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StumbleMGM Mirage, Cox recognized as leaders in diversity
Thursday, March 11, 2010 | 2:05 a.m.
Jim Murren
Debra Nelson
Phyllis James
Sun coverage
MGM Mirage diversity snapshot
Among the 62,157 employees of MGM Mirage, 38,478 are ethnic minorities and 31,390 are women.
During 2008, the latest year for which audited numbers are available, MGM Mirage spent more than $414 million in biddable goods and services with minority-, women- and disadvantaged-owned business enterprises. The company has a purchasing division dedicated to supplier diversity.
Some 200 minority-owned firms helped build CityCenter. MGM Mirage and general contractor Perini Building Co. spent more than $700 million in construction and design contracts with minority-owned firms throughout the five-year CityCenter project.
The company requires minority business participation on all contracts and purchases exceeding $1,000.
DiversityInc comments about MGM Mirage
“Each of the MGM Mirage resorts has a Property Diversity Council consisting of executives and employees. Each council is responsible for planning its diversity agenda and addressing the specific needs of its property related to diversity.”
“MGM Mirage also has excellent diversity training. (Chairman and CEO Jim) Murren is a recent graduate of its Diversity Champion program, one of the first in-depth educational programs of its kind in the gaming industry.”
“The company also has a number of robust mentoring programs, including its Bellagio Executive Mentoring Program, which pairs managers with executive mentors; Aspire, a professional-development program designed for line-level employees and leaders who would like to further their skills and expand their opportunities; DIRECT, designed specifically for experienced managers to broaden their skills, abilities and knowledge to prepare them for director positions; and Management Academy, a professional-development program designed specifically for experienced supervisors and assistant managers.”
“The company currently allocates 55 percent of its philanthropic donations to multicultural nonprofit groups.”
Las Vegas-based MGM Mirage has once again landed on an important national list of the nation’s top companies for diversity.
The casino-resort operator is the only Nevada-based company and the only gaming company on DiversityInc’s 2010 Top 50 Companies For Diversity list issued Wednesday.
Other big companies active in the Las Vegas economy ranked this year include Bank of America at No. 9, Cox Communications at No. 21, JP Morgan Chase at No. 34 and Wells Fargo & Co. at No. 43.
Atlanta-based Cox, with 1,300 employees in Southern Nevada, was hailed by DiversityInc as a “remarkable company for diversity.”
Cox President Pat Esser “signs off on executive compensation tied to diversity, meets regularly with employee-resource groups, personally signs off on diversity metrics and progress and regularly uses the intranet to communicate his diversity commitment to the staff,” DiversityInc said.
“Diversity training is mandatory for the entire work force and is held for a full day every month,” DiversityInc said about Cox, adding the company sets aside 47 percent of its philanthropic endeavors for multicultural charities and has boosted its emphasis on supplier diversity with 17 percent of direct contractors either minority- or women-owned companies.
MGM Mirage was ranked No. 24 by DiversityInc, publisher of DiversityInc Magazine.
MGM Mirage was also on the list in 2006, 2007 and 2009 and was named a “Noteworthy Company” in 2008.
The ranking comes as MGM Mirage continues to emerge from a challenging 2009 in which it and other gaming companies endured the deepest recession in memory on the Las Vegas Strip.
MGM Mirage in 2009 worked through additional challenges including the need to shore up its balance sheet with a public stock offering and debt exchanges; and to finalize financing for its $8.5 billion CityCenter joint venture resort complex that began opening in December.
Through it all, MGM Mirage executives say they continued to stress the company’s diversity programs that for years had been championed by Punam Mathur, senior vice president of MGM Mirage Corporate Diversity and Community Affairs.
Mathur left the company in April to join NV Energy as vice president, human resources.
MGM Mirage’s diversity efforts are now managed by Phyllis James, MGM Mirage senior vice president, senior counsel and chief diversity officer; and Debra Nelson, vice president of diversity and community affairs.
Chairman and Chief Executive Jim Murren has also played an active role in the 10-year-old program.
“I can’t overemphasize the power of having our chairman standing before a group of employees talking about why this is important to him personally,” James said in an interview Wednesday.
The company’s long-standing diversity committee of its board of directors is also a powerful force signaling to managers and employees how important diversity is to MGM Mirage.
