By Diversity, Equality & Inclusion | Editorial credit: Michael Vi / shutterstock.com 

In recent years, issues of Diversity, Equality, and Inclusion (DEI) have risen to the forefront of corporate responsibility, especially in Fortune 500 companies. Companies that effectively address DEI concerns, particularly those aimed at supporting underrepresented groups such as Black and Latino employees, have garnered attention for their leadership and innovation. Among these companies, Johnson & Johnson, AT&T, and Hilton have been consistently ranked highly for their initiatives that promote workplace inclusion and their charitable contributions to causes supporting these communities.

This analysis provides a comprehensive overview of the DEI programs at Johnson & Johnson, AT&T, and Hilton. We will examine the structure, goals, and impact of these programs, discuss their current status, and provide contact information for program managers who oversee these initiatives.

1. Johnson & Johnson

Overview of DEI Programs

Johnson & Johnson (J&J), one of the largest healthcare companies in the world, has long been committed to fostering diversity and inclusion in the workplace. J&J views diversity as not only a moral imperative but also a driver of innovation, creativity, and better business outcomes. The company’s DEI efforts are broad, focusing on gender, race, ethnicity, and other underrepresented groups.

For Black and Latino employees, J&J has developed several key initiatives aimed at increasing representation in leadership, promoting inclusive workplace practices, and engaging with external communities through charitable contributions.

Key DEI Initiatives

1.1. Employee Resource Groups (ERGs)

J&J’s Employee Resource Groups (ERGs) are central to their DEI strategy. The company has established African American Leadership Council (AALC) and Hispanic Organization for Leadership and Advancement (HOLA) ERGs to specifically support Black and Latino employees. These ERGs focus on networking, mentoring, professional development, and leadership opportunities.

• African American Leadership Council (AALC): This ERG is dedicated to providing professional development opportunities for Black employees, fostering inclusive leadership, and promoting internal dialogue about race and equity. It also supports J&J’s recruitment efforts by working to attract and retain Black talent.
• Hispanic Organization for Leadership and Advancement (HOLA): HOLA serves as a resource for Latino employees, focusing on career development, advocacy for Latinos in leadership, and promoting a culture of inclusion. HOLA works to advance the representation of Latino professionals across all levels of the company.

1.2. DEI Leadership Acceleration Program

The DEI Leadership Acceleration Program is designed to help elevate high-potential employees from underrepresented groups, particularly Black and Latino employees, into leadership roles. This program includes leadership coaching, mentorship, and access to senior executives within the company. The goal is to ensure a diverse talent pipeline for future leadership positions.

1.3. Charitable Contributions

Johnson & Johnson is also committed to making a positive impact on Black and Latino communities through its corporate social responsibility (CSR) efforts. The company regularly partners with organizations such as the National Urban League, National Council of La Raza (now UnidosUS), and United Negro College Fund (UNCF). In 2021, J&J pledged $100 million over five years to advance racial and health equity, with a focus on improving health outcomes for Black and Latino communities.

Current Status of Programs

J&J’s DEI initiatives are ongoing, with regular reporting on progress and impact. The company releases an Annual Diversity & Inclusion Impact Review, detailing its success in improving representation, pay equity, and leadership diversity. The ERGs and leadership programs are continuously evolving to address the changing needs of the workforce and external environment.

Contact Information

• Program Manager for DEI Initiatives at Johnson & Johnson:
  Name: Wanda Bryant Hope
  Title: Chief Diversity, Equity, and Inclusion Officer
  Email: wbryantho@its.jnj.com
  Phone: (732) 524-0400
  Website: www.jnj.com

2. AT&T

Overview of DEI Programs

AT&T, a global leader in telecommunications and media, has been at the forefront of promoting diversity and inclusion both in the workplace and through its charitable endeavors. AT&T has consistently been recognized for its support of Black and Latino employees, as well as its efforts to close the digital divide and create educational opportunities for underrepresented communities.

Key DEI Initiatives

2.1. AT&T Employee Networks

AT&T has a strong network of Employee Resource Groups (ERGs) designed to promote inclusion and provide a support system for underrepresented employees. Two notable ERGs include the AT&T Community Network (ACN) and HACEMOS, which cater specifically to Black and Latino employees, respectively.

• AT&T Community Network (ACN): ACN focuses on supporting African American employees by fostering professional development, networking, and mentorship. ACN also works closely with AT&T’s recruitment team to improve representation at all levels, particularly in leadership roles.
• HACEMOS: HACEMOS is AT&T’s ERG for Latino employees. Its mission is to develop and promote Latinos in leadership positions through education, mentorship, and career development programs. HACEMOS also engages in community outreach by providing scholarships for Latino students and supporting initiatives that promote STEM education among underrepresented groups.

2.2. Aspire Program

The AT&T Aspire Program is one of the company’s flagship initiatives aimed at addressing educational disparities in Black and Latino communities. Through Aspire, AT&T has committed more than $600 million since its inception to help students from underserved communities graduate from high school and succeed in college. The program focuses on increasing access to technology, providing scholarships, and offering mentoring programs for students from low-income Black and Latino families.

