2017 ALPFA BOSTON CHAPTER
Executive Leadership Series
BREAKING THE DIVERSITY CODE: UNLOCKING THE IMPACT ON THE BOTTOM LINE
ALPFA Boston is kicking off the first event of the Executive Leadership Series. “Breaking the Diversity Code: Unlocking the impact on the bottom line” – a dialogue on how diversity and inclusion efforts are changing and the need to show the impact on the bottom line. We will be examining how diversity is innovating within their organizations and the impact it is making on service delivery to clients, customers and overall business. Training and development programs have traditionally centered on meeting compliance initiatives. This conversation goes beyond that to explore impact and proved the participant with actionable steps on how to replicate the innovative ideas shared within their own organizations!
Background & Context
Even the most diligent and well thought out training programs, coupled with regulations and compliance, cannot foster or embed true work place diversity. The business case for diversity and inclusion is now generally accepted and seems to be a part of every leader’s dialogue. The reality is that most business still struggle to understand the correlation to this work and the impact it has on the bottom line. Leaders see this as being critical to the business but how do organizations move this work outside of traditional programs? How can they look outside the box and implement innovative ideas to truly impact the bottom line. What role does diversity supplier work? What about the impact to your clients and customer? How does this work impact the “employer of choice” brand and set you apart from others as you compete for talent? What do business leaders need to understand about diversity?
Today’s trend reflect an ever increasing shift of efforts made by leading companies to both add diversity to their workforce while reaching out to an increasingly varied marketplace. The business case for diversity and inclusion is related to growth in market share and the return on investment for companies. Study after study shows that companies and organizations with top Diversity and Inclusion programs and leadership have a stronger and consistent return on investment and outperform in the stock market as compare to those that do not have these programs. In his article in the American Sociological Review, "Does Diversity Pay? Race, Gender, and the Business Case for Diversity", Professor Herring's 2009 research of 506 U.S. organizations showed that organizations with greater racial and gender diversity performed better in terms of sales revenues, number of customers and market share. Numerous studies have shown that companies that increase the diversity in their supply chain end up with lower purchasing costs
What does a diverse employee base bring to a company? It brings more knowledge, different perspectives and experiences, enhanced creativity and increased generator of ideas. All of these help ensure an organizations competitiveness in a highly and increasing competitive climate. Diversity and Inclusion is a critical business practice that has long lasting and deep rooted positive return on investment and has wide ranging benefits for both the company and the employees. The Sodexo Corporation is a great example of an organization that experienced significant return on investments as result of diversity and inclusion initiatives. For every $1 it has invested in mentoring, it has seen a return of $19, according to the company’s senior vice president and global chief diversity officer, Dr. Rohini Anand.
The work of diversity and inclusion in the workplace, is above all, a process of education. People must understand the correlation between a diverse work place and a positive business results. Education can take many forms and so thinking outside the box and bringing innovative ideas to the table are a must. We must come out from under the same routines of the work and find new ways to engage in the work and create results. Whether your client is a customer, a community or a global entity, the driver of success for all these exchanges stem from the connectivity that exists among them. Let’s explore how a bank, a health care retailer and a health care organization all embark on a journey of diversity and inclusion and the client/customer connectivity.
1. Provide stakeholders a platform to share best practices on how targeted and innovative D&I efforts are impacting organizational performance
2. Explore what other key leaders across organizations are currently doing to strengthen their D&I programs
3. Understand the role that top leaders make in ensuring that D&I efforts are implemented and demonstrate the correlation to the bottom line
4. Identify challenges to recruitment, retention, and development as it pertains to D&I efforts
5. Provide an opportunity for key leaders to partner in creating Plans of Action on how to overcome challenges and drive innovation with clients, customers and their employees
Date: Wednesday, April 19, 2017
Time: 5:30 p.m. – 8:30 p.m.
