Indra Nooyi Chairman and CEO Pepsico 15 30.974 Di Diversity

Network of Executive Women | Fall 2011

Celebrate the Network’s 10th anniversary! 10 power women transforming our industry 10 years of diversity leadership 10 years later: reflections from the start 10 megatrends for the next 10 years

Indra Nooyi Chairman and CEO PepsiCo 15 30.974 Di Diversity

You clearly have a proven formula for advancing women and diversity in business.

It is an honor to acknowledge NEW, , along with this year s Ten Power Women, for their achievements in the consumer products and retail industry.

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File Size: 8” x 10.875” Live/Bleed: +/- .125” Proofreader 325 North LaSalle Suite 775 Chicago, IL 60654 p: 312.595.0281 f: 312.595.0640 www.ryanpartnership.com Network of Executive Women Board Chair Michelle Gloeckler Walmart Stores 10 10 10 10 10 10 Vice Chair Julie Hamilton The Coca-Cola Company Ten years later 4 Past Chair Alison Kenney Paul Ten years of leadership 8 Deloitte Ten power women 14 Secretary Betsy Hosick Ten megatrends 20 Chevron Corporation Treasurer Ten things you can do 24 Rosa C. Stroh The Hershey Company Ten greatest 26 Executive Committee Maria Edelson Sales and Capability Development LLC Michael Gorshe Accenture Antoinette (Tonie) Leatherberry Deloitte Regenia Stein Kraft Foods Debbie Wildrick Ten years ago a small band of far-sighted leaders Bazi Inc. founded the Network of Executive Women. Their idea — not Board of Directors at large Jeff Boser so widely accepted back then — was that gender diversity was Kellogg Company not just good for women, but good for business, too. Christy Consler This special edition celebrates those who champion Safeway Inc. diversity in the consumer products and retail industry, the Caroline Cotten Nakken Mass Connections Network’s founding members and the women who blaze a brilliant path for Dave Dudick the next generation to follow. Most important, it looks ahead to the challenges General Mills Inc. and opportunities the next 10 years will bring. Erby Foster Jr. The Clorox Company The speed and force of change today is like nothing we have faced before. Beverly Grant We need new products, services and technologies to succeed. Most of all we Procter & Gamble need new thinking — and diversity holds the key. Cathy Green Burns TheN etwork’s 4,000 members, 72 national sponsors and 17 regional Food Lion Family Food Lion, Bloom, Harveys, Reid’s groups are working together to create the multicultural, multigenerational Gail M. Jordan leadership our industry needs to compete in the next 10 years. We offer career Monarch Janus Associates development, education, networking and mentoring, diversity research, best Lisa Klauser Unilever practices, national and regional events, college outreach and much more. Catherine Lindner In 10 years the Network has grown from a small group of pioneers Walgreen Company into one of the industry’s largest mission-driven organizations. We thank Chelle Moore Walmart Stores everyone working with us. We honor those who have paved the way. And Michele Murphy we welcome the next generation of leaders who believe, as we do, in the Supervalu awesome power of change. Bobbie O’Hare (member emeritus) JOH Marie Quintana Warm regards, PepsiCo Margarita Rossi Johnson & Johnson Sales & Logistics Company LLC Michelle Gloeckler John M. Saguto Board Chair, Network of Executive Women Nestlé Purina PetCare Senior Vice President, Merchandise Execution Marla Thompson Walmart Stores Catalina Annie Zipfel

Target Corporation Network of Executive Women | Fall 2011 Celebrate the Network’s 10th anniversary! 10 power women transforming our industry General Counsel 10 years of diversity cpg/retail diversity leadership 10 years later: reflections from the start Bob Dickson 10 megatrends for Communications Director Contributors the next 10 years Mass Connections Rob Wray Dana Asher Andy Lapayowker Renée Covino Indra Nooyi Chairman and CEO Editor PepsiCo Crown Central Barbara Grondin Francella Claire Pamplin President and CEO Joan Toth © Copyright 2011 by the Network of Executive Women All rights reserved. Printed in USA. For reprints and information on the Network visit newonline.org.

Network of Executive Women 3 10 years later

Reflections from the leaders who were there at the start Ten years ago, it was lonely at the top for women in cpg/retail. These pioneers helped start a Network to change that.

decade ago, a determined band of women and men had a vision: a cpg/retail industry where women could advance Ato the top, and a Network to help them get there. This unnamed working group met in Atlanta in November 2000 and started what would become the Network of Executive Women. Betsy Cohen, then working for Ralston Purina and currently vice president for sustainability at Nestlé Purina PetCare, remembers: “There was much discussion of who might be interested and how to name the group. Was it food or cpg or manufacturers or retailers or all of the above? How about suppliers? Yes, yes and yes is what we said.”

4 Network of Executive Women A Catalyst study on women leaders in business provided formation Group; Jennie Jones, then with Crown Central; a “guiding light.” A breakfast meeting that introduced Joy Nicholas, formerly with FMI; and Lucia Romanello the nascent Network at the FMI Mid-Winter Executive Crater, then with GSP Marketing Technologies. Conference in January 2001 was even more illuminating. While there were very few women overall, “leaders were Tell us about your experience in the Network’s early days. interested and willing to be supportive,” Cohen recalls. The Network held its first official meeting that April. Michele Hanson (Chief Executive Officer of ExecuIn- “Hedy Halpert [late publisher of Beverage World] was a sight LLC): The idea of a network for executive women real leader and inspiration,” according to Cohen. “Mike came to mind while I was moving up the corporate ladder Gorshe [currently partner in the Consumer Products and in the consumer products world. As I advanced into new Services Practice of Accenture] was a terrific advocate... and exciting roles, I found myself without female mentors showing that men would be involved right from the start.” and peers. At conferences, there were few professional Many industry executives played key roles in the Net- women speaking and participating. After securing fund- work’s formation. We talked to a few and asked what those ing from Don Knauss, then CEO of The Minute Maid early days were like and what they think about the state of Company, I worked with Catalyst to look at the facts and gender diversity in the industry today. form a business case for an executive women’s network. Our roundtable consisted of Michele Hanson, formerly Then I reached out to other CEOs and industry contacts of The Minute Maid Company and the Network’s first to find other women and men who would be interested in president; Elizabethe Bogart Osborne, formerly of the Na- getting involved. tional Association of Convenience Stores; Debbie Grosh, Debbie Grosh (President of DLG Strategies): We could then with The Minute Maid Company; David Jobe of the tell by how quickly we grew that there was a true demand Leadership Network Corporation, now part of the CSP In- for a women’s networking and development group within

