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Keywords: Yahoo, Monster, economy, diversity newsletter
Even in this tough economy, progressive companies, especially those on The DiversityInc Top 50 Companies for Diversity® list, are maintaining or even escalating their commitment to diversity. But not Yahoo! and Monster, two companies that have never participated in the DiversityInc Top 50. To find out how diversity will withstand this recession, read “Why the Recession Won’t Kill Corporate Diversity Programs.”
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Yahoo! announced in its Dec. 2 newsletter to subscribers that it is pulling the plug on its diversity newsletter. Yahoo! encouraged subscribers to sign up for general job alerts.
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Here’s what Yahoo! readers saw:
As for Monster, its publicly touted diversity focus–and chief diversity officer Steve Pemberton–are gone, and the company won’t talk about it. Despite three inquiries from DiversityInc, Monster maintains “no comment” on why its “commitment” to diversity is apparently gone.
Looking at both companies’ web sites, it’s clear there is no “commitment.”
Yahoo’s company web site has no mention of diversity on the homepage. And aside from touting being ranked by the Human Rights Campaign as one of the 100 best places for LGBT people to work, there is no mention of diversity on the Yahoo! Careers page either. And don’t think about typing in “diversity” as a keyword in the job search box–it yields no results.
And the same goes for Monster. Monster also has no mention of diversity on its corporate homepage or in its “Work for Us” section where company job opportunities can be found, and a search for “diversity” takes you to a blank page.
While Monster and Yahoo! don’t get diversity during these tough economic times, more progressive companies do. Here’s what they said:
“We never want to stop recruiting,” says Allen Thomas, chief diversity officer and managing partner for Deloitte LLP, No. 16 in the DiversityInc Top 50. “We want to have access to the talent pool as it’s changing. We, the country, will come out of this economic downturn, and those companies that took a longer view of recruiting will be in a better position to take advantage of recruiting.”
“Even though we are cutting back on hiring, we really want young undergrads and new generations [who] are more diverse,” says Liza Gutierrez, executive director of global diversity at Cummins, No. 20 in the DiversityInc Top 50.
“We have continued to hire; however, hiring has greatly decreased this year, considering our current business environment,” says Charlotte Neal, chief diversity officer for Toyota Motor North America, No. 48 in the DiversityInc Top 50. “Diversity and inclusion remains relevant through regular reviews of our talent pipeline to include recruiting/sourcing strategies, talent-availability studies, career development [and] succession planning through partnership with human resources.”