Each Honor Roll employer demonstrates a number of Best Practices. Read some stellar examples of what makes Honor Roll companies Companies That Care!
CBRE: http://www.cbre.com
This year is CBRE’s 9th time on the Honor Roll. The global commercial real estate company, and one of the larger employers on the Honor Roll with 70,000 employees worldwide, sustains its work environment and organizational culture through its defined and widely communicated values. Its RISE (Respect, Integrity, Service, and Excellence) values guide the daily behavior of all employees and are reinforced by the company’s leadership, programs, and policies. With its high level of merger and acquisition activity, CBRE ensures the human toll is considered when transitioning the new businesses into its operations. The transition process is characterized by extensive education and communication as well as extending the length of some legacy benefits to the advantage of incoming employees. All employees have greater flexibility and CBRE’s customers have more access to the company with its Workplace360 project. The foundational objectives of Workplace360 are improving the way employees work, optimizing assets, and generating business. In addition to the increased flexibility and access, Workplace360 has resulted in lower space costs, more collaboration, and upgraded technology. Committed to having a diverse employee population, CBRE collaborates with the Posse Foundation, Commercial Real Estate Women’s Network, and Real Estate Associates Program to educate and expose women and people of color to the industry. Affinity groups, fully supported by CBRE’s leadership, help create a sense of belonging for employees and are important resources to help the company achieve its diversity and inclusion objectives. The company’s progress is tracked and widely communicated. CBRE also cares for the planet. It was the first in its industry to achieve carbon neutrality in its operations and it encourages innovation and collaboration to do even more through its Real Green Research Challenge and Green Week. All of these actions taken to benefit people and the planet have led to strong, sustained business performance for CBRE.
Enterprise Fleet Management, Inc.: http://www.efleets.com
Enterprise Fleet Management, Inc. has been named to the Honor Roll for 10 consecutive years and is the fifth employer to reach this milestone! Since its inception, the company has had Founding Values that mirror the 10 Characteristics of Socially Responsible Employers and that serve as a plumbline for its business activities. Those in the company truly believe great things happen when everyone listens to each other and to customers. This employer is committed to employee retention and work/life balance. To demonstrate that commitment, the company hired additional sales personnel when organizational growth (a key business objective) could have negatively impacted work/life balance. They also provided laptops and other technological resources to give employees some flexibility about where and when they work. When the company decided to merge two local sales offices and the commuting distance increased for some employees, financial relief was approved for those employees to compensate them for the additional mileage and to retain them. Enterprise Fleet Management has goals of being culturally adept and to having a workforce that mirrors the communities it serves. People of color and women are mentored and encouraged to network within the company to learn about best practices and strategies for success. Enterprise’s commitment to diversity and inclusion extends to its suppliers and to its volunteerism efforts.
Sysmex America, Inc.: http://www.sysmex.com
Sysmex America, Inc. (SAI), on the Honor Roll for 8 years, has a strong focus on employee engagement, customer satisfaction, and community support. Knowing that customer engagement can be affected by how employees feel about their employer, SAI makes significant investments in development, benefits, and recognition programs. The company’s development programs help prepare leaders of others to be skilled in doing so, enable employees to earn degrees as well as enhance their skills, and are delivered online or in classroom. SAI offers a competitive benefits program and provides employees opportunities to participate in a variety of wellness programs. Teamwork and collaboration are part of the organization’s DNA and helps employees across the company build relationships while achieving business objectives. One outcome to SAI’s investment in its employees is that its customer loyalty is among the highest in SAI’s industry. Diversity and inclusion are important to SAI. Employees partner with charities to strengthen communities for all residents. AIM High is one of SAI’s philanthropic endeavors. Internally, the company has made significant progress with its attraction and retention goals, having achieved 94% of its goals regarding women, 84% of its goals regarding people of color, and a representation of veterans 7% above the national benchmark. In all that it does, this medical diagnostics company of less than 1000 employees strives to maintain a “triple bottom-line” focus and keeps that in front of employees with regular communications and reinforcement of wins.
WellStar Health System: http://www.wellstar.org
WellStar Health System, being recognized as a 9-time Honor Roll employer, has established itself as an innovative organization committed to sustainable practices for its workplace and communities. WellStar’s Leadership and Board of Trustees weigh carefully all major business decisions as to how those decisions may impact: 1) employees and their families, 2) patients and the care they receive, and 3) the community and their preception of WellStar’s commitment to their well-being now and in the future. Open and transparent communication, listening to employees and patients, implementing ideas that result in improvements, teamwork, holding leaders and their departments accountable, continuous education, and regular fun activities are all ingredients that help WellStar have an engaged workforce and satisfied patients. WellStar’s Leadership believes that a diverse team member population adds richness, depth, and breadth to the organization. With continued emphasis on its diversity policies and practices, WellStar’s workforce becomes more diverse each year. Some highlights include: about 50% of its 2014 hires were people of color, 33% of team members are over 50, 40% of senior leaders are women, 19.4% of managers and leaders are people of color, and 29% of employees promoted in 2015 were non-Caucasian. WellStar also addresses the needs of its diverse patient population by offering language interpretation services and ensuring employees receive cultural information.