New to the program are Chairman’s Diversity Roundtable discussions featuring Murren and other top executives.
“Diversity is an absolutely vital component to the DNA of this company,” Murren told a roundtable in November. “This program is not going away. As long as I have breath in my body and as long as the company wants me around, diversity will remain a core priority. This program is about everyone here at MGM Mirage. You have a vital role. We need to have candid, direct conversations. If you don’t take the responsibility to help us be better, then don’t complain about it. We need all of you.”
MGM Mirage has been considered a leader in diversity in the gaming industry since the early 2000s.
That’s when the company, then known as MGM Grand Inc., came under fire from critics for what they called its inadequate spending with minority suppliers. At the same time, observers were paying more attention to the lack of minorities in the executive ranks of casino companies.
MGM Mirage, long controlled by billionaire Kirk Kerkorian, responded to these circumstances with efforts first championed by then-CEO Terry Lanni and then by Murren.
Those efforts have included formal diversity training for employees and managers; outreach efforts to minority organizations and formal programs to find and hire minority contractors and suppliers.
MGM Mirage has long maintained that championing diversity is not just the right thing to do, but it’s a business imperative as the company seeks to attract and retain minority customers at its casinos and resorts in the United States and China.
That point was noted Wednesday by DiversityInc, which said of MGM Mirage: “One of the best companies anywhere at branding itself as a diversity leader, MGM Mirage has a strong focus on diversity training to create an inclusive workplace as well as culturally competent customer service.”
James on Wednesday said that even as the recession squeezed the company in 2008 and 2009, diversity wasn’t a line item in the MGM Mirage budget that could be cut because diversity is part of the company’s culture.
“It would be like cutting off your right arm,” she said.
This year, the company will continue with its Chairman’s Diversity Roundtables and is also looking at broadening its diversity training so that more front-line employees are included.
MGM Mirage says 9,948 employees, mostly managers, have completed its formal diversity training program.
The company has also stepped up marketing to multicultural groups that in the past may have thought they were not welcome in Las Vegas or couldn’t afford to meet in Las Vegas, James said.
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" The company has also stepped up marketing to multicultural groups that in the past may have thought they were not welcome in Las Vegas or couldn't afford to meet in Las Vegas, James said. "
Or those who listened to Obama who were told by him to stay away from Las Vegas..
AS USUAL, NOTHING ABOUT IMPLEMENTING
E-VERIFY
TO KEEP FROM FRAUDULENTLY HIRING ANY OF THE HUNDEREDS OF THOUSANDS OF
ILLEGAL ALIENS
IN NEVADA.
OR WHAT THESE 'VEGAS COMPANIES ARE DOING TO
WEED OUT THOSE EMPLOYEES HIRED FRAUDULENTLY AND ILLEGALLY AND NOT ENTITLED TO WORK IN THE UNITED STATES.
TYPICAL "WE'RE SO GREAT" PRESS-RELEASE.
So happy for MGM. Good for them. Maybe they can figure out a better way to whittle through their on-line hiring process. One gets a small battery of questions about the job that's listed and if every "box" isn't checked the way their computer system is set up, you're done with applying for that job. You don't even have a chance to send a message, even a short one, why you think you still have what it takes to at least earn an interview.
I have 30 years experience in marketing - and doing it quite successfully with awards and bottom lines from companies to prove it - but because I don't have a degree in it MGM's system won't let me apply. Seems to be very counter productive for a firm like MGM.
NOTE TO chediski: The problem with you is that you are 50 times smarter than the people in marketing at MGM. End of story. Start your own consulting service, team with others that can build a new way of doing business in Las Vegas, and maintain your dignity AND ethics - UNLIKE MGM!!
And, how much are those folks NOT paying their employees, just so they can say they are diverse??? I think a no notice visit by the INS on their properties, might create some "vacancies" . . . .
the sad truth is illegal aliens undertake jobs americans won't do..
Whenever I go to a Cox office to swap out a converter box or upgrade to a dvr, one thing is obvious. Yes, they are definitely diverse, since most of the employees seem to be bilingual. I have seen very few black employees, however. This is simply a case of Cox hiring people who are willing to work for sub par wages.
Welcome to the United States of America.
