Kodak 2000 Annual Report Download - page 67

L e a d e r s h i p Last year, Kodak re a f f i rmed its commitment to diver-
sity by naming May Snowden as the company’s first Chief
Diversity Off i c e r. She will guide and direct Kodak’s pro g re s s
t o w a rds its diversity goals with the aims of fully engaging the
talents of all employees and maximizing the support we enjoy
f rom the external communities we serve.
“At Kodak,” Ms. Snowden says, “our commitment to diver-
sity means shaping our culture so that all stakeholders contribute
fully to our success as a global leader in imaging. I believe that
holding ourselves accountable for higher diversity standards will
lead to a healthier business, and to healthier communities as well.”
Kodak is Committed to Diversity as a Wo r k f o rce Strategy A t
Kodak, we know that our prime source of sustainable competitive
advantage is our people and the effectiveness of their work
t o g e t h e r. Diverse opinions and fresh ideas create the most com-
petitive solutions. To aggressively re c ruit people of color (POC)
and women, we have part n e red with colleges and universities
that historically graduate these students, and attend local, regional
and national conferences and career fairs.
Eastman Kodak Company: United States Wo r k f o rc e
Voice of Employees When our employees were asked about
their workplace, a full seventy-two percent agreed that their
s u p e rvisors demonstrate respect for the styles, personalities,
and viewpoints of others. More than half of all employees agre e
that Kodak is creating an inclusive environment that values diversity.
O ff i c e r s M e a s u rement is the hallmark of Kodak’s commitment to
integration of diversity and inclusion into our day-to-day opera-
tion. Each officer is held accountable for his or her re s u l t s
through the Leadership and Diversity metric of the M a n a g e m e n t
P e rf o r mance Commitment Process (MPCP) that is tied to a por-
tion of compensation. This measures pro g ress in workforc e
diversity and culture transformation. Senior managers re g u l a r l y
m e a s u re pro g ress as part of ongoing operational reviews.
P e rcent Wo m e n P e rcent POC
0 0 9 9 9 8 0 0 9 9 09 80
Total U.S. Employees 3 7 % 3 7 % 3 7 % 2 1 % 2 1 % 2 0 %
B o a rd of Dire c t o r s 3 3 % 3 3 % 2 3 % 8 % 0 % 8 %
Senior Managers,
D i rectors, Managers
and Superv i s o r s 3 0 % 2 7 % 2 7 % 1 2 % 1 1 % 1 0 %
Exempt Individual
C o n t r i b u t o r s 2 9 % 2 9 % 2 8 % 1 1 % 1 1 % 9 %
Nonexempt Contributors 4 1 % 4 1 % 4 1 % 2 5 % 2 5 % 2 4 %
66
2000 Global Diversity
CEO Diversity Aw a rd The Kodak CEO Diversity Aw a rd is pre-
sented annually to a Kodak middle- or senior-level manager
who demonstrates excellence in advancing the company’s
diversity initiatives. Candidates for the award are nominated
by other employees and are judged on the basis of demon-
strated achievements.
In 2000, there were two honorees: Patricia A. Bitnar,
Regional Business General Manager, and Vice President, Kodak
P rofessional, Latin American Region, and Charles S. Bro w n ,
D i rector of Global Manufacturing, and Senior Vice Pre s i d e n t ,
Eastman Kodak Company.
Ms. Bitnar has received many accolades for helping women
and minorities break new ground within the company’s Latin
American Region. Mr. Brown is frequently cited as a role model
for his aggressive eff o rts to create and sustain an inclusive envi-
ronment within Kodak’s Global Manufacturing are a .
Kodak is Committed to Our Communities Kodak contributes to
the vitality of the communities and the strength of the local
economies in which our company does business. Kodak actively
s u p p o rts and promotes eff o rts to strengthen education, econom-
ic development of minority communities, and equal employment
o p p o rt u n i t y. Among the organizations we proudly support are :
N A A C P, National Urban League, National Council of La Raza,
the American Indian Science and Engineering Society and the
Society of Women Engineers.
Supplier Diversity Kodak continues to benchmark against
A m e r i c a ’s leading companies as we accelerate our goals for
Supplier Diversity. By doing business with more minority-owned
and women-owned enterprises, we expand our purc h a s i n g
options, help create new jobs and enjoy increased access to
i m p o rtant markets.
Last year alone, our Supplier Diversity team awarded more
than $240 million in contracts to qualified contractors and sub-
contractors, who are now part of our supplier network. Our sen-
ior purchasing managers have a portion of their future compensa-
tion tied to their success in building upon these diversity accom-
plishments.
E x t e rnal Recognition We continue to establish a standard of
excellence that is recognized extern a l l y. Highlights from the year
2000 include: 100 Best Companies for Working Mothers —
Working Mother magazine /Top 50 Blacks in Corporate
A m e r i c a (Lance Drummond, COO of Kodak Professional) —
Black Enterprisemagazine /50 Top Companies for Hispanic
E m p l o y e es — Latina Stylemagazine /Out & Equal Wo r k p l a c e
Aw a rd — Out and Equal Workplace Advocates.