Location: Babson College, Downtown Campus, 100 High Street, Boston, MA
5:30pm-6:00pm Registration and Networking
6:00pm-6:10pm Welcome Remarks – Jessyca Feliciano, ALPFA Boston Immediate Past President
6:10pm-6:45pm Panel Discussion
· Moderator: Randy Martinez, Director, Strategic Diversity Management, CVS Health
o Bob Rivers, Chairman and Chief Executive Officer, Eastern Bank
o David Casey, VP Workforce Strategies and Chief Diversity Officer, CVS Health
o Juan Lopera, VP of Business Diversity, Tufts Health Plan
6:45pm–7:30pm Table Discussions
7:30 pm- 7:55pm Debrief Discussion
7:55pm – 8:00pm Closing Remarks – Enna Jimenez, ALPFA Boston Chapter President
8:00pm Program Concludes
8:00 – 8:30pm Networking
Director, Strategic Diversity Management, CVS Health
Randy has been with CVS Health for 11 ½ years. He worked In Communications, overseeing all community relations and related public relations activities within the company's central and eastern retail divisions, consisting of 22 of the 44 states where CVS Health operates, including Puerto Rico and the District of Columbia.
In his role, he supported a five-year, $25 Million philanthropic initiative called CVS Caremark All Kids Can which was designed to support programs for children with disabilities, along with supporting other areas of philanthropic focus, such as programs for the uninsured and underprivileged.
He and his former team were responsible for awarding up to $75M annually in philanthropic and corporate contributions through community grants, disaster relief, product donations, two chainwide annual campaigns (ALS and St. Jude), and an end-of-the year Employee Giving Campaign.
Randy has been in public-community relations for 25 years, and prior to coming to CVS Health, he helped revamp and manage national advocacy organizations out of Washington, DC where he started his career.
While in DC he focused on developing value propositions on behalf of niche market, nonprofit organizations and creating a “needs exchange” between Corporate America and the organizations he represented. A majority of his work was spent in Washington lobbying through social and business issues pertinent to the Latino communities and markets, and building strategies to streamline communications and access to business and government within and throughout communities and the marketplace.
As Director of Strategic Diversity Management, Randy is responsible for researching, recommending and executing the company’s enterprise Strategic Diversity Management strategy in support of the company’s Prescription Benefits Management (PBM), Specialty Pharmacy and International Business Units. He serves as the primary advisor to the VP of Workforce Strategies and Chief Diversity Officer and provides strategic advice and counsel to the company’s leadership on diversity management goals and strategies into all business and planning processes and practices.
Randy holds a Master of Business Administration from the F.W. Olin Graduate School of Business at Babson College and a bachelor of Arts in English from George Mason University.
Chairman and Chief Executive Officer, Eastern Bank
Bob is Chairman and Chief Executive Officer of Eastern Bank, America’s oldest and largest mutual bank and the largest independent community bank headquartered in Massachusetts, with $10 billion in assets and over 120 offices.
Bob is involved extensively in the community, serving on the Board of Directors of The Dimock Center, the Greater Boston Chamber of Commerce, the Massachusetts Business Roundtable, Jobs for Mass, The Lowell Plan, and the Lawrence Partnership. He also is a member of the Board of Trustees of Stonehill College and the Northern Essex Community College Foundation, the Board of Corporators of Lowell General Hospital, and is a member of the City of Boston’s Women’s Workforce Council, Environmental League of Massachusetts’ Corporate Council, ALPFA Boston’s Corporate Advisory Board, and Massachusetts Immigration & Refugee Advocacy's New Americans Integration Institute Advisory Board, in addition to providing support and guidance to numerous other non-profit organizations.
Named after the late Senator Robert F. Kennedy, Bob’s passion for advocating for social justice causes and sustainability issues is the result of a personal and professional journey that began early in his life. Bob has been recognized by The Boston Globe, Boston Business Journal, The Partnership, Get Konnected!, Color Magazine, the Massachusetts Immigration & Refugee Advocacy (MIRA), Asian American Civic Association (AACA), Association for Latino Professionals in Finance & Accounting (ALPFA), El Planeta, the Massachusetts Transgender Political Coalition, The Theater Offensive and The Ad Club for his work in championing diversity and social justice.
VP Workforce Strategies and Chief Diversity Officer, CVS Health
David L. Casey is Vice President of Workforce Strategies and Chief Diversity Officer for CVS Health, the nation’s largest pharmacy innovation company with $143 billion in revenue and more than 243,000 colleagues in 49 states, the District of Columbia, Puerto Rico and Brazil.
In this leadership role, Casey is responsible for formulating the company’s workforce strategies, with accountability for strategic diversity management, EEO/affirmative action and workforce initiatives. He also serves as the president of the CVS Health Employee Relief Fund, a public charity designed to help CVS Health employees during unanticipated and unavoidable financial hardships and emergencies.
Previously, Casey served as the Vice President, Workplace Culture and Chief Diversity Officer at Anthem, the nation’s largest health insurer by membership, where he led the development and implementation of enterprise wide workplace and diversity management strategies for 42,000 associates, positioning Anthem as one of the top companies in the U.S. for diversity.
Casey is an eight year veteran of the United States Marine Corps, having served in Operation Desert Storm.
Active in the community, Casey serves in an advisory and board of director capacity for several national and local organizations, including the Department of Labor’s Advisory Council on Apprenticeship, Greater Providence Chamber of Commerce, Skills for Rhode Island’s Future, Year Up- Providence, USBLN and the Urban League of Eastern Massachusetts. He also serves on the advisory boards for the Human Capital Executive Research Board, the i4CP Chief Diversity Officer Board and the National Association of African Americans in HR.
Through his work and expertise, Casey has earned several professional service accolades, including induction as a Fellow into the National Eagle Leadership Institute, and has helped contribute to CVS Health’s place on major public rankings, including Diversity Inc’s Top 25 Noteworthy Companies, 100% on the Human Rights Campaign Corporate Equality Index and Fortune’s annual list of the World’s Most Admired Companies, a leading report card on corporate reputation.
With more than 20 years of experience, Casey is recognized as an expert in the field of diversity management, and has been published or cited in Forbes, the Wall Street Journal, New York Times, The Atlantic, Diversity Inc, Profiles in Diversity Journal, Diversity Global and Diversity Executive, and has appeared on the television series, American Profiles, with Lou Gossett, Jr.
VP Business Diversity, Tufts Health Plan
Juan is responsible for company-wide efforts to identify and implement strategies to grow Tufts Health Plan's presence in diverse communities, comprising members, providers, brokers, employers, employees and vendors. Previously, Juan was the company's director of health care services where he led various strategic initiatives, including medical cost management and provider contracting strategy and analytics. Prior to joining Tufts Health Plan in 2010, Juan held management positions at Blue Cross Blue Shield and Deloitte Consulting.
He serves on several boards including The Dimock Center Foundation Board, ALPFA Boston's Corporate Advisory Board, the State of Massachusetts Health Information Technology Council and ConsejoSano's Advisory Board.
Juan's leadership has not gone unnoticed as he has received several recognitions including the 2016 Get Konnected's 100 Most Influential People of Color in Boston, 2016 El Planeta's Powermeter: Most Influential People for the Hispanic Community, 2015 Boston Business Journal's 40 Under 40, 2015 Whittier Street Health Center's Men's Health Champion, ALPFA's National 2013 Most Promising Business Professional and the 2011 Medical Law Report's Rx for Excellence Leader in Quality.
Juan earned a B.S. from the School of Management at Boston College. He is originally from Medellin, Colombia and resides in Waltham, MA.
Established in 1972, ALPFA is the leading Latino professional organization focusing on developing Latino business leaders in the United States. With 43 professional chapters and over 72,000 members nationwide, ALPFA is dedicated to enhancing opportunities for Latinos and building leadership and career skills. The Boston Chapter is one of ALPFA’s largest chapters in the country with over 7,000 members and more than 20 corporate partners.
Please be advised that photographs will be taken at this event for use on the ALPFA website, social media, marketing materials, and other publications. By registering for this event, you consent to ALPFA’s photographing and using your image and likeness.