race and diversity
TRANSCRIPT
Race and DiversityJanuary 19, 2017
2
Welcome
Dan Piepszowski
Detroit Regional Chamber
Session Sponsor:
3
Welcome
Juanita MooreCharles H. Wright Museum
Session Sponsor:
4
Unconventional
Leadership
Nancy SchlichtingHenry Ford Health System
Session Sponsor:
5
Valuing Differences –
A Cross Cultural
Learning Experience
Robyn Brown-Manning
Robyn Brown-Manning, LLC
Richard Brown Jr.
Robyn Brown-Manning, LLCSession Sponsor:
6
Comerica Bank’s
Outlook on Diversity
Caroline Chambers Comerica Bank
Session Sponsor:
Comerica
Diversity & Inclusion Programs
Caroline Chambers
Vice President, Diversity Programs Manager
January, 2017
Comerica Diversity Vision
At Comerica, Diversity is embracing an inclusive culture that recognizes, respects and is
sensitive to the differences in our community.
Comerica Statements of Commitment to Diversity & Inclusion (D & I)
These messages are used in communications to employees, customers and the community to
articulate our corporate vision and leadership commitment to Diversity and Inclusion (D & I).
Chairman’s Diversity Statement
"We all know that when we truly reflect the demographics of our markets, we will better serve
our customers, grow our business and build an even stronger organization. It makes good
business sense.“
Ralph W. Babb, Jr. — Chairman and Chief Executive Officer
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9
Fast growing and/ or
established minority
majority populations in
Comerica primary markets
of TX, CA, AZ, Southern
FL, and Metro Detroit.
Minority Population Growth
2
United States - Multicultural Economy Growth
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■ African American buying power was $910 billion in 2009 and was projected
to top $1.1 trillion by 2014.
Source: Selig Center for Economic Growth
■ The buying power of Hispanics was $978 billion in 2009 and was expected
to exceed more than $1.3 trillion in 2014.
■ Asian buying power was $509 billion in 2009 and was expected to increase
to $697 billion by 2014.
■ Native American buying power was $64.7 billion in 2009 and was expected
to increase to $82.7 billion in 2014.
40% of Gay and 36% of Lesbian households have incomes of more than
$100,000.
■ Women are the fastest growing entrepreneurial segment.
In 2014, African Americans, Asians and Native Americans had a collective
buying power of $2 trillion, a 117% increase over the $916 billion they had
available to spend in 2000.
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1998 – 2003 The National Diversity Roundtable convened to identify corporate issues, and recommend programs.
Diversity education (training) programs rolled out, and PMP accountability guidelines established.
2004-2015 Diversity was formalized as a Comerica strategic initiative with the establishment of the Chief Diversity Officer
role reporting to the Chairman & CEO.
Comerica Executive Diversity Council approves plans, drives results and monitors progress for corporate Diversity objectives.
Comerica’s Diversity Scorecard is used to track key priorities and results in these areas.
(1) Human Capital (2) Improved Decision Making/Problem Solving
(3) Business Development (4) Supplier Diversity
Accountability for Diversity results driven down through business units.
Colleagues engage in Diversity activities by participating in various team and individual programs.
Comerica has 39 Diversity teams across all markets.
Diversity is recognized as a Core Value, key business driver, and pillar of the Comerica Promise.
2016
• Diversity leadership and management moves to Human Resources as part of the GEAR UP initiative.
Comerica Diversity Program Timeline
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Education and Awareness – Required and
elective learning, including the Master of
Diversity Awareness Program (MDA).
Engagement and Advocacy – Employee
Resource Network Group (ERNG)
programs.
Business Outreach - Developing business
relationships and referral sources within
diverse communities.
Operations - Supporting Comerica
divisional D & I goals.
Comerica Diversity & Inclusion (D & I) efforts support programs and activities important to our
colleagues, clients and the community. Our programs and team activities support corporate diversity
scorecard objectives.
Diversity at Comerica – Strategic Priorities
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Employees
Employees
Customers
Employees
and
Customers
Programs and activities are strategically focused on:
EDUCATION
&
AWARENESS
ENGAGEMENT
&
ADVOCACY
BUSINESS
OUTREACH
OPERATIONS
Collaboration
All colleagues have Diversity learning experiences at Comerica. At least one Diversity education
program is included in each employee’s annual learning plan.
