The recession hit shortly after the formation of MillerCoors, and while many cut costs, MillerCoors remained committed to its diverse people, consumers and communities, increasing diversity investments, which have tripled since the joint venture.
For example, MillerCoors launched its first Employee Resource Group (ERG) Forum to support champions of its D&I (diversity and inclusion) strategy, strengthen individual competencies, build personal networks and better position themselves and the broader business for growth. Since 2012, the African-American Forum was successful in elevating capabilities to support recruitment, development and retention. This time, MillerCoors expanded to all ERGs with 200 attendees.
Select attendees were chosen to join the planning committee. Activities over the two days included a Q&A with SLT, efficacy training, a keynote from the president of the Thurgood Marshall College Fund and ERG-sponsored development workshops. MillerCoors’ head of strategy closed the forum with a workshop designed to help ERG leaders better align activities with the company’s broader business objectives.
With a 70% strength benchmark, results included: 88% overall event value, 98% were motivated to take ownership of professional growth, 86% believe content helped them build capabilities to support growth objectives, and 86% believe MillerCoors is a place where diverse talent can grow careers.
In addition, The Diversity & Inclusion Summit included 200 attendees (leaders, HR and select D&I champions). MillerCoors ditched the traditional approach of presenting progress, opportunities and plans and instead focused on accountability and development by equipping leaders with the tools and capabilities required to embed D&I competencies into their work to deliver impactful change.
Results included a 94.3% event value, +10.6% in average segment value over 2014, 95% were motivated to more positively impact D&I, and 87% felt equipped with the tools to be more inclusive leaders.