Having atteneded an intense 3 day Diversity training workshop at the Monte Carlo about a year ago I can tell you the impact was one of the most deeply profound and transformative experiences of my life in the most positive way. This from a person who prior had spent 15 years growing up in Jerusalem and bearing witness to 3 sucessive wars.I came with no expectation thinking perhaphs it would be a lesson in civics or the history of the American civil rights movement.That accounted for only a small portion of what was shared.Many companies and people espouse embracing the mandates of diversification due to federal regulations but do little to perpetuate or personify it through actions.Here we see, feel... touch the anthisis of aphethy. Look closely into the eyes of those pictured above I see no marvolence or sinister spectere.Yet sadly I have seen it in the faces of my peers.As a line level employee.Diversity training equipped me to deal with those encounters and encourge a more positive reception.More than one year later the effect still glows casting a ripple that reverberates through every fiber. I applaud the program it challenges YOU to make a difference. In times such as these when so many are programs that enrich and engage employees are forced into stasis or worse cut entirly it is a cathedral of music without measure. Thank you in more ways than you can imagine. Any doubt listen to the lyrics "My old friend John" a simple yet powerful tribute to people such as these.
P.S. I was born here as were my parents so your therory only illustates my point take the challenge and then maybe .......
It's just a facade of feel-good corporate rah-rah that does NOTHING to help the bottom line of this company, it's employees, shareholders or guests!
HR can't hire now so they have nothing better to do than waste the remaining employees time with diversity training, sexual harassment training, workplace violence training, time clock training etc.! Hundreds of managers wasted 7-8 hours each this week alone sitting in these meetings listing to someone drone on about what is purely common sense
Risk Management has to justify their positions in the same manner.
The loss in productivity and micromanaged workplace regulations stifle anyone with a slightest amount of ambition or enthusiasm.
bdover - You're totally clueless.
Chunky fly right like I have to disagree. If indeed you have attended a workshop as intensive as the three day one that I was fortunate enough to partake of and not come away with something that forever changed how you percieved yourself and the impact each one of us can make then the loss lies with you. You cannot take by force what must be freely given.That is one of the primary goals hence its offering to those in positions of management as well as interested line level employees.The method is entirely creative promoting just such an approach to all manner of problem solving, from the mundane to the esoteric.What you come away with is entirely up to you.It is deeply personal and it effect imeasurable.
More than 50% of MGM's workforce are ethnic minorities! Wow!
Does this properly represent the actual demographics of the real population in Las Vegas? And if not, wouldn't MGM's Human Resources be practicing a form of affirmative action and reverse discrimination?
According to the U.S. Cenus Bureau, this is what I found for Las Vegas:
White (non-ethnic) 74.3%
Hispanic or Latino (of any race) 15.1%
African American 12.3%
Other 5.8%
Asian 4.4%
Two or more races 2.2%
American Indian and Alaska Native 0.8%
Native Hawaiian and Other Pacific Islander 0.1%
Source:
http://factfinder.census.gov/servlet/ACS...
Is it possible that many "non-minorities" who might have been better qualified to fill the 12,000 jobs at MGM's newly open CityCenter, could have been passed over in an effort by MGM Mirage to prove that they're weren't racist in their hiring process?
Wouldn't that be considered just a little over-the-top and extreme for a major American corporation when conforming with the Federal guidelines when hiring with relation to "race, creed, and national origin"? Might this actually be illegal if MGM made such a concerted effort to deliberately hire ethnic minorities?
Are the labor unions responsible for the over-representation of ethnic minorities over the non-ethnic majority? Is "diversity" and "tolerance" really more political than practical? (Years ago I belonged to the Carpenters Union. Yesterday I called to inquire about my future pension and a Hispanic woman who spoke very little English answered the phone.)
Why is it that non-ethnic majorities have been so severely punished in the last several years? Don't they also need jobs? Is this not their country too? Many have roots going back several generations, some to our Founding Fathers? As opposed to new citizens from foreign lands (many who have illegally migrated).
I don't understand MGM's reason to boast of this hiring practice; it almost seems un-American. And in Las Vegas where unemployment is 13%, I would bet that most are non-ethnic and have lived here for many years.