EDUCATION
&
AWARENESS
Diversity Education Requirements
New Hire Orientation Video – “The Wanda Show” is a :14 min introduction to
Comerica’s Diversity programs.
Additional required education - Promotes Diversity & Inclusion in decision making
for managers and professionals.
Diversity on The Job – the value of diversity in the workplace (All Employees).
Managing a Diverse Team – (All Managers and Supervisors).
Diversity 301 – Diversity, Bias, Industry examples (All Senior and Exec
Officers).
Annual Diversity Education Requirement – New dimension annually (All
Employees).
• 2016 – topic theme - Physical Disability.
Diversity – Required Education
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Colleagues have access to many elective D & I education options through Local Diversity Awareness
Roundtables (LDARTs), the Master of Diversity Awareness (MDA) program, and Your Talent Center
(YTC). Participation may be individual, or in a group setting.
Local Diversity Awareness Roundtables (LDARTs)
Five (5) market focused teams plan and produce group programs, identify
local speakers, and market centric learning experiences for individuals and
teams.
Coordination with MDA in use of resources and event planning.
Manager approved Diversity program facilitators.
Required sensitive topics facilitator training.
Initial training and annual update required.
Master of Diversity Awareness (MDA)
Program Policy and Document Oversight Committees.
Reviewed and updated options in MDA library.
95% colleague enrollment.
Diversity – Elective Education
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EDUCATION
&
AWARENESS
Night at the Dallas Museum of ArtSpirit and Matter: Masterpieces from the Keir Collection of Islamic Art. Come see it before
it’s gone!
You are invited to a special event hosted by Comerica’s Women’s Forum, Texas Diversity Council and Local
Diversity Awareness Roundtable.
Come join us for an exclusive event where you will have the opportunity to mix and mingle with senior leaders,
get to know other Women’s Forum and Texas Diversity Council members, and take a guided tour of one of the
world’s leading private collections of Islamic Art (only on display until July) – “Spirit and Matter:
Masterpieces from the Keir Collection of Islamic Art.”
WHERE:
DATE:
TIME:
The Dallas Museum of Art
1717 N. Harwood St. Dallas TX 75201
Thursday, June 23, 2016
5:30 – 7:30 p.m. CT
Reservations are required for this event. Click here to RSVP by Thursday, June 16. ** Attendance is limited to the first 100 colleagues to register, so reserve your spot today!
This event is free of charge and includes parking, hors d'oeuvres and beverages. Those who attend will also
be able to receive credit for an MDA elective! Thanks in advance for your participation!
Diversity – Elective Education Program Examples
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Diversity – Elective Education Program Examples
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Diversity – Elective Education Program Examples
CA LDART partnered with
CA Middle Eastern MSI team to
include colleagues in this program to
learn more about the Nowruz Iranian
New Year celebration.
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Comerica Employee Resource Network Groups (ERNGs) provide a welcoming space for employees
to receive support in their professional growth, and to advocate on issues importance to their members.
ERNG Approval Criteria
1. Minimum of 10 core members.
2. Formed for mutual support, discussion, networking, awareness building.
3. All programs open to any Comerica employee .
4. Provide unique insights and perspectives on a variety business issues.
Seventeen (17) ERNG teams represent interests of these communities:
African American, Asian Indian, Hispanic, Middle Eastern, Women,
LGBT&A, Veteran and Quantitative Professionals.
All teams encouraged to extend program invitations to all interested
colleagues.
Diversity - Engagement
ENGAGEMENT
&
ADVOCACY
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Negotiate at Work to Turn Small Wins into Big
Gains with Deborah Kolb
DATE: Tuesday, June 14, 2016
TIME: 10 a.m. PT
Women’s Forum (CA / All markets)
Ongoing Professional Development WebinarsComerica Women’s Forum Programs on Connect
(All markets)
ERNG Program Examples
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CQPN teams in TX and MI hold special events and
networking sessions, discuss topics of professional interest
and support STEM tutoring at local area schools.
ERNG Program Examples
Comerica Asian Indian Association (CASIA) - MI
India Day Celebration and Cricket Match
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ERNG Program Examples
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ERNG Program Examples
CAAN hosts Bing Youth Institute
Mentor recruitment event
CAAN Annual Meeting and Leadership Excellence Awards 16
Initiated idea for banking center posters for
Memorial and Veterans Day observances.