Network of Executive Women 5 10 years later

“I was one our industry. Our first NEW Leader- of two males The McLane Group and owner of ship Summit was in Houston on Oct. in a packed room, the Houston Astros, was the keynote 11, 2001, just a few weeks after 9/11, discussing diversity. speaker. I was one of two males in a and we still had nearly 100 people packed room, discussing diversity. It attend. By then we had raised over It certainly had certainly had an impact on me. $240,000 and had held four events. an impact on me” The creation of NEW was a challeng- – David Jobe How has the industry’s attitude ing, rewarding and very busy time. toward women changed in the past The best part was meeting wonderful decade? women and men who would become life-long business partners, supporters Jones: We now have a voice and and great friends. the Network has gained a great deal Jennie Jones (Vice President of of respect. But little has changed at retail. Marketing, Convenience Store Sales Romanello Crater: It feels as though we take two steps Division, S&D Coffee Inc.): When forward and one step back. That can be frustrating. We I and a few others had the idea to have to keep our eyes on the prize of accomplishing the form a women’s network in the con- Network’s mission and not get sidetracked by setbacks. We venience channel, I contacted Hedy are making progress. Halpert, who was publisher of several Bogart Osborne: At the beginning, fewer than a dozen Jennie Jones industry publications, and Jim Keyes companies were involved in the Network, recognizing the of 7-Eleven Inc. to see if they thought the idea was viable. need to retain their talent, recruit the best and the brightest I was introduced to Michele Hanson [and the idea grew and embrace a diverse workforce. With the Network lead- from there]. My initial experience was five wonderful years ing the way, and a shift in generations and demographics of helping to hire a staff and raise funds and awareness. in the workplace, we are experiencing a more level playing Lucia Romanello Crater (Vice President, Retail Sales, field that encourages executive development based on abili- Cardtronics): My initial reaction was skepticism. I won- ties and contribution. dered if this group would just end up being one that Joy Nicholas (Vice President, Busi- bellyached about the good ol’ boy network. I decided to ness Development, Balance Innova- attend at least one meeting with an open mind. There tions): The industry has significantly was so much talent, knowledge, charisma and willing- improved the awareness of influential ness to roll up sleeves and make this happen that I was women who have been in the industry instantly hooked. Most of the women in the room carried for many years — a truly rewarding prestigious titles. Yet, in that room, neither the title nor the and appropriate recognition of industry authority that came with it mattered. Joy Nicholas leaders who have not been given the at- Elizabethe Bogart Osborne (Principal, CLS Group tention they deserve in the past. But we have just touched LLC): At the first Network board meeting I attended, I the surface. met the women and men who [started the ball rolling] and fully understood the scope of the issues facing women How has the Network impacted your life and career? in the cpg/retail industry. What impressed me was not only the commitment of these individuals, but the work Hanson: Because of NEW, I moved into senior execu- that had been done to show the financial implications tive roles in major consumer goods companies. I was of- to a company that embraced a diverse workforce. It was fered a vice president role after a CEO much more than a group of women coming together to introduced me at a NEW event. NEW network, it was an effort to create more has provided me with the support, opportunities and greater financial gain mentors and inspiration to achieve my for companies. goals. The people involved in this great David Jobe (President, Leader- organization gave me the confidence ship Conferences, CSP Information I needed and reminded me that I Group): I can remember attending could do anything. That inspiration Michele Hanson one of the very first events in Houston and confidence is still with me today as I run my own where Drayton McLane, chairman of David Jobe organization.

6 Network of Executive Women “The focus on having Jones: My career changed drasti- the right people tracts and business will be awarded cally. I left the company where I was in the right seats based on sound business decisions; employed during the founding years made sense not only business will no longer be for sale. of the Network and would not have Bogart Osborne: Back in 2001, had the courage or self-esteem to do for companies, there were not many women on it without the support of NEW. In but especially for the boards of the industry trade as- 2010 I became the first woman to ever the individual.” sociations. Now a number of trade chair the supplier board of NACS, the – Elizabethe Bogart Osborne associations have a diverse board and Association for Convenience and Fuel their CEOs are women. This will Retailing. continue to evolve, and I am grateful Bogart Osborne: As I began to par- this evolution is based on hiring the ticipate in Network events, I learned I right people with the right talents had missed my calling in life. The focus on having the right to succeed. As the economy slowly picks up steam, I see people in the right seats made sense not successful companies getting much smarter about their only for companies, but especially for brand, their offer and their customers. The era of being the individual. The “people” part of all things to all people is over; consumers are getting the business is where I thrive, and I’ve wiser and will focus more on value in their experience. built my consulting firm working with Consumers will become more segmented, and not just clients to constantly improve their or- by traditional demographics. Many regional marketers ganizations. My involvement with the have figured this out, and they will continue to lead our Elizabethe Bogart Osborne Network helped me become a better industry. They have great brands, amazing employees and person by recognizing my talents and shortfalls. excellent service differentiating them from their competi- Romanello Crater: I have found some of my very best tors. At the heart of this is people. friends through NEW. They have been there for me Romanello Crater: Some of the trails we have blazed through two career moves and the many challenges life over the past 10 years will help the next has sent my way. I have found mentors through NEW generation of women move up in the who have helped me navigate challenging work situations. industry much more quickly than in I have had the opportunity to mentor young women and the previous 10 years. Many of these “reach back over the wall” to bring many more women into women have come to our industry and our industry and help others be more successful. have not known anything but diversity. Grosh: The success of the NEW regional groups has In that respect, they will come to ex- added a new dimension to the organization and to my per- pect leadership diversity. Lucia Romanello Crater sonal growth. I have had the opportunity to mentor more Nicholas: I envision an industry where the leaders and women and to connect with professionals locally. decision makers more effectively reflect the shoppers, who are primarily women. With the emergence of social How much progress will the industry make on leadership networking, multigenerational workforce management diversity in the next 10 years? What other big trends do and the need for more cultural awareness, women have you see? skills that more naturally align with the workplace issues of the future. Hanson: The impact of NEW and other diversity Grosh: I’m a bit concerned. Recent leadership initiatives will be tremendous. The industry studies show the number of women in c- will flourish because employees will be encouraged to “live suite positions has dropped over the last their lives” instead of separating work and personal. It’s all two years in Fortune 500 companies. “life,” and women will continue to push to integrate the The economy has impacted all of us, and two. If that happens, the best of the best will be represented appears to be tougher on our industry. I at all levels and they will create new and different products believe we will bounce back because of that will meet our consumers’ needs. This is exciting and Debbie Grosh the successes of companies with a more the potential is unlimited. diverse leadership team, as they will continue to show a Jones: The convenience channel is starting to hire more higher value to their stockholders. n women and place them in decision-making positions. The way of doing business will continue to change, and con- Find more memories and predictions at newonline.org/timemachine.

Network of Executive Women 7 10 years of leadership

Behind every great idea is a great leader The accomplishments of these diversity champions are worthy of the Network’s Diversity Hall of Fame

he Network of Executive Women is marking its 10th anniversary by launching the NEW CPG Retail Diversity THall of Fame, honoring a select group of industry leaders who know that gender diversity is much more than a compliance issue — it’s a business essential. This pantheon is no stranger to diversity or theN etwork — each is a past recipient of the Network’s annual Outstanding Champion Award, given to individuals and companies who have strongly supported the Network’s mission to attract, retain and advance women in the cpg/retail industry. This fall, the award will be renamed the William J.G rize Diversity Hall of Fame Award, honoring the late Ahold CEO. Grize, who recognized the extraordinary value of developing and supporting women leaders, is one of the diversity champions the Network will honor this year at its CPG Retail Hall of Fame Red Carpet Awards, Sept. 19 at the NEW Leadership Summit in Orlando.

