of Women in Science, Technology, Engineering and Math (STEM) Leadership Summit – New York City October 26 -28 th 100 Best Companies Work. Life Congress – New York City For more information, visit www. Events. By. WMM. com and www. Diversity. Best. Practices. com

Please take a few minutes to complete this evaluation. It will help us in preparation for the next webseminar! Please visit the link below: www. surveymonkey. com/s/Global. Webseminar. Evaluation Thank you for attending!