Kodak 2002 Annual Report Download - page 81

Corporate Info
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• Kodak also found various ways to reuse and recycle waste. In
the last year, the company distributed more than 850 tons of
furniture and electrical equipment for reuse; harvested and
reused more than 11,000 tons of concrete, asphalt, and brick;
and collected for recycling more than 370 million plastic
film canisters.
For the future, we remain steadfast in our resolve to seek
improvement at every turn.
2002 Global Diversity
Leadership
Global diversity and inclusion at Kodak is a journey, and we made
considerable progress in 2002. The company continues its
commitment to creating a fair and diverse workplace in all its
operations around the world. The Global Diversity Leadership
Team, comprised of thirty-four global leaders, fulfilled its
responsibility for launching the company’s comprehensive
integrated diversity strategy. This strategy emerged from our vision
of an inclusive environment in which our employees understand
and leverage diversity to achieve Kodak's business objectives and
maximize the potential of individuals and the organization.
Our journey of inclusion is guided in part by a blue-ribbon
External Diversity Advisory Panel, whose seven members bring
nationally acknowledged credentials to the dialogue of diversity.
This panel successfully concluded its inaugural year with
recommendations to the company’s board of directors that
supported Kodak’s long-term plan. The March 2002 launch of
Kodak's Resolution Support Services (RSS) process was another
diversity milestone. The RSS process provides an alternative
method to help resolve certain disputes between employees and
the company. The process helps drive an environment that fosters
high levels of productivity, innovation, employee satisfaction and
business performance.
Kodak is Committed to Diversity
as a Workforce Strategy
Kodak does business in an enormously competitive global
environment. Our customers and markets span many cultures and
backgrounds, and so must our employees. This philosophy guides
recruitment and retention efforts at Kodak.
In 2002, despite workforce reductions and continuing global
economic uncertainties, the company maintained its diverse
domestic workforce demographics for women and people of color.
Eastman Kodak Company
United States Workforce
% Women % People of Color
Year End 02 01 00 02 01 00
Total U.S. Employees 36% 37% 37% 21% 21% 21%
Board of Directors 30% 36% 33% 30% 21% 8%
Senior Managers,
Directors, Managers
and Supervisors 33% 32% 30% 14% 13% 12%
Exempt Individual
Contributors 28% 29% 29% 12% 11% 11%
Nonexempt Contributors 40% 40% 41% 25% 25% 25%
Voice of Employees
Kodak sponsors employee networks, which support a culture of
inclusion and measure the pulse of cultural developments at the
grassroots level. In 2002 the employee network Empower was
formed, increasing the number of networks to eight. The Empower
network helps foster a supportive work environment for all
employees with disabilities.
In addition, the New Hire Connection (NHC) group was
formally organized in 2002. The NHC’s goal is to increase
retention of new talent at Kodak by providing recent hires with
opportunities for networking, support and education.
Executives
Accountability is a key component of Kodak’s commitment to diversity
and inclusion. Executives are held accountable for their results
through metrics tied to a portion of compensation. This measures
progress in workforce diversity and culture transformation.
CEO Diversity Award
The Kodak CEO Diversity Award annually recognizes a Kodak middle-
or senior-level manager who role-models exemplary leadership and
embraces the mindset and behaviors that lead to a diverse and
inclusive work group. Candidates for the award are nominated by
other employees. Candidates are judged on their ability to leverage
diversity and inclusion to achieve business objectives and maximize
the potential of individuals and the organization.
Kodak selected two winners as recipients of the 2002 CEO
Diversity Award.
Catherine M. Lipari, general manager, Photo Group Customer
Order Services, earned the award for initiatives that included
launching Change Management training for employees, forming
and leading a diversity council in her organization, and enhancing
communications around diversity and inclusion. Lipari works at
Kodak Park in Rochester.
Gerald P. Quindlen, regional business general manager in
Consumer Imaging’s U.S. & Canada organization, and Vice
President, earned the award for his efforts to foster diversity and
inclusion in his large organization, and for his involvement in
career development and employee network activities. He also