8 Network of Executive Women Linda Dillman Foods — to her job. Tom Greco Tech support “For over 20 years, I have...watched A refreshing change To her retail technology peers, as many talented, smart and hard- When he accepted Linda Dillman’s contributions at working women struggled to gain a the Network’s Out- Walmart were nothing short of revo- meaningful position — not even a standing Champion lutionary. In 2003, for example, the stronghold — in the ranks of senior Award in 2006, Tom then-executive vice president and chief and executive management teams,” Greco — then senior information officer announced that Dunn says. “At the same time...the vice president of sales Walmart’s 100 biggest suppliers would words were always ‘80 percent of pur- for Frito-Lay North be required to adopt chasing decisions for cpg products are America — credited NEW for help- its radio-frequency made by the female in the household.’ ing his organization redesign key jobs ID tag system on all What’s wrong with this picture?” and attract a more diverse pool of case and pallet ship- The management teams of these candidates. ments. The result? A companies “weren’t even taking advan- The strategy worked, increasing paradigm change in tage of the resources they had working diverse representation at the company supply-chain man- in their own companies — resources from 33 percent to 52 percent among agement. that could give them insight as to what field sales executives and tripling the Currently Hewlett-Packard’s se- the decision makers number of women in the group. nior vice president of global infor- were thinking,” she “As I began to interact with NEW’s mation technology, Dillman man- says. “They were los- leadership team, it became appar- ages the IT teams responsible for the ing out in two ways: ent that our methods were largely computer firm’s outsourcing services not getting diver- unattractive to high potential talent business and a new group supporting sity of talent within — particularly to women,” Greco global functions such as corporate their organization says. “We realized that fundamental administration and HR. by promoting women and not taking change was needed to attract more Named to Fortune’s “50 Most advantage of having women — their high-caliber women to the company.” Powerful Women in Business” each target audience — as representatives on Now executive vice president and year from 2003 to 2007, Dillman their executive teams.” chief commercial officer of Pepsi strives to move other women up the Beverages Company, Greco still isn’t corporate ladder. For her unwavering one to let the chips fall where they support of the Network and its mis- may. His personal Pepsi challenge: sion, she joined Jeri Dunn and Kay Drive the diversity and inclusion mes- Palmer as NEW Outstanding Cham- sage throughout his company and the pions in 2005. industry. “We’ve made significant progress,” Jeri Dunn “We’ve made significant he says, “but our starting point was The right spirit progress, but our starting very low relative to other industries.” When you’re responsible for all IT point was very low relative There’s a need to increase the number activities at the largest privately held to other industries.” of women on the executive career spirits company in the world, you track, according to Greco, and that re- tankiewicz S want to ensure the only thing on the – Tom Greco quires the continuous support and ac- teve rocks is the corporate product. Fortu- countability of senior leadership. “We S nately for Bacardi, Chief Information have to work to retain women who Officer Jeri Dunn brings more than might otherwise opt out because of 20 years of cpg experience — includ- the sacrifices and trade-offs required Illustrations: ing positions at Nestlé and Tyson of executives at this level.”

Network of Executive Women 9 10 years of leadership

Bill Grize sights on how to connect with women Food industry legend as consumers, we could not win in the Bill Grize — then president and marketplace,” says Knauss, recipient CEO of Ahold USA Retail Opera- of The Jackie Robinson Foundation’s tions — received NEW’s Outstand- ROBIE Award for individuals who ing Champion Award in 2004. have promoted opportunities in the The grocery industry legend died corporate world. in January 2010 at the age of 63, “We’ve made strides, “We’ve made strides, no doubt. leaving an enormous void in a field no doubt. But we need But we need to see more women in where women still rarely reach the to see more women senior roles,” he continues. “And we top ranks. need to see more companies create “He always believed that people in senior roles.” flexible work environments that en- were a company’s greatest asset and he – Don Knauss able women to have and nurture a was passionately committed to foster- family if that is their choice.” ing their talents and strengths,” says Emelyn Grize, his widow. Jeff Noddle The gender diversity backer began Retail diversity advocate his career at Stop During the Food Marketing In- & Shop in 1967 as stitute’s Midwinter Executive Con- a part-time clerk. ference in 2007, Jeff Noddle, then Rising through the Don Knauss Supervalu’s chairman and CEO, ranks, he was named Put money behind the vision asked his colleagues to take stock. chief operating of- As a white executive working for “We need to make ficer in 1994 and Coca-Cola’s Southern Africa unit in tremendous prog- president in 1996. Spearheaded by the late 1990s, Don Knauss had his ress on diversity, Grize, the chain established diversity first glimpse of what it’s like to be and we need to start initiatives to ensure jobs were open to in the minority. “It certainly made now,” said Noddle, all members of the community. me more sensitive to what it feels FMI chairman at Recognized for his passion for like to be under- the time, declaring people, Grize believed corporate man- represented,” says that retailers need to improve diversity agement had both a civic and business Knauss, chairman both in their organizations and on the obligation to provide diversity. In and CEO of Clorox FMI board. 2005, the Food Marketing Institute since 2006. It was this commitment to inclu- awarded him with the Sydney R. During his ten- sion that helped earn Noddle NEW’s Rabb Award for exceptional service ure at Coca-Cola, Outstanding Champion Award in to the community, consumers and the Knauss provided seed money to a 2009. “Throughout my corporate industry. small group of women and men creat- career, I tried to do what I felt was In presenting NEW’s Outstand- ing a new organization for industry right, and I could never come up with ing Champion Award, then NEW women — the Network of Executive a reason why women shouldn’t have all President Kimberly Betts, now a Women. Knauss, who received NEW’s the same opportunities and standards senior manager at Deloitte, recalled Champion Award in 2002, carried his as men. It simply is the right thing how Grize had responded to every commitment to promoting workplace to do, period,” he says. “Given that, I single request ever made on behalf of diversity and equity to Clorox, where knew some of the old ways of evaluat- the Network. “He’s a true champion social responsibility tops the corporate ing people had to be pushed along to of NEW and a true advocate of di- priority list. break old customs. I decided to be an versity in the industry,” she said. In “I realized very quickly in my ca- advocate in that regard.” reply, Grize said simply, “It’s about reer in cpg that women were making Three years after engineering one the people. We must do better and most of the buying decisions for the of the biggest mergers in the history learn to embrace and utilize all this brands I worked on. Without women of the supermarket industry — Super- talent.” in more senior roles offering their in- valu’s 2006 acquisition of Albertsons

10 Network of Executive Women Delhaize America: Reaching across the aisle Delhaize America is a retail diversity and strong relationship building with standout. community, civic and local leaders, as It has five women executives on its well as an associate base reflective of senior leadership team and three of the communities we serve.” Three of Dehaize America’s four banners are run its four operating banners are led by Delhaize America is a member of by women. women. In 2009, 51 percent of its U.S. the Brussels-based Delhaize Group and Delhaize America’s commitment to associates were women and 25 percent one of the largest supermarket chains professional development is exhibited of its U.S. associates and 33 percent of in the United States, operating under by its Food Lion banner’s “Women Food Lion associates were from ethnic the names of Food Lion, Bloom, Bottom and Women of Color” strategy, which minorities. Dollar Food, Hannaford, Harvey’s, Reid’s focuses on attracting, retaining and Small wonder the firm received the and Sweetbay. developing diverse talent. To this end, Network’s 2010 Outstanding Champion Cathy Green Burns, president of five women from Food Lion completed Award. the Food Lion family and a member of the ASCENT professional development “We have, throughout our history, NEW’s board of directors, was instru- program, with studies in management placed some stores in urban, rural and mental in the creation of the Network’s acumen, strategic thinking, organization- developing markets,” Eric Watson, Carolinas regional group. Hannaford was al awareness and personal development. Delhaize America’s Office of Diversity an early supporter of the Network’s first “To retain any associate, specifi- and Inclusion vice president, noted in an regional chapter in New England, while cally diverse associates, it’s important interview with NEW. “A diverse market Mike Vail and the Sweetbay team took to build a culture in which they feel presence requires a level of connectivity the lead initiating NEW’s Florida group. valued,” says Watson.