2.3. Supplier Diversity Program

AT&T has also implemented a robust Supplier Diversity Program to ensure that Black- and Latino-owned businesses are included in its procurement processes. The company spent $13 billion with diverse suppliers in 2020, with a significant portion of that investment going to businesses owned by people of color. AT&T aims to create economic opportunities and build wealth in Black and Latino communities through these efforts.

Charitable Contributions

AT&T’s philanthropic efforts are deeply aligned with its DEI strategy. The company regularly partners with organizations like the Hispanic Scholarship Fund (HSF), National Action Network, and NAACP Legal Defense and Educational Fund to provide scholarships, legal assistance, and educational resources to Black and Latino communities. In response to racial inequities, AT&T has pledged to donate $10 million over the next decade to initiatives that promote social justice and combat systemic racism.

Current Status of Programs

AT&T’s DEI programs are continuously being expanded, with an increased focus on digital equity and representation. In its most recent Corporate Responsibility Report, the company highlighted its progress in increasing the representation of Black and Latino employees in leadership roles and its ongoing commitment to closing the digital divide through programs like Aspire.

Contact Information

• Program Manager for DEI Initiatives at AT&T:
  Name: Corey Anthony
  Title: Senior Vice President, Chief Diversity and Development Officer
  Email: diversity@att.com
  Phone: (210) 821-4105
  Website: www.att.com

3. Hilton

Overview of DEI Programs

Hilton, one of the world’s largest hospitality companies, has been a leader in promoting diversity and inclusion, especially for Black and Latino employees. Hilton’s Global Diversity & Inclusion (D&I) Strategy is designed to create a culture where all team members feel valued and included. This strategy is supported by various internal programs, initiatives, and community partnerships aimed at improving representation and inclusion within the company.

Key DEI Initiatives

3.1. Thrive@Hilton Program

Hilton’s Thrive@Hilton program is a comprehensive initiative designed to support team members’ personal and professional growth. The program includes targeted efforts to improve the representation of Black and Latino employees in management and executive roles.

• Leadership Development: Thrive@Hilton offers mentorship and career development programs aimed at elevating underrepresented talent, particularly Black and Latino employees, into leadership positions. The program also provides tuition assistance and professional certifications to help employees advance their careers.

3.2. Team Member Resource Groups (TMRGs)

Hilton has a variety of Team Member Resource Groups (TMRGs) to support diverse employees. Two of the most prominent TMRGs are Hilton’s Black Team Member Resource Group and Hilton’s Latino Network.

• Hilton’s Black Team Member Resource Group: This TMRG provides Black team members with opportunities for networking, leadership development, and community outreach. The group also plays a key role in promoting an inclusive work environment by offering workshops and cultural events that foster understanding and inclusion.
• Hilton’s Latino Network: Hilton’s Latino Network focuses on advancing the careers of Latino employees through mentorship, leadership training, and professional development. The network also works to increase the representation of Latinos in leadership positions and promote a culture that values diversity and inclusion.

3.3. Open Doors Academy

Hilton’s Open Doors Academy is a training program designed to increase access to job opportunities for young people from underrepresented communities, including Black and Latino youth. The program offers hospitality training, internships, and career pathways for participants, many of whom come from economically disadvantaged backgrounds.

Charitable Contributions

Hilton is deeply committed to giving back to Black and Latino communities. The company regularly supports organizations such as Hispanic Heritage Foundation, UNCF, and 100 Black Men of America through charitable donations and partnerships. Hilton’s Hilton Effect Foundation has also provided grants to minority-led organizations working to promote education, entrepreneurship, and disaster relief in Black and Latino communities.

In 2020, Hilton pledged to contribute $5 million to organizations that address racial justice and support economic empowerment for Black and Latino communities. These contributions are part of Hilton’s broader commitment to combat inequality and create a more inclusive society.

Current Status of Programs

Hilton’s DEI programs are well-established and continue to make significant progress in increasing the representation of Black and Latino employees across the organization. In its 2021 Diversity & Inclusion Report, Hilton highlighted its efforts to expand leadership opportunities for underrepresented groups and its commitment to fostering a culture of inclusion. The company continues to partner with external organizations to provide support to Black and Latino communities through philanthropic efforts and community engagement.

Contact Information

• Program Manager for DEI Initiatives at Hilton:
  Name: Laura Fuentes
  Title: Chief Human Resources Officer
  Email: laura.fuentes@hilton.com
  Phone: (703) 883-1000
  Website: www.hilton.com

Conclusion

Johnson & Johnson, AT&T, and Hilton are industry leaders in promoting diversity, equality, and inclusion, especially in their efforts to support Black and Latino employees. These companies have implemented innovative programs to foster an inclusive work environment, elevate underrepresented talent into leadership roles, and contribute to the economic and social empowerment of Black and Latino communities.

Through Employee Resource Groups, leadership development programs, and extensive charitable contributions, these organizations not only strengthen their internal DEI efforts but also make a meaningful impact on the communities they serve. As they continue to evolve their programs and commitments, Johnson & Johnson, AT&T, and Hilton set a powerful example for other companies seeking to promote racial equity and inclusion in the workplace and beyond.

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