Flag planting paid tribute to fallen soldiers at
DFW and South Florida National Cemeteries.
Supports HR at Hiring Our
Heroes job fairs in all markets.
ERNG Program Examples
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BUSINESS OUTREACH
Comerica Market Segmentation Initiative (MSI) teams inspire colleagues, develop relationships and
attract new business. The MSI teams complement the bank’s one-to-one selling model, and help to
augment the bank’s traditional media outreach. As such, the MSI teams are viewed positively by
external advocacy groups that monitor access to financial services in minority communities.
Nineteen (19) MSI teams conduct outreach programs focused on the
following communities: African American, Asian Pacific, Asian Indian,
Hispanic, LGBT&A, Middle Eastern, Veterans and Women markets.
Tracked Results
$3.8 Billion total tracked since 2008.
Resource to Fair Lending goals to increase minority loan applications.
Customer feedback indicates that MSI activities favorably distinguish
Comerica from other banks.
Diversity - Business Outreach
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Examples of MSI Program Outreach
MI AA team signature program
“The Economy Over Easy” featuring Comerica’s
Dennis Johnson, and business leader Jeanette
Abraham, CEO, JMA Global, LLC.
Ms. Abraham is one of the largest African
American business owners in the country.
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Examples of MSI Program Outreach
The MI Hispanic MSI team
and Mi Gente’ magazine host
more than 100 guests from
across the state for this highly
anticipated event.
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The Business Affairs Diversity team works strategically with other divisions to ensure resources are
leveraged to support corporate goals for recruitment, retention, spending with and outreach to minority,
female, LGBT and veterans markets; and to monitor policies and actions that may pose reputation risk.
HR Talent Acquisition & Learning
Job fairs, and new hire referrals.
Diversity education content selections, diversity PMP alignment.
Employee Relations .
Supplier Diversity
Supplier education and sourcing.
Marketing / Communications
Consult on diversity focused advertising, events and PR.
Internal diversity messages.
Community Outreach
Philanthropic and marketing activities that address concerns of diverse
communities.
Compliance
D & I reporting to regulators and advocacy organizations.
Diversity - Operations / Internal Partnerships
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OPERATIONS
Collaboration
Diversity Programs Recognition
Diversity team activity factors significantly in Comerica’s ranking on national lists for exceptional work in
corporate diversity. Comerica has received several honors for diversity and inclusion practices including:
DiversityInc Magazine - 2016
#2 on Top 10 Regional Companies for Diversity list.
Marks Comerica’s ninth year of placement on Diversity Inc Top Companies list.
Black Enterprise Magazine – 2016
Top 40 companies for Diversity.
Top ratings for Supplier Diversity.
Latina Style Magazine - 2016
Ranked #25 among top 50 companies for Diversity.
Human Rights Campaign, Corporate Equality Index (CEI) – 2015, 2016 and 2017
Rating of 100% for company practices that support equality for the LGBT community.
Comerica Bank receives Community Service Award - 201525
Comerica Ranks Highly in 2015 American
Banker/Reputation Institute Survey
Comerica ranks among the top 10 for Reputation,
Governance and Citizenship.
Related Industry recognition
Overall, Comerica Diversity programs provide opportunities for all colleagues to engage in learning,
and other important aspects of D & I that support corporate objectives.
Comerica is viewed favorably for our D & I practices, and consistently ranks among top companies
by respected rating organizations.
Colleagues regularly express pride in Comerica’s commitment to D & I, and are eager to serve on
diversity teams.
Customers appreciate our commitment to D & I, our personal attention to their interests, and our
appreciation for unique cultural preferences.
The corporate Diversity Scorecard, and demonstrated senior officer dedication are important
indicators of Comerica’s commitment to D & I for colleagues, customers and COIs.
Summary
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Questions
31
Valuing Differences –
Continued
Robyn Brown-Manning
Robyn Brown-Manning, LLC
Richard Brown Jr.
Robyn Brown-Manning, LLC
Session Sponsor:
32
See you tomorrow!
