The Diversity Value Index, or DVI, is a benchmarking program designed to examine an organization as a multidimensional model wherein the diversity and inclusion function is part of all facets of the enterprise from strategy to business valuation. Designed to educate professionals about the bottom-line impact of diversity, advise with best practices and innovations from the D&I function and inspire organizations to move beyond the concept of diversity as a bio-demographic function alone, the DVI provides a deeper understanding of the significance of the diversity and inclusion function.

The aim of the DVI is to:

— Educate, advise and inspire those in the field.
— Give organizations access to a transparent D&I framework.
— Recognize organizations that are committed to diversity and inclusion through significant D&I actions that yield measurable business value.

The Diversity Value Index program offers applicants an opportunity to be recognized for achieving outstanding business performance through diversity and inclusion.

Alex Baker, regional talent partner, Virgin Trains

Debra Ball, EdD, VP, HR/OD, learning & service excellence, ProMedica Health System

Eleanor Baughman, senior talent acquisition manager, Milestone Systems Inc.

Debora Bloom, president, Debora Bloom Associates

Felecia Boyd, learning coordinator, city of Memphis

Kristen Britt, research assistant, Human Capital Media

Sandra Casey Buford, CEO and principal consultant, Synergy Resources Consulting Group

Arturo Corral, managing member (founder), Sedona Management

Penny Cortez, director, cultural transformation and change management, Chevron

Amy Crippen, performance solutions — director, New Directions Behavioral Health

Marjorie Derven, managing partner, HUDSON Research & Consulting Inc.

Gregory DeShields, executive director, PHLDiversity — PHLCVB

Joseph DiNorcia, vice president, Demos

Amma Dodoo, librarian and NVQ assessor, London Business School and Victoria and Albert Museum

Scot Duffield, senior manager talent management, Western Union

Diane Edwards, general manager people, systems and technology, Ports of Auckland Limited

Curt Fernandez, loss control coordinator, city of Minneapolis

Evern Ford, president and CEO, EDF & Associates

Catherine Gordon, HR director, David Suzuki Foundation

Amol Gupta, director of HR, FIS Global

Tim Harnett, research manager, Human Capital Media

Kammy Haynes, CEO, Kammy Haynes Unlimited Inc.

Robbie Herd, managing director, Seaforth Cameron Human Capital Management Group

Michele Hesske, director of human resources, Troutman Sanders

Jane Horan, founder, The Horan Group

Tammy Kenber, chief human resources officer — AVP, human resources, Sonoma State University

Adrienne Kimball, culture manager, Rubicon Programs

Livia Konkel, global diversity & inclusion, Thomson Reuters

Manoj Koundinya, learning & development lead — India, AstraZeneca India Private Limited

Terri Kruzan, founder and lead researcher, Culture Sleuth

Kenneth L. Johnson, president/diversity recruiter, East Coast Executives Inc.

Nicole L. Turner, MBA, CEO, The OYAT Group

Katie Lawler, HR manager, Community Action Inc.

Leslie Meacham Saunders, principal consultant, LMS Consulting

Michele Mulieri, director, talent development, Whitsons Culinary Group

Pat Murphy, chief, equal employment opportunity and diversity, strategy and analysis, US Government

Christina Parr, global OD leader, Toppan

Susan Porter, employment specialist, LEAP (Linking Employment Abilities and Potential)

Maurice Rabb, head of inclusion, professional development & recruitment (Tokyo), Morrison & Foerster LLP

Rebecca Ramirez, director of human resources — global IT, Kellogg Company

Gennifer Ramsay, curriculum manager, BKD

Rakesh Rana, senior HRBP & talent acquisition leader — Asia-Pacific, Murex Southeast Asia

Natalie Richter, principal and CEO, Natalie Richter Global

Donny Rowton, director of HR, Voodoo Doughnut

Laura Roybal, talent acquisition manager, Terumo BCT

Cenina Saxton, succession planning manager, Emory Healthcare

Doren Schott, senior organizational development specialist, CITGO

Rania Sedhom, managing member, Sedhom Law Group

Noga Segev Nadir, talent management director, Strauss Group

Melanie Shong Helm, human resources manager — investigations, Huntington Ingalls Industries Inc.

Wendy Smith, head of candidate and new employee experience, NCR Corp.

Benjy Spiro, human resources professional

Deborah St.Clair-Thomas, talent and leadership manager, EDF Energy

Fred Stawitz, principal, technical training, Kinder Morgan Inc.

Eve Sweeting, HR generalist, Charlotte County Board of County Commissioners

Mary Terp, director of human resources, United Way of the Greater Lehigh Valley

Bonnie Turner, director, human resources, Elkhart Plastics

Manish Upadhyay, co-founder, LIQVID, adviser (Edtech), Central Square Foundation

Estela Vazquez Perez Colombo, head, global employer brand, Centre of Excellence, RBC

Patrick Voss, co-founder, Radius Business

Dachell White, external relations specialist, 1199SEIU Labor Management Project

Timamu Wilson, director of career services, Eastwick College

Gail Woods, payroll manager, Volunteers of America Greater Baton Rouge

What is the Diversity Value Index program?

The Diversity Value Index (DVI) is a benchmarking program designed to examine an organization as a multidimensional model wherein the diversity and inclusion function is part of all facets of the enterprise from strategy to business valuation. Designed to educate professionals about the bottom-line impact of diversity, advise with best practices and innovations from the D&I function and inspire organizations to move beyond the concept of diversity as a bio-demographic function alone, the DVI provides a deeper understanding of the significance of the diversity and inclusion function.