Should out-of-work non-ethnic majorities boycott MGM Mirage for their prejudice against them? Should ALL non-ethnic majorities boycott them?
Or maybe MGM is just kowtowing like a sniffling wimp to the ideologies of the Progressive Democrats (Socialists) who have been running our government. Or, if MGM (and Kirk Kerkorian) really does believe in this philosophy, then that in itself would keep me from spending my money in any of their properties.
In Cairo Egypt MGM Grand manages the New Giza hotel - Is that property staffed with over 50% of the workforce being Caucasian Americans, or did they hire the a fair percentage of the indigenous people?
Federal Equal Employment Opportunity Commission
Race discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion.
http://www.eeoc.gov
Although they do not take charges over the phone, you can get the process started over the phone. You can call 1-800-669-4000 to submit basic information about a possible charge, and they will forward the information to the EEOC field office in your area. Once the field office receives your information, they will contact you to talk to you about your situation.
333 Las Vegas Blvd South, Suite 8112 (Federal Building)
Equal Rights Commission
702-486-7161
National Labor Relations Board
Las Vegas (Resident Office, 28)
600 Las Vegas Boulevard South - Suite 400
Las Vegas, NV 89101-6637 Get Directions
Resident Officer: Vacant
Hours of Operation: 8:30 am - 5:00 pm
TEL: 702-388-6416
FAX: 702-388-6248
Looks like CinimonGrl drank and enjoyed too much of the corporate Kool-Aid. It's corporate feel-good brainwashing for PR and risk management nothing more... sounds great in a headline "News McNugget". Glad it makes you feel all warm and fuzzy as a new "MGM Diversity Champion".
buddyl is absolutely right on target; the workforce should reflect the local demographic as long as there are qualified workers willing to take the jobs. The percentage should be no more or no less in a perfect environment; this is absolutely reverse discrimination under the guise of PR. It is a win-win for corporate and minorities but NOT the general populace and demographic of our city.
Chunkey, Just to clarify I am as pale as they come.With red hair and green eyes. And a rather firery passionate disposition inherent to my species. I enjoy the debate, per buddy's comment about bias 50% being ethnic minorities that is a large demographic that would incluce Asian,African American, Hindi,Latin, Mid Eastern,Native Tribal and Pacific Islanders. Would it not also bear to reason then that the remaining percentage, 50% be composed of White non ethnic so the balance would be on par with the local demographic reflection. Any program that encourages positive emotions followed by positive actions encouraging and enabling participants to pursue goals educational and otherwise is tasty Kool-Aide to me. My favorite flavor pink lemonaide. Summer weather is almost here come share a cool refreshment in a parched desert landscape.
CinimonGrl is VERY wrong, and can't do simple math.
All the combined "ethnic minorities" should equal 25% of the workforce for a fair representation of the demographics in Las Vegas.
Just because you personally believe in the "Progressive" ideology of "diversity", it's not fair to impose (force) a personal belief on others (such as a religion either).
According the U.S. Census, Las Vegas is clearly 75% white (as it this country); and leaving 25% of the MAJORITY out of the workforce to promote your "feel good" philosophy of creating a "Liberal Utopian World" will not be rationally conducive to fairly creating such a "fair" environment.
MGM is obviously in-you-face with their Progressive mentality, and I would be very surprised if many complaints weren't already being filed as I write this.
If you want to feel "empathy" for the down-trodden and "socially oppressed", start by using fair and honorable tactics in your quest for SOCIAL JUCTICE.
Maybe YOU have a job, and don't feel OUR pain.
Many left wing radicals from the 1960's who belonged to groups like SDS (Students for a Democratic Society - - - think of Bill Ayers and the Weather Underground) never held REAL jobs for very long; they were more like professional students, attending school for years. Many of them became teachers and joined SEIU's teacher's unions...and Bill Ayers and others went on to become professors in the colleges and universities.
The kids these people taught throughout the 70's and 80's, then graduated after being "indoctrinated" with their teacher's left-wing ideologies.
Then afterwards (1990 to 2000), these same kids entered the corporate workforce, rising through the ranks and taking their "Progressive" ideologies with them, and injecting them into many corporate company polices.
MGM and their "diversity policy" is but one such example.
More on Bill Ayers during the 60's here: http://tobuds.com/blogs/blog6.php