Freedom Hill Banquet & Event Center
14900 Metro Pkwy, Sterling Heights, 48312
Session Sponsor:
Race and DiversityJanuary 20, 2017
34
Welcome
Dan Piepszowski
Detroit Regional Chamber
Session Sponsor:
35
Valuing Differences –
Continued Day 1 Recap
Robyn Brown-Manning
Robyn Brown-Manning, LLC
Richard Brown Jr.
Robyn Brown-Manning, LLC
Session Sponsor:
36
The New Macomb County:
Challenges and
Opportunities
Jim Jacobs
Macomb Community College
Session Sponsor:
The New Macomb County
Challenges and Opportunities
Leadership Detroit
Jim Jacobs
President
Macomb Community College
February 20, 2017
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Macomb County's Diversity Took a
Giant Leap During the Last Decade
Diversity Explosion
Generation Gap
Source: U.S. Census Bureau, Population Estimates Program – As Presented from Bookings Institute
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2,399
2,058
1,450 1,425
889
356
-897-1,180 -1,146
4,9714,735
5,2015,368
5,100
5,636
6,398
5,7505,432
-2,000
-1,000
0
1,000
2,000
3,000
4,000
5,000
6,000
7,000
2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10
Oakland
Wayne
Domestic Migration for Macomb County Has Been
Driven By Its Neighbors –
Oakland and Wayne Counties
ECONOMIC GROWTH: IT’S ALL ABOUT PEOPLE
67
62
52
62
49
68
45
61
31
26
14
34
-14
12
-17
97
-10
11
-13
3
35
64
56
73
43
80
18
86
4383
28862635
2440
1346
-628
-3238 -3302
-2153-1078
1829
3646
2192
-1014
2379 2376 23332121
17802062
18261505
1142945
17352027 2188
2900
-4000
-2000
0
2000
4000
6000
8000
2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2010-11 2011-12 2012-13 2013-14 2014-15
Net Migration
Domestic
Immigration
42
18,260
16,372
7,535 7,331 7,1396,752 6,738
5,8205,267
4,3053,407
Iraq India Albania Mexico Lebanon Yemen China Bangladesh Canada Phillipines Pakistan
Source: U.S. Department of Homeland Security Coming to Metropolitan Detroit, 2003-2011
Macomb County Has Served as Home to Many of
the New Immigrants to Southeast Michigan
New Haven
Bruce Twp
ArmadaTwp Richmond
Twp
Memphis
WashingtonTwp
RayTwp
LenoxTwp
ShelbyTwp
MacombTwp
ChesterfieldTwp
Sterling Heights
Warren
Center Line
Clinton Twp
Fraser
Roseville
Eastpointe
St ClairShores Gross
Pointe Shores
HarrisonTwp
Mt. Clemens
New Baltimore
Romeo
ArmadaRichmond
DEARBORN DETROIT
DOMESTIC MIGRATION
HISPANICS
CHALDEAN
MUSLIM
SPANISH
ABANIAN
HMONG
BENGALI
OTHER
INTERNATIONAL IMMIGRATION
Foreign Languages Spoken
in Macomb Schools, 2012
Chaldean 12.6%
Arabic 10.0%
Spanish 28.3%
Albanian 4.7%
Hmong 15.8%
Bengali 7.0%
Other language 21.6%
Estimates of Graduating High School
Seniors in Macomb County Show Small
Year-to-Year Losses
44
12,09411,638
11,34411,022
0
2,000
4,000
6,000
8,000
10,000
12,000
14,000
2012 2013 2014 2015
Manufacturing Accounted for 78.2 Percent of
Total Job Loss in Macomb 2000 - 2010
45
106,415
95,561
89,358 90,449
82,86180,680 80,763
73,76870,228
52,576 51,559
0
20,000
40,000
60,000
80,000
100,000
120,000
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
57% was Transportation Equipment Manufacturing
Manufacturing ‘s Share was 41.4% in rest of region
Manufacturing Employment Has Increased by
17.6 Percent Between 2010 and 2012
46
51,55957,271
60,621
0
10,000
20,000
30,000
40,000
50,000
60,000
70,000
2010 2011 2012
Manufacturing’s Share of Private Sector Employment
Has Grown to 24.5 percent in 2012
Other Growth Sectors
include:•Construction
•Health care
•Admin & Waste Services
•Wholesale Trade
•Transportation
•Retail Trade
•Food & Accommodations
Annual numbers represent First Quarter Data
Source: MDCD/Employment Service Agency
Macomb County
Private Sector Trends 2000-2016(1st Quarter – Selected Sectors)
Industry 2000 2010 2015 2016
Construction 17,937 8,695 12,642 13,287
Manufacturing 106,415 51,526 62,006 63,675
Wholesale Trade 11,212 9,292 11,185 10,816
Retail Trade 42,933 36,295 40,484 41,204
Professional &
Technical Workers1,698 2,129 25,519 27,525
Administrative
Support21,194 16,075 -19,393 16,564
Education
Services
1,349 2,521 2,348 2,226
Healthcare &
Social Assistance25,509 23,345 38,484 39,609
Motor Vehicle & Parts Manufacturing Employment
1999 – November 2016
310,700
108,100
166,100
105,100
56,60078,800
153,700
71,400
95,900
1,128,400
560,100
779,500
0
200,000
400,000
600,000
800,000
1,000,000
1,200,000
0
50,000
100,000
150,000
200,000
250,000
300,000
350,000
400,000
U.S
.