How is the DVI different from other award programs?

The DVI program stands out as a peer-based benchmarking program designed and judged by experts and practitioners. It seeks to understand the state of organizational diversity without ranking organizational progress in achieving diversity.

What’s new in 2016?

The application and judging process remain unchanged from 2015.

Who do I contact if I have questions about the DVI?

Send all questions to Sarah Kimmel, vice president of Research and Advisory Services:

Who is eligible to apply?

The DVI is open to all for-profit, nonprofit, government or academic organizations, regardless of size, location or industry. The DVI is a global benchmarking program and companies worldwide are encouraged to apply. Please note, academic institutions that apply should reference D&I practices that apply to employees, staff and faculty (not the student population).

I work for a vendor. Can I apply?

Yes, but you should reference your internal D&I programs. Vendor applications that reference their external D&I programs or services are not included in the benchmark.

How do I apply for the DVI?

There is an online application process with downloadable planning worksheets to help your organization prepare its application. Once the application period opens you can register and access the application.

Is there a word limit? Can I include charts and photos on my application?

There is no word count limit to applications. All photos and charts must be inserted into the application itself; the application does not allow for other attachments.

Is there a cost to apply?

There is no cost to apply to the DVI.

How will data from my DVI application be used?

Individual organizational data will be reported in aggregate in the “2016 Diversity Value Index Benchmarking Report.” The Research and Advisory Group will use application data to generate the personalized scorecard delivered to you after final rankings are announced. Your company name will appear on the Workforce website as a participating DVI organization.

Who are the judges?

Judges include senior diversity practitioners, suppliers, vendor executives and D&I experts.

What is the judging process and criteria?

DVI judgeship is open to senior practitioners and D&I executives from any size organization and industry. Judges are vetted prior to the application review process. Many judges participate year after year.

Each application is reviewed by multiple judges to minimize bias. Judges do not review applications from organizations in their industry and may recuse themselves from any application if there is a potential conflict of interest.

Judges are given a detailed set of instructions and a scoring rubric to assist them. Judges rate an organization in each of the dimensions of the DVI Framework: strategy, leadership commitment, execution, impact and business performance results. For each question, judges assign each question a score from 2 (underdeveloped) to 5 (vanguard).

What do applicants receive?

All applicants receive the following:

Custom scorecard with year-over-year comparison and all judges’ comments on their application.

Discount on the DVI benchmarking report.

Organizational mention on the Workforce website.

Participation badges for use in print and social media.


Ahold USA

American Airlines

Arup North America


Broadridge Financial Solutions

Broker Solutions Inc. dba New American Funding


Charles County Government

Citizens Energy Group

Comercializadora PIEC, S.A. de C.V.

Department of Labor

Expat Argentina

Hillsborough Area Regional Transit


Level 3 Communications

Massachusetts General Hospital

Minnesota Department of Human Services

Nationwide Children’s Hospital

New York Community Bancorp Inc.

Noranda Aluminum Holding Corporation

Orange County Sanitation District

Parkview Health

Productive Engineering Solutions

Ricoh USA Inc.

Scnellecke Logistics USA

Sebchem Consulting

The Community Builders Inc.

Towers Watson & Co.

Transamerica Life Insurance Company

Unity Health Insurance Company


American Airlines Group, Inc.

Automotive Holdings Group Ltd.

Caleres Inc.


Choice Hotels International Inc.

Citizens Energy Group

City of Montgomery, Ohio

CMCS Commercial Market Consulting Service

Comercializadora PIEC

ConAgra Foods Inc.

Dollar General Corp.

Eğitim Yönetim Danışmanlığı Ltd.

Even & Odd Minds

First Horizon National Corp./First Tennessee Bank


Ingersoll Rand

Level 3 Communications

McDivitt Law Firm

MOL Hungarian Oil and Gas Public Limited Co.

Productive Engineering Solutions

State Street Corp.

Subsea 7

Sutter Health


The Fishel Co.

Towers Watson & Co.

UT Southwestern Medical Center

Xcel Energy Inc.


American Airlines Group Inc.

Andes Petroleum Co.

AT&T Inc.

Automatic Data Processing Inc.

Banner Health

Baystate Health

California State University, Fresno

Careerbricks Learning Solutions Pvt. Ltd.

Citizens Energy Group

Golden State Foods Corp.

Ingersoll Rand

Land O’Lakes Inc.

Mitchell Communications Group

Old National Bancorp

Oregon Department of Corrections

Sidley Austin

Solidaris Intercultural Services

State Education Resource Center

State Street Corp.

Strauss Group Inc.

The Atkins North America Holdings Corp.

The MetroHealth System

The Salvation Army of Wisconsin and Upper Michigan

Thomas Jefferson National Accelerator Facility

Towers Watson Delaware Inc.

DVI_16_Report__300x327The 2016 Diversity Value Index Benchmarking Report contains the following:

Short overview and history of the DVI program

Demographic information on participating DVI organizations, including size, industry and D&I function type

Analysis of scores across all areas of the DVI framework

Comprehensive list of best and unique practices used in the D&I field

Research-driven profile of an average DVI organization

Comparison of the 2016 DVI top 50 percent with the results of theDiversity Executive D&I State of the Industry survey

2016 DVI application and judging rubric