— Noddle stepped down as CEO. is that fewer women topped lists as a “Top Place to Work in Today as executive chairman of the are entering the field IT” for years. Recognizing her efforts, firm’s board of directors, he boasts and minorities are NEW named Palmer an Outstanding a distinguished record of promot- under-represented as Champion in 2005 with two other ing diversity and inclusion at North a whole,” she says. women — Linda Dillman and Jeri America’s fifth largest food retailer. A member of the Dunn — who joined forces to support Advancing women in the industry executive board of NEW and promote executive diver- is a solid business strategy, Noddle directors for the Information Tech- sity, especially in the fast-growing says. “It’s also the smart and right nology and Research Institute at the Northwest Arkansas region. thing to do.” University of Arkansas, she’s worked with the institute to increase the Judy Spires Kay Palmer number of women and minorities en- Food retailer, trailblazer Supply-side standout tering IT. One result: the Technology J u d y S p i r e s When it comes to championing Awareness Program (TAP), designed started her career as women, Kay Palmer has the drive. to expose under-represented popula- a cashier at Acme The CIO and executive vice president tions to the field while they’re still in Markets while still of J.B. Hunt Transport Services heads high school. in high school. Thir- a department of 360 people respon- “We’re starting to see positive ty-five years later, sible for implementing technical solu- results from this program, as some the self-proclaimed tions that improve operations, opti- of these students are finding their “Jersey girl” was running the 125-store mize supply chains and provide better way into IT studies at the U of A,” chain. distribution solutions to customers. says Palmer, who also speaks to area “I absolutely love this business and If she had her way, Palmer would high-school students and parents I know how rewarding a career in this like to see more women among those about career opportunities in IT and industry is. I have done every job — 360 — and in IT. “One of our primary available scholarships. in the stores and in the back office — challenges in information technology J.B. Hunt’s IT department has and I know from personal experience

Network of Executive Women 11 10 years of leadership

Procter & Gamble: company’s vision: “Everyone val- Driving diversity and inclusion ued. Everyone included. Everyone Through its portfolio of brands like performing at their peak.” Pampers, Pantene and Tide, Procter & The company’s leaders are Gamble estimates it touches people’s committed to creating a winning lives around the world 2 billion times a culture where colleagues and day. The executive team is every bit as managers demonstrate sincere Two P&G Plaza in Cincinnati is a retail diversity hub. proud of how this company touches the care for each other, extending a from around the world, reflecting the lives of its own employees. personal touch to each individual and markets and consumers it serves. Under the leadership of CEO and genuinely getting to know each other. “Through our focus on understand- Chairman Robert McDonald, diver- Everyone’s full engagement is expected ing each individual’s skills, passions sity and inclusion are deeply rooted to ensure that P&G delivers on its and our fundamental commonalities,” in the company’s purpose, values and mission in every part of its business, the the management team believes, “we principles. P&G management works to company reports. enable behaviors that lead to a culture bring together individuals from differ- The management team fully recog- of innovation.” ent backgrounds, cultures and thinking nizes that diversity and inclusion give Rob Steele, the company’s recently styles who provide different talents, the company a sustained competitive retired vice chair, modeled P&G’s com- perspectives and life and career experi- advantage for continued growth. The mitment to diversity and inclusion, ences. The cpg giant’s diversity and company’s focus on D&I has enabled it which led to his recognition as the inclusion mission statement sums up the to hire, engage and retain the best talent Network’s 2003 Outstanding Champion.

there is not one job a woman cannot sumers’ hearts, minds and wallets, the and CEO, is his ability to create do,” Spires says. “The change is really leadership must reflect the diversity of a “diverse, high-performing work happening in the companies where its customer base.” team that demonstrates the value of the commitment to diversity and inclusion” and “establish a workplace advancing women is truly cemented James White where all employees can develop their at the top.” Power listener talents to the fullest.” Currently the chief executive of- When Safeway was creating Mom White was a key player in the ficer ofN ew Jersey-based Kings Super to Mom — its line of more than 80 launch of the NEW Northern Cali- Markets, Spires was widely lauded for baby products — James White, the fornia region, personally encourag- providing opportunities for women in chain’s senior vice president of con- ing dozens of colleagues at Safeway, the food industry, including sponsor- sumer brands, did what he did best: the second largest supermarket chain ing company-based diversity groups, he listened. in North America, to become ac- mentoring associates and developing Tapping into the philosophy that tive in the group and attend its Acme’s Women’s Initiative Network. “Mother knows best,” Safeway que- 2007 launch event. “My passion She played a key role in the Network’s ried moms about for helping create a more inclusive 2006 expansion in Greater Philadel- their babies and how environment and even playing field phia, an important element in NEW’s products could make for women in the industry is driven growth and a key factor in her being their lives easier. This by the women in my life — my named NEW Outstanding Cham- feedback resulted in wife, mom, sister, grandmothers and pion in 2007. merchandise that daughters,” White says, “and by my “I am on a mission to make sure makes sense, such as own journey as a leader as I sought to the best people have great careers in baby wipes sporting a flip-top that’s a find a level playing field that allows this industry,” she says. “I will open cinch to open. me to execute at full potential.” any door for any woman who has the An uncanny ability to assess input Today the president, CEO and drive, determination and an indefati- and gauge needs may be why White is chairman of Jamba Juice is using gable work ethic to succeed.” as successful at forging teams at work his vision to bring the smoothie and It’s not just good for women, as he was at building private-label snack company to the next level and according to Spires — it’s good for business. One of his key strengths, to increase inclusion across the entire business. “For a company to win con- said Steve Burd, Safeway’s president foodservice sector. n

12 Network of Executive Women Proudly supports the Network of Executive Women 10 power women

Meet the women rocking our world First they changed perceptions. Then their firms. Now they want to change the world.

omen comprise almost half of the retail industry’s workforce but only 18.3 percent of its corporate officers Wand just just a handful of its CEOs.* These are the women who have defied those odds. Trailblazer, pioneer, role model — these words hardly do them justice. Through drive, courage, sacrifice, hard work and intelligence, they have reached heights that few men — and even fewer women — ever achieve. Some day, when gender is no longer a factor in how far and how fast a business executive may rise, our c-suites will have just as many ordinary women as ordinary men. Until then, we will have to be inspired by the extraordinary women profiled here. *Catalyst Census of Fortune 500, 2010.

14 Network of Executive Women Katie Bayne Rosalind Brewer President and General Manager Executive Vice President Sparkling Beverages and President The Coca-Cola Company Walmart East, Walmart U.S. Age: 44 Walmart Stores Inc. Hometown: Perth, Australia Age: 49 Alma mater: Duke University; Hometown: Atlanta The Fuqua School of Business Alma mater: Spelman College Company rank in Fortune 500: 77 Company rank in Fortune 500: 1 Employees: 92,400 Employees: 2 million Revenues: $35.1 billion Revenues: $421.8 billion

What she’s up to: Under her leadership, Coca-Cola is What she’s up to: Brewer oversees enjoying strong growth on Fanta, Sprite and Coke Zero. nearly 1,600 stores from Maine to Puer- A first: Coca-Cola won its first-ever Emmy Award in to Rico and is responsible for establish- 2009 for an animated TV commercial “Heist,” a Cannes ing the division’s strategic direction of all Platinum Lion for the Coca-Cola Visual Identity work and growth opportunities, which is now “a launched MyCokeRewards.com, all while Bayne was chief pretty aggressive plan” of a reinvigorated marketing officer of Coca-Cola North price strategy and a refocus on tailoring America. the product lineup to regional shopping preferences. Brewer Road map to success: Bayne says is working closely with 15 of the company’s top female you need two things to be successful executives to improve networking opportunities for other in any company: admiration for what women at the retail giant. it does and what it stands for and the Road map to success: “It’s all about the power of ‘no,’” chance to learn something new every according to Brewer. She says no one gets to the top of the day. She’s grateful to have had that at Coke for 21 years. corporate ladder by blending in. Individuals must learn to Bet you didn’t know: If Bayne wasn’t doing what she’s ask the right questions, when to say “yes,” and most impor- doing now, she’d probably be a ski instructor. Her favorite tantly, when to say “no.” attire is pajamas. Bet you didn’t know: She gives her time to help mentor On balancing work and personal life: She admits that teenage girls from diverse backgrounds to successfully navi- fusing “the never-ending digital presence and speed” of gate the pressures and pitfalls of teenage life. work with family life is a challenge. But she tries to “slow it down and think,” especially in the morning while running with her dog after getting her boys and husband out the door.

