You probably remember when Mike Hoseus, co-author of the Toyota Culture and former HR Executive for Toyota said this. “My thanks to Dianne Crampton for writing TIGERS Among Us. Wherever I go around the country talking to people about Toyota Culture, I inevitably get questions about organizations other than Toyota that have been able to establish a culture of continuous improvement, trust and respect. I am now happy to have TIGERS Among Us as a resource to support these companies. ….”. Often the best practices of big companies like Toyota don’t translate well to companies with 500 employees or under.
Well, here are the details on Toyota’s recognition. Many of these practices will translate well:
Toyota Receives Inaugural Award of Top Company for Employee Engagement
DiversityInc announced it has named Toyota one of its Top 50 Companies for Diversity®. This list recognizes businesses for their ongoing commitments to diversity in four primary areas: CEO commitment, human capital, supplier diversity, and corporate and organizational communications. Toyota placed 48 out of almost 900 companies vying for inclusion on this year’s list, from industries as diverse as banking, manufacturing, retail and consulting.
“Toyota Motor North America’s increasing emphasis on creating a diverse talent pipeline has paid off”
“We are honored to be included as a Top 50 Company for Diversity by DiversityInc,” said Jim Lentz, Chief Executive Officer, Toyota North America Region. “At Toyota, we believe inclusiveness and diversity are essential to our business and act as a strong catalyst to drive our success.”
“Toyota Motor North America’s increasing emphasis on creating a diverse talent pipeline has paid off,” added DiversityInc CEO Luke Visconti. Quite frankly, Toyota has a new employee funnel and reward and recognition system that turned my head over 5 years ago.
Highlights of Toyota’s recent investments in corporate diversity and inclusion include:
- A doubling of its formal mentoring program to include more than 1,000 employees and more than 600 mentors;
- An almost doubling in membership in its resource groups with a dramatic increase in the percentage of employees who are members of more than one group;
- The addition of a resource group for employees with disabilities and their allies; and
- A 24 percent increase in the percentage of charitable donations to multicultural organizations, bringing Toyota’s support of racial/ethnic, LGBT and disability nonprofits to 40 percent of its overall philanthropy.
In addition to recognizing Toyota as a Top 50 Company for Diversity, DiversityInc also is honoring the company with its inaugural award of Top Company for Employee Engagement. The publication also ranked Toyota eighth on its list of Top 10 Companies for LGBT Employees.
This news comes on the heels of other accolades and honors for Toyota’s corporate diversity and inclusion efforts. It also received the prestigious “Corporation of the Year” award from the National Minority Supplier Development Council (NMSDC). Additionally, Toyota is a member of The Billion Dollar Roundtable, which recognizes business with more than $1 billion in annual spending with certified ethnic and women-owned suppliers.
Toyota (NYSE:TM) established operations in North America in 1957 and currently operates 14 manufacturing plants. There are more than 1,800 Toyota, Lexus and Scion dealerships in North America which sold over 2.3 million vehicles in 2012. Toyota directly employs nearly 39,000 people in North America and its investment here is currently valued at more than $24.5 billion, including sales and manufacturing operations, research and development, financial services and design. Toyota’s annual purchasing of parts, materials, goods and services from North American suppliers totals nearly $30 billion.
DiversityInc was founded in 1998 as a web-based publication, and a print publication was launched in 2002. To see the full ranking of the 2012 DiversityInc Top 50 Companies for Diversity as well as more information on the methodology, visit www.DiversityInc.com/top50.
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