MANAGING WORKFORCE DIVERSITY ALTRIA GROUP, INC. Managing Workforce Diversity in Altria Group, Inc Kenda Johnson Xavier University of Louisiana BSAD 3140 Dr. Charlotte Broaden April 2, 2006

Managing Workforce Diversity Discrimination in the United States became a heated issue in the 1960s. President John F. Kennedy established the Committee on Equal Employment Opportunity. The Civil Rights Act was established by President Johnson in History

Managing Workforce Diversity The Age Discrimination Act and the Pregnancy Discrimination Act were initiated in 1978 during President Nixon’s term. Subsequent years the Americans with Disabilities Act (1990) and the Civil Rights Act of 1991 were passed. History (Cont’d)

Managing Workforce Diversity Diversity in the work place is happening at a slow pace. Stephen A. Butler, co-chair of the Business-Higher Education Forum, “believes that diversity is an invaluable competitive asset that America cannot afford to ignore.” Managing diversity is a challenge to most management. Diversity Within a Corporation

Managing Workforce Diversity Continuous training is the solution to successfully managing diversity. The four layers of diversity are: personality, internal dimensions, external dimensions and organizational dimensions. Managers must recognize and understand their own biases. Training

Altria Group, Inc.: Managing Workforce Diversity – Includes Phillip Morris USA and Kraft Food – Consumer goods company – Based in New York, NY – Employs 59,000 US employees – $64 billion in annual revenue General Company Information

Altria Group, Inc.: Managing Workforce Diversity – Named number one for Diversity by DiversityInc. in 2005 #1 in the Top 10 Companies for Recruitment & Retention #2 in the Top 10 Companies for African Americans #2 in the Top 10 Companies for Asian Americans #3 in the Top 10 Companies for Executive Women #6 in the Top 10 Companies for Supplier Diversity – Named one of “America’s Top Corporations for Women Business Enterprises by Women’s Business Enterprise National Council in 2004 and 2005 Awards and Recognition for Diversity

Building a comprehensive workforce that resembles our society Open and honest communication to share diversity programs and results Recognition of managers and employees who get results while utilizing the potential of diversity Respect for each employee as a whole person with different identities, abilities, life styles and family lives extending beyond the workplace Altria Group, Inc.: Managing Workforce Diversity Commitment to Diversity

Executive commitment and involvement Employee involvement Communication Tracking and measurement Altria Group, Inc.: Managing Workforce Diversity Strategies for Managing Workforce Diversity

Interview with Edith Chen, Senior Director of Leadership Development and Diversity Altria Group, Inc. Q1: What were the most important organizational practices that led to Altria's appointment as the #1 Company for Diversity in 2005? – Answer: There are six avenues we cover: Training/Development- “There is diversity training online and live courses for new employees” Employee Councils- “We consider these councils important part of the workforce management system” Integration w/ Human Resource Program- “We actively engage in recruiting women and people of color” Supplier Diversity (program to help minority businesses) Work Life Flexibility- “This is the key to retaining women” Global Expansion Program- “We’re committed to building a generation of leaders that work globally”. Conducted Friday, March 31, 2006

Interview with Edith Chen Continued… Q2: What does the future hold for Altria's management of workforce diversity? – Answer: In the US, we strive for continuous improvement in our diversity programs. We have been doing this for over thirty years and have won awards, but there is still room for improvement. It also means figuring out what global diversity means. Domestic diversity issues like race and gender have given way to questions of religion and nationality.

Altria New Hire Diversity