Network of Executive Women 15 10 power women

M. Susan Chambers Cathy Green Burns Executive Vice President President Global People Division Food Lion family Walmart Stores Inc. Age: 44 Age: 53 Currently resides: Davidson, N.C. Hometown: Kansas City, Mo. Alma mater: University of Maine Alma mater: William Jewell College Company rank in Fortune Global 500: 291* Company rank in Fortune 500: 1 Employees: 62,500 Employees: 2 million Revenues: $18.8 billion (Delhaize’s total U.S. operations) Revenues: $421.8 billion

What she’s up to: The highest ranking woman at What she’s up to: Under Green Burns’ leadership, Food Walmart Stores, Chambers is responsible for managing, at- Lion is launching a new Food Lion strategy to make sure tracting and retaining the nation’s larg- the company delivers simplicity and quality for everything est private workforce. She was behind a family needs at leading prices. the development of a global diversity Road map to success: Green Burns’ keys for success are and inclusion strategy that focuses on twofold. At work, she always keeps customers’ needs and four key areas: employees, external expectations a top priority. In life, she has found that associ- stakeholder management and commu- ates contribute more to the organization when work, self and nity involvement, supplier diversity and family are in balance. multicultural marketing. The plan is to integrate diversity A word on women: “Women are an integral part of our and inclusion into every aspect of the business. business and make up more than 70 percent of our customer Road map to success: One constant of her success, base and more than 50 percent of our associates. It is our Chambers reports, has been her willingness to take on responsibility to fully leverage the insights and knowledge anything that needs to be changed or done, no matter how of women in our organization to better unglamorous. “I don’t think there’s any magic formula,” she serve our customers.” stated. “Just hard work and an openness to change.” Bet you didn’t know: When she was Bet you didn’t know: They say she’s a sucker for puppies. 14, she started her own lawn-mowing A word on women: “We’re not saturated [with women business, Clippings by Cathy, Lawns leaders] by any means.” Mowed & Clipped. “I learned then how the customer experience was paramount. I’d surprise some of my customers by planting a flower or doing something special that differentiated me from the other people who mowed lawns,” she said in the Network’s 2008 book The NEW Woman Rules: More Than 50 Trailblazers Share Their Wisdom. *Food Lion has more than 1,200 grocery stores and is owned by Belgium-based Delhaize Group.

16 Network of Executive Women Melanie Healey Andrea Jung Group President, North America Chairman and CEO Procter & Gamble Co. Avon Products Age: 50 Age: 52 Hometown: Rio de Janeiro, Brazil Hometown: Wellesley, Mass. Alma mater: University of Richmond, Va. Alma mater: Princeton University Company rank in Fortune 500: 26 Company rank in Fortune 500: 226 Employees: 127,000 Employees: 42,000 Revenues: $78.9 billion Revenues: $10.8 billion

What she’s up to: Despite the economy, innovation re- What she’s up to: Under Jung’s mains a top priority for Procter & Gamble. Under Healey’s leadership, Avon this year launched its leadership in North America, P&G launched three of the 10 yearlong 125th anniversary celebration most successful new products of 2010 as ranked by the New with a singing and songwriting talent Product Pacesetters list. Crest 3D White earned the top non- search across the globe. Although the food spot. Olay Professional Pro-X and Scope Outlast also company has always been more directed made the top ranking. toward female customers, Avon’s line Road map to success: Healey cites of male products continues to expand and its children’s the opportunity to have gained ex- products (such as shampoos and toys) have also proved to be perience in several different types of a recent success. developmental assignments, allowing Road map to success: Jung frequently speaks to college her to tackle start-ups, turnarounds, students and professionals about the personal ethos that launching new brands, managing crises continually guides her: integrity, humility, courage and and learning to lead in a culture dif- pride. She often attributes her success to her upbringing as ferent from one’s own. She often speaks about stretching a traditional Chinese daughter. She believes life is not about beyond a comfort zone and elevating one’s learning curve working, but making a difference. on a frequent basis. Bet you didn’t know: She took piano lessons as a child Bet you didn’t know: Healey considers her biggest claim and well into adulthood. She loves playing Mozart and to fame beating Warren Buffett at bridge. Beethoven. On balancing work and personal life: She says she On balancing work and personal life: She told an audience couldn’t do it without the unwavering support of her that she once passed up an opportunity to attend a meeting husband, Bruce, father to their teenage son and daughter. with President George W. Bush to be with her daughter, who But she believes the true measure of work/life balance is if was leaving for her first sleep-away camp the same evening. you are happy and healthy — if not, it’s time to revisit the She said President Bush probably would not remember who choices you made. Healey considers this a continuum and she was, but her daughter would always remember that her an ongoing commitment to yourself and those around you. mother passed up a meeting with the president for her. A word on women: “Women are smart, on the ball and A word on women: “The biggest emerging market in the have incredible capacity and drive. There is no reason why world isn’t a country. It’s women.” we can’t be successful in every field. I’d like to see a critical mass of women in all of the top positions of leadership sooner rather than later.”

Network of Executive Women 17 10 power women

Denise Morrison Indra Nooyi CEO Chairman and CEO Campbell Soup Company PepsiCo Age: 57 Age: 55 Hometown: Elberon, N.J. Currently resides: Greenwich, Conn. Alma mater: Boston College Alma mater:Madras Christian College; Indian Institute of Company rank in Fortune 500: 312 Management, Calcutta; Yale University Employees: 18,400 Company rank in Fortune 500: 43 Revenues: $7.7 billion Employees: nearly 300,000 Revenues: approximately $60 billion

What she’s up to: Morrison has simultaneously market- What she’s up to: When Indra ed soup as an affordable meal for cash-strapped shoppers became PepsiCo’s CEO, she introduced and lowered sodium with great taste to attract the health- “Performance with Purpose,” the com- conscious consumer. “The leadership in sodium reduction pany’s strategic mission focused on de- enabled us to have a conversation with consumers about livering sustainable growth by investing the positives associated with our brands,” she said. Also in in a healthier future for people and the the pipeline is the new Campbell’s Slow planet. Under her leadership, the com- Kettle brand, a premium soup targeted pany has become the largest food and beverage business in to younger consumers that will be of- North America and the second largest in the world with 19 fered in contemporary packaging. A global brands that each generated $1 billion or more in 2010 new variety of Campbell’s tomato soup, in annual retail sales. Last year she announced the goal of Harvest Orange Tomato, did well in growing the company’s nutrition business from $10 billion test markets and is poised for a rollout. in 2010 to $30 billion by 2020. Beverage innovation includes V8 V-Fusion and V8 energy Road map to success: Nooyi cites the “five Cs” of suc- shots made from vegetables and a highly concentrated cess — competency, confidence, communication, commit- green tea. ment and coaching. Road map to success: You can’t just let your career On balancing work and personal life: “You need to build happen, Morrison says, you have to be strategic in how you a supportive ecosystem with your family, defining ‘family’ define your leadership journey. She points to mentors as a any way you want.” pivotal ingredient to success. She met her most important In her words: “Our diversity makes PepsiCo stronger mentor, Douglas R. Conant, when she was working at in the most direct sense. We are a global company, serving Nestlé in Bakersfield, Calif. millions of people around the world with different tastes and A word about women: “I am a firm believer that net- preferences. Being as diverse as our consumer base means we working is working. To me, this is an important concept can understand, first hand, what our consumers want. So for women to grasp, so they can build key relationships and when I see men and women of different ages, nationalities, expand their professional contacts to advance their career.” cultures and languages all working together for PepsiCo, I Bet you didn’t know: Morrison was a fire baton twirler realize that what we have is priceless. And in order to grow in high school. Instead of discouraging Denise, her mother as a company, we need more of it.” would sit in the stands with a blanket just in case she Bet you didn’t know: She loves to sing and was in an all- needed to put out any flames. girl rock band in high school, is a big baseball fan and reads Winning with women: Morrison was an integral player an occasional romance novel in addition to business books. in helping shape Campbell’s women’s initiatives. She was one of the co-founders of the Women of Campbell network and continues to mentor several women across the organization. Campbell received the 2010 Catalyst award for its success in advancing women to leadership roles.

18 Network of Executive Women Irene Rosenfeld Laura Sen Chairman and CEO CEO Kraft Foods BJ’s Wholesale Club Age: 58 Age: 54 Hometown: Chicago Hometown: Wakefield, Mass. Alma mater: Cornell University Alma mater: Boston College Company rank in Fortune 500: 53 Company rank in Fortune 500: 221 Employees: 127,000 Employees: 24,000 Revenues: $49.2 billion Revenues: $11 billion

What she’s up to: After acquiring Cadbury last year, What she’s up to: With renewed Kraft, under Rosenfeld’s leadership, is bracing for higher speculation that it will go private, commodity costs but leaning on advertising and innova- BJ’s started the year off by closing five tion to boost sales. The company is in the process of boost- stores, slashing nearly 500 jobs and ing its marketing and advertising budget in North America reorganizing senior management. Sen and will introduce more TV advertising campaigns for says the management team has been brands like Miracle Whip and Planters. working for months on a strategic Road map to success: Utilizing the theory that “it’s far plan to optimize the chain’s performance and build for more impressive when others discover its future. In February, BJ’s hired Morgan Stanley & Co. your good qualities without your help,” as financial advisor and put itself in play. At presstime, Rosenfeld developed what she calls “Six a joint bid from private-equity firm Leonard Green & Tips to the Top” that have worked well Partners and CVC Capital Partners was being considered. for her career for the last 30 years: Make Road map to success: “Try, try again” is Sen’s success a difference and push the envelope; take strategy. In 2001, she was passed up as CEO and was asked risks; seek out mentors; surround your- to leave BJ’s. She consulted for nearly four years, then, with self with good people and take care of them; ask for what new management in place, came back to BJ’s as executive you want; and practice the Golden Rule. vice president. A year later, she was president and COO; by Bet you didn’t know: Rosenfeld is an avid Rollerblader. early 2009, she was CEO. The sports fan helped Chicago’s impassioned but unsuc- Bet you didn’t know: Her favorite hobby is solving cross- cessful bid for the 2016 Summer Olympics. word puzzles. Eleanor Roosevelt is her heroine. On balancing work and personal life: Rosenfeld believes it’s important to avoid regret by zeroing in on the events in which you need to participate and balance this against what is necessary for your personal life. She spoke of a time when her mother was dying and she was where she needed to be. “I have no regrets,” she said. A word on women: “Women don’t have to be ‘mini- men.’ We have the opportunity to be role models and mentor others. Hang in there; we can help to reshape the environment on the job and outside.”

Sources: Fortune 500 rankings and revenue figures are based on Fortune 500 2011 andG lobal wharton.upenn.edu, kraftfoodscompany.com, money.cnn.com, mountainlakesinternational. Fortune 500 2010 lists. Additional sources: amazon.com, americandiversityreport.com, avon- com, news.cornell.edu, notablebiographies.com, nytimes.com, pepsico.com, pg.com, progres- products.com, bakingbusiness.com, bc.edu, bjs.com, blackenterprise.com, blackgivesback. sivegrocer.com, referenceforbusiness.com, slideshare.net, spelman.edu, supermarketnews. com, businesstoday.org, boston.com, businessweek.com, campbellsoupcompany.com, career- com, telegraph.co.uk, thecocacolacompany.com, thinkup.waldenu.edu, walmartstores.com, womaninc.com, celebratearkansasmagazine.com, cnn.com, execdigital.com, famousquotes. walmartwatch.org, thecocacolacompany.com, womenetics.com. com, foodlion.com, forbes.com, foxbusiness.com, icanomaha.org, just-food.com, knowledge.

Network of Executive Women 19 10 megatrends Get ready for the next big things The industry has changed a lot in the past 10 years — wait till you see what the next decade has in store

he dizzying changes of the next 10 years will make the rapid transformations of the last decade seem positively sedate. TYoung workers insist on working in ways they find personally satisfying. Employees come from all corners of the globe and bring a dazzling variety of experiences and worldviews. Consumers are more focused on quality of life — from the wholesomeness of the food they eat and the corporate citizenship of the companies that sell it, to the way they plan their careers and spend time with family and friends. These and other demands — global competition, changing technology and morphing demographics, to name a few — present a challenge to today’s business leaders, who must nurture a new breed of employee, market to a new breed of diverse consumers and return a profit to shareholders in a volatile, uncertain, complex and ambiguous world. No one said it was going to be easy.

20 Network of Executive Women The age wave look to take their places and avoid plans will incorporate digital strate- Boomers meet Millennials brain drain as their most experienced gies as greater numbers of members of The demographic shift in the leaders retire. ethnic groups, in particular African country is transforming the way we Just as tough might be figuring Americans and Hispanics, go online live — and the way we work. Compa- out how to market to Boomers. The and access digital outlets through nies are putting more effort into un- generation born between 1946 and smart phones. Opportunities to reach derstanding who we 1964 are not old and will never think them with optimized messaging will work with and how of themselves as old. Not surprisingly, skyrocket. we work with them. they dislike the term “aging Boomers” One example of forward-thinking One issue: Hiring and they tend to go for brands that marketing: Procter & Gamble’s web- managers who believe express their personalities, particu- site, www.myblackisbeautiful.com, top salaries lead to greater job satisfac- larly in the categories of technology, hosted by African-American women, tion may not be pegging their youngest fashion and personal care items. The “a celebration of African-American associates correctly. Young profession- youthful need for self-expression is beauty in all of its manifestations.” als ages 21 to 31 “believe doing work one trait Boomers share with younger The campaign, demonstrating P&G’s that is personally meaningful to them Generation Xers and Millennials. commitment to connect with Afri- and achieving a sense of accomplish- Heads up: Wealthy Boomer wom- can-American women, includes the ment are just as important as earning en are the “marquee players” in our website, a national television show on a high salary for a successful career,” country’s culture and commerce. BET Networks, a multicity tour and according to “The Future of Millen- “They are educated, have a high in- a discussion guide to enable women nial Careers” recently released by the come and make 95 percent of the pur- to host their own conversations about Career Advisory Board for DeVry chase decisions for their households,” the ways African-American beauty is University. said Karen Vogel, president of New reflected in popular media. Many Millennials are used to get- Generation Event Solutions. ting what they want. Even in a down Food safety and organics economy, Millennials are picky The new consumer Make mine healthy about entry-level jobs and often Marketing to a changing mosaic Distrust between opt for travel or grad school rather The “general market” has dis- the food industry and than settle for less. Bottom line for appeared. The cpg/retail industry consumers is growing employers: Realize Millennials are must continue to address the growing — putting greater em- not going to fundamentally change. importance of the Asian, Hispanic, phasis on food safety To attract and keep the best and the African-American and and fueling the rocketing sales of or- brightest, show Millennials why you other ethnic and cul- ganic products. should be their number-one choice, tural markets. Not only is food safety growing in noted Lynne C. Lancaster and David Business leaders importance, it is becoming remark- Stillman, authors of When Genera- will need to become ably more complicated. The recent tions Collide. much more culturally competent, boom in eating out has made the As for marketing to Millennials, learning, for instance, new social mo- food chain longer and more complex, they are a brand-averse generation res regarding the acceptable portrayal expanding the challenges found in rewriting the rules of marketing, ac- of women or male-female relation- every link of the chain, according cording to the Hartman Group. There ships in various cultures; developing to Robert Parrish, SGS-Geneva is no set of rules for selling this group; expertise in the increasingly “out” and Consumer Testing Services. Adding marketers must try to get inside Mil- mainstreamed lesbian, gay, bisexual to the supply-side challenge is the lennials’ heads and start charting a and transgendered market; and tak- growing consumer trend of buying new path. Some advice: Get out and ing more seriously consumers in the ingredients rather than prepared and shop the way they shop. $170 billion-a-year Muslim-American heavily processed food. What’s more, Meanwhile, companies must find market, who feel ignored by main- globalization and suppliers selling ways to continue to tap into the exper- stream brands. to multiple buyers will increase the tise of Boomers as emerging leaders Going forward, more business likelihood of multiple food safety

Network of Executive Women 21 10 megatrends

standards, further complicating the ing registering and logging in as the great majority of buying decisions, scenario. hassle-free as possible. As customers including 93 percent of food pur- Consumer demand has launched reach out, companies will have to chases, according to Too Busy to Shop: organic product sales, which grew respond quickly. If even a few hours Marketing to Multi-Minding Women. at a rate of nearly 8 percent in 2010, lapse before a customer hears back, Companies who want to advance bucking the “flat is the new growth” she’ll likely move on or disengage women to leadership roles must look trend in many other segments of the completely. at their use of mentors and sponsors, economy, according to the Organic according to a recent Catalyst study. Trade Association. Last year, sales in Workforce diversity Men with mentors are promoted more the organic market grew more than Profiting from your changing workforce and compensated at a higher rate, $28.6 billion. One success story: An abundance of research sup- while women with mentors are far less Organic pet food sales are on track to ports a focus on diversity and inclu- likely to be promoted or paid more as grow three times faster than sales of sion as a catalyst for a result of being mentored. Sponsors conventional dog food through 2015, greater productivity — mentors who advocate for promo- according to industry analyst David and competitive ad- tions and high-profile development Lummis. vantages. Managers opportunities — could help narrow should not just toler- the gender leadership gap. Virtual reality ate differences among employees, Even so, women will need to learn Connecting with consumers they must recognize the value of new skills as they manage a new work- Retailers and consumer products differences, combat discrimination, place dynamic. For marketers must adjust to a world where promote inclusiveness and harvest the instance, one of wom- customers can do their banking, rent benefits of diverse decision making. en’s greatest qualities, a car, check airline flight status, scan Among the skills that leaders must relationship building, bar codes to comparison shop, read have to transform a workplace are may be a liability in user reviews and more an understanding and acceptance of some work environments. “Our through their smart- managing diversity concepts, recogni- natural relationship-building strength phones, tablets and tion that diversity is threaded through means we tend to want to please and other mobile devices. every aspect of management, self- be liked, which results in playing it F a c e b o o k a n d awareness of cultural biases and the safe,” says Rebecca Hourston, director Twitter strategies are already must- willingness to challenge institutional of programs, Aspire. Playing it safe haves for cpg/retail businesses, and barriers to inclusion. won’t raise a woman’s work profile or companies will have to gear digital Employee resource groups for that of her company. outreach not only to laptops but also women or people of the same culture, One area in which women in customers’ mobile devices. ethnicity or other common back- leadership roles can make real changes Customers will wield even greater ground will continue to evolve into is work/family balance, an issue that power as social media and mobile tech- business resource groups, as savvy continues to challenge women. Still, nology evolve. They already expect to companies tap into a diverse work- because women expect female bosses connect with company employees as force’s experiences to develop new and employers to be more sensitive to- experts who can help them, according products and marketing strategies. ward this struggle, women executives to Forrester Research. The challenge must be realistic about what the busi- for executives and managers will be to Women leaders ness can support and not overpromise, figure out how to give those employees Expanding the potential according to Nan Mooney of Inc. the freedom to respond to customers As cpg/retail companies realize magazine. creatively and productively through the competitive advantage of having social media or mobile devices without women in leadership roles, both wom- Globalization compromising company security. en and men will reap new benefits and Great customers, tough competitors The cpg/retail industry also must face familiar challenges. Globalization will take on a more work to remove as many speed bumps Women bring fresh perspectives “non-Western” face by the year 2020, as possible from online sites, mak- to an industry in which women make according to the National Intelligence

22 Network of Executive Women Council. Most of the increase in world Citizenship at Boston College said equals survivability. population and consumer demand good corporate citizenship helps them Companies will spend more time through 2020 will take place in devel- recruit and retain good employees. and capital measuring how much oping nations, especially China, India Good corporate citizenship — trash is produced each year and and Indonesia, and maintaining high ethical standards, the percentage that gets recycled, multinational com- decreasing the negative effects a com- how much water is consumed annu- panies from today’s pany has on the environment and ally and other metrics. The challenge, advanced nations must giving back to the community — is however, will be balancing sustain- adapt their profiles and not the same thing as corporate social ability with growth, profits and risk to business practices to the demands of responsibility. Corporate citizenship is operations and reputation. these cultures, according to the NIC. about how a company expresses its val- There are, however, many poten- ues and role in society. Corporate social Consolidation and convergence tial pitfalls to bringing products and responsibility is what society expects of Merging companies, blurring channels services to overseas markets. These business, according to Stephen Jordan, Separate channels for food, drug include culturally insensitive market- Business Civic Leadership Center. and other categories have been fading ing; ignorance of local preferences in Expect other cpg companies to fast — and might be gone for good. product size, packaging and pricing; take a lesson from PepsiCo, which From the shopper’s and differences in tastes and flavors. has given away millions of dollars standpoint, brick-and- Smart organizations are retaining to worthy projects through its Pepsi mortar stores, e-com- their best Western business practices Refresh Project. A website, www. merce, social media while working with local managers refresheverything.com, allows users and mobile blend to or regional partners to ensure success. to propose an idea for funding, vote create a new retail reality. They are being good world citizens for their favorite ideas, post inspiring While retailers often view their by respecting the cultural, workplace stories and join discussions with like- channels as separate entities, shoppers and business traditions of the foreign minded folks. will increasingly perceive them as markets where they do business. one, rarely distinguishing between a While U.S.-based corporations Sustainability retailer’s multiple channels. Instead, continue to expand abroad, foreign How green is your valley? they perceive the shopping experience competitors will continue to compete Business leaders as an “intra-channel blur,” according here. It is worth noting that of the top with a real passion to Lynn Gonsior of Interbrand. five retailers in the world, only one — for sustainability see To compete, retailers must provide Walmart — is based in the United beyond government the holistic multichannel experience States. Increasingly tough competi- regulation and the en- that shoppers expect. For example, tion from foreign manufacturers vironment. They see a different kind retailers offering customers online and retailers will squeeze domestic of green and consider sustainability purchases must provide for an in-store companies at home and abroad. an integral part of value creation, ac- pick-up option, according to Gonsior. cording to findings by The Boston Retailers will have to maintain Corporate citizenship Consulting Group. or build their core strengths and Beyond community relations Sustainability plans will take a protect their brand positioning, and Money makes the larger role in companies’ long-term at the same time offer more value, world go around, but strategies as competitive advantage and convenience and service. It will be a employers today are profits become linked to eco-friendly tough balancing act, but “embrac- finding they have to opportunities. More resources will be ing complexity — or even, at times, care about more than put toward reducing environmental paradox — is a must,” retail designer just profits if they want to keep their footprint and costs, taking advantage Joseph Bona told Chain Store Age. n investors, their customers and their of renewable energy developments, Sources: blackenterprise.com, blogs.imediaconnection. com, businessweek.com, catalyst.org, Deloitte, develop- employees happy. meeting the needs of green consumers mentinstitute.org, ehow.com, goodcorporatecitizen.com, Thirty percent of employers sur- and reconfiguring organizations to hartman-group.com, inc.com, latimes.com, multicultural. com, nypost.com, organicnewsroom.com, thecmosite.com, veyed by the Center for Corporate succeed in a time when sustainability ucsf.edu, smallbiztrends.com, womensmedia.com.

Network of Executive Women 23 10 things you can do How to advance women, build diversity and grow your business Our workforces are more diverse than our leadership. Changing that is difficult — but the rewards are great.

Start at the top. Studies show that include internal training and external nearly 4,000 consumer products and 1 management diversity is critical education. (The Network hosts three retail executives, 17 regional groups to success; experience shows that the national conferences and more than and 72 national sponsors working commitment of a firm’s senior leaders 30 regional events each year.) together to create a more diverse, is critical to achieving it. And while vibrant consumer products and retail CEO and c-suite commitment is key, Rethink work. Organizations industry. Our members — 1 in 12 of it’s just the beginning. 6 need to meet the diverse needs them men — range from associates to of its employees if they expect to CEOs and represent every retail chan- Think outside the box. Diversity keep them motivated and productive. nel and product category. n 2 is not just a matter of gender and Most important, organizations must race, but factors like age, ethnicity, end the invisible penalties too often Let’s work together language, education, experience, cul- attached to family leave, career off- ture and sexual orientation. The more ramps and other work/life options. The Network of Executive Women is your decision makers look like your a unique membership organization customers, the more insights, affinity Mentor. Managers without men- designed to advance your career and sales you’ll get. 7 tors or sponsors don’t climb far up and build your business. Members the corporate ladder. Partner emerg- get an array of benefits, including Embed diversity into your corpo- ing leaders with senior executives in national conferences, webinars, 3 rate DNA. To be successful, di- one-on-one mentoring relationships diversity best practices, research versity should be owned by everyone, and encourage them to take advan- and online collaboration and not just senior management and HR. tage of external mentoring oppor- networking tools. Find out how you It needs to be embedded into every tunities. (Many of the Network’s 17 can change your industry, yourself process and program, from compen- regions have mentoring programs.) and your organization today. sation schemes to product development. (Learn more at the NEW CPG Turn your ERGs to BRGs. Turn NEW Leadership Summit 2011 Retail Diversity Forum, next spring 8 employee resource groups into September 19-20, Orlando in Chicago.) business resource groups that provide newonline.org/summit multicultural insights and product NEW regional events Don’t stop at diversity. The real innovation. You’ll increase productiv- newonline.org/events 4 rewards of diversity are depen- ity, retention and, most important, dent on the inclusion of diverse ideas diversity in decision making. Network membership in your decision making. To achieve newonline.org/join both diversity and inclusion, you need Benchmark. Measure diversity News and alerts a corporate culture that values every efforts against past performance 9 newnewsletter.org/subscribe voice and understands that good ideas — and your competition — and use can come from anywhere. this knowledge to compete. Follow us facebook.com/newnational Nurture talent. Fast-track high- Network. Give high-potential twitter.com/newnational 5 potential female and diverse 10 employees visibility inside managers and give them career paths your firm and throughout the indus- newonline.org/linkedin to follow. Promote their development try. The Network of Executive Wom- newonline.org through individual career plans that en is a great place to start. We are

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Join us on the red carpet Awards ceremony, dinner and afterparty honoring the Network’s first-ever Diversity Hall of Fame inductees (read their stories on pages 8-12). Monday, September 19, 6:30 pm

Keynote speakers

September 19-20 | Orlando Buena Vista Palace Hotel and Spa

Maddy Dychtwald Alison Levine et ready for the next 10 years of change at the How women’s economic From Goldman Sachs Network’s 10th anniversary NEW Leadership Summit, power will change the world to Mount Everest G September 19-20 in Orlando. Prepare alongside nearly a Featured speakers thousand cpg/retail executives and Mike Gorshe emerging leaders – men and women – Partner, Consumer Products and Services Practice as you explore new opportunities in Accenture your career, work and life. Cathy Smith You’ll hear how women’s buying Chief Financial Officer power will transform our industry from Walmart International Maddy Dychtwald, author and authority on women’s influence. Jerry Wilson And you’ll be inspired by climber Alison Levine, who’ll tell you SVP, Chief Customer and Commercial Officer what it’s like to lead a team – at 28,000 feet. The Coca-Cola Company Choose from 12 breakout sessions, including motivating Steve Knox your team, building better trading partner relationships, Former CEO, P&G Tremor managing “brand you,” leveraging social media and more. and many more Take two days and prepare for the next decade. Join the Network online at newonline.org/join for just $200 per year, Plus then register for the Summit at newonline.org/summit. NEW Leadership Academy bonus pre-event workshops Follow us 12 breakout sessions facebook.com/newnational on work, life and leadership twitter.com/newnational Corporate Athlete® optional half-day newonline.org/linkedin newnewsletter.org/subscribe Align body, mind and spirit September 21 newonline.org Unrivaled networking Diversity Hall of Fame dinner and afterparty, for our full agenda and registration visit Summit luncheon, breakfast and breaks newonline.org/summit 10 greatest And the winners are... Agree or disagree with our rankings? Vote for your favorites at newonline.org/greatest Kathryn Bigelow beat ex-husband James Cameron for best director. Buzz makers Chick flicks When it comes to generating buzz, Oprah is the Julia Robert’s Erin Brockovich all-time champ. is smart, sexy and tough as nails. 1. Oprah Winfrey 6. Kate Middleton 1. Erin Brockovich, 2000 2. Lady Gaga 7. Ellen DeGeneres 2. Beaches, 1988 3. Sarah Palin 8. Angelina Jolie 3. Thelma & Louise, 1991 4. Beyoncé Knowles 9. Anna Wintour 4. His Girl Friday, 1940 5. Arianna Huffington 10. Madonna 5. Julia, 1977 6. Norma Rae, 1979 7. Dirty Dancing, 1987 Tough cookies 8. Steel Magnolias, 1989 Forget the Disney version, legendary warrior Mulan 9. Waiting to Exhale, 1995 kicked it for real. 10. Terms of Endearment, 1983 1. Hua Mulan 6. Rosa Parks 2. Joan of Arc 7. Cleopatra Moments women cheered 3. Harriet Tubman 8. Marie Curie It was “game over” when Billie Jean King 4. Queen Elizabeth I 9. Jane Goodall trounced Bobby Riggs. 5. Sacagawea 10. Florence Nightingale 1. Billie Jean King defeats Bobby Riggs in the “Battle of the Sexes,” 1973. 2. Amelia Earhart makes solo transatlantic flight, 1932. Women’s anthems 3. Title IX outlaws gender discrimination “I Am Woman” is the obvious answer, but no one beats in education programs receiving Federal funds, 1972. the Queen of Soul. 4. The Washington Post’s Katharine Graham 1. Respect Aretha Franklin, 1968 becomes first CEO of Fortune 500 company, 1972. 2. I Am Woman 5. Sandra Day O’Connor dons robes Helen Reddy, 1972 of U.S. Supreme Court justice, 1981. 3. Independent Women 6. Sally Ride orbits the earth, 1983. Destiny’s Child, 2001 7. Bonnie Blair wins fifth Olympic gold medal 4. Ain’t Nobody’s Business If in Lillehammer, Norway, 1994. I Do Bessie Smith, 1923 8. Geraldine Ferraro gets Democratic Party’s 5. I Will Survive Gloria Gaynor, 1979 nod for VP, 1984. 6. I’m A Woman Peggy Lee, 1962 9. “The Hurt Locker” helmer Kathryn Bigelow 7. Girls Just Want to Have Fun Cyndi Lauper, 1982 beats ex-husband James Cameron 8. These Boots Are Made for Walking Nancy Sinatra, 1966 to win Academy Award, 2010. 9. Man! I Feel Like A Woman Shania Twain, 1997 10. Victor Mills develops Pampers 10. Superwoman Alicia Keyes, 2007 for Procter & Gamble, 1961.

26 Network of Executive Women At PepsiCo, Performance with Purpose means delivering sustainable growth by investing in a healthier future for people and our planet. We will continue to build a portfolio of enjoyable and healthier foods and beverages, nd innovative ways to reduce the use of energy, water and packaging, and provide a great workplace for our associates.

Because a healthier future for all people and our planet means a more successful future for PepsiCo.

www.pepsico.com KraftCPG10YR1.pdf 1 6/2/11 11:42 AM

CMY

Leaders in Excellence

Kraft Foods congratulates the Network of Executive Women on 10 years of excellence in advancing women within our industry

Kraft Foods is proud to be an equal opportunity employer. For information about employment opportunities with Kraft Foods, please visit www.kraftfoodscompany.com/careers