Sta
te L
evel
Michigan Indiana Ohio U.S.
*National data follows one month behind State data
Source: BLS, U.S. DOL
Defense/HomeLand Security Growth
Major Assets
• Selfridge Air National Guard Base
• United States Army TACOM Life Cycle Management Command
• Tank and Automotive Research, Development and Engineering Center (TARDEC)
• Michigan Defense Center – Protect and Grow
• Aerospace Tooling and Engineering
MEDIAN HOUSEHOLD INCOME
BY GEOGRAPHIC AREA (2015)
AreaChange in Median Household Income
2005 2010 2015 % Change
Macomb $64,714 $53,442 $54,640 -16.6%
Oakland $77,701 $65,516 $69,998 -9.9%
Wayne $49,616 $42,841 $41,557 -16.2%
Michigan $55,876 $49,369 $51,084 -8.6%
Source: U.S. Census 2000 and American Community Survey 2015
51
28.3
%
29.3
%
25.4
%
18.3
%
28
.1%
29
.3%
21
.3%
13
.9%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
25 to 34 years 35 to 44 years 45 to 64 years 65 years and over
U.S.
Michigan
Macomb
Oakland
St. Clair
Wayne
Macomb County Has Increased College
Graduation Rates But Needs to Continue to Build
An Educated Workforce
52
Macomb County Job Demands by Educational Requirement,
2007–2011, Demonstrate The Need For Post-Secondary
Education
Macomb County’s Workforce and Employment
Totals, Ages 20–64, 2000–2010
Source: MI Labor Market Information Division.
Note: MI LMI employment information is prepared for population between ages 20-64.
This differs from the ACS, which prepares it for the population between ages 16-75 and older.
The New Normal
Growth and divergence: Declining middle class
growth
Less a traditional suburb and more a critical part
of a regional engine of economic growth
Employment opportunities will require post-
secondary education
Leaner municipal and government agencies
The New Macomb Residents
Attracted to the county because of a better
quality of life and more opportunity
Reside in the south end of the county - although
their impact affects the entire county
Their emergence occurs when resources are
stretched thin
Understanding and responding to their needs
will be critical to the future of Macomb County
Questions?
57
Valuing Differences –
Wrap Up
Robyn Brown-Manning
Robyn Brown-Manning, LLC
Richard Brown Jr.
Robyn Brown-Manning, LLC
Session Sponsor:
58
Leadership Labs!The Goal
Session Sponsor:
Further develop and refine your
leadership through engagement
and problem solving with
Community Organizations
59
Leadership Labs!The Process
Session Sponsor:
• New Leadership Groups
• Addition of a Lab “Coach”
• Balancing the How and What
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Leadership Labs!
Session Sponsor:
Time FramesFebruary
February 16th LD Session - Lab Kickoff
March
March 16th LD Session – Develop Initial Strategy
April
April 13th LD Session – Community Partner Feedback
May
May 19th LD Session - Lab Presentations to the Class
61
Upcoming Events
Feb. 16: LD February Session – Public Safety & the
Media, Guardian Building
Apr. 26: LD Day in Lansing
*Registration link coming soon
Session Sponsor: