Surprise, surprise: Leaders of international executive search firm Epsen Fuller have noticed severe deficits in diversity at the executive level. And they know of what they speak: The firm is the U.S. member of IMD International Search and Consulting, the 14th largest executive search firm network in the world. The firm’s own research reveals that only 10 percent of Fortune 500 CEOs are women. Among the chief financial officers — a pool for CEO talent — women represent a measly 10 percent in Fortune 1,000 companies. And when it comes to minorities in the top ranks, the numbers dilute even more: Only four percent of minorities are in executive positions.

However Thomas Fuller, director of the Americas and general managing partner at Epsen Fuller/IMD, says that might end in the near future — not necessarily for the right reasons, but because necessity is the mother of, er, integration. He says companies are already asking for a more diverse slate of candidates as the baby boomer generation gears for retirement; the trend will continue, he predicts, eventually giving firms little choice but to consider minorities and women for senior positions.

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Jennifer Melton is the diversity management consultant for F&H Solutions Group, a national HR consulting firm based in Washington D.C. She has had great success in assisting clients like Turner Broadcasting System and Cox Enterprises in their efforts to develop, implement, and measure the success of diversity initiatives. The last step, Melton says, is vital if you want a diversity program to really work. “Benchmarking is an integral part of the planning process—hence the old adage, ‘what gets measured, gets done’,” she says. We asked her to elaborate.
Q: Why isn’t it enough just to create a diversity program?

A: It is important to measure what has been accomplished through the implementation of the diversity program and also to identify areas of opportunity for consideration in the future. In the telecommunications industry, for example, we would conduct research of local and national demographical workforce data reported to the EEOC and the FCC and use that as a baseline to determine our annual goals. Whether you utilize industry-related data or simply set your own independent “measuring stick,” a periodic and analytical review of your progress each year will help you to more clearly measure what programs/initiatives are having a positive impact and which ones require some minor tweaking or elimination altogether.
Q: What’s the first step in measuring effectiveness of a diversity initiative?

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According to the U.S. Census Bureau, nearly one in every 10 of the nation’s 3,141 counties has a population that is more than 50 percent minority. The two largest counties passing the threshold are Denver County, Colorado, and East Baton Rouge Parish, Louisiana, with total populations of 566,974 and 429,073, respectively. Three other counties were in Texas (Winkler, Waller, and Wharton), with one each in Montana (Blaine), New Mexico (Colfax), and Virginia (Manassas Park, an independent city and considered a county equivalent).

Los Angeles County, California, had the largest minority population in the country in 2006. At 7 million, or 71 percent of its total, Los Angeles County is home to one in every 14 of the nation’s minority residents. The county’s minority population is higher than the total population of 38 states, with the largest population of Hispanics, Asians, and American Indians, and Alaska Natives in the country. It also has the second largest population of blacks and Native Hawaiians and Other Pacific Islanders.

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Cinco de Mayo celebrates the legendary Battle of Puebla on May 5, 1862, in which a Mexican force of 4,500 men faced 6,000 well-trained French soldiers. The battle lasted four hours and ended in a victory for the Mexican army under Gen. Ignacio Zaragoza. Along with Mexican Independence Day on Sept. 16, Cinco de Mayo has become a time to celebrate Mexican heritage and culture.

Here are more statistics about U.S. residents of Mexican origin from the U.S. Census Bureau:

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According to the Kansas City Star, a local jury has awarded more than $2.1 million to Melissa Howard, who said she was passed over for a Kansas City judgeship because she was white. A county assistant prosecutor, she was one of three white women who were finalists for the position but claims that the Kansas City Council didn’t choose her because it wanted a racial minority candidate to replace Walsh.

Jurors awarded Howard $633,333 in actual damages and $1.5 million in punitive damages. According the Kansas City Star, the city is self-insured, and any judgment probably would be paid out of its contingency fund, which will total about $5 million after May 1.

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