Starbucks Corporation CORPORATE SOCIAL RESPONSIBILITY ...

FOSTERINg DIVERSITY AND
INCLUSION
At Starbucks, we “embrace diversity as an
essential component in the way we do business.”
This is a guiding Principle of the company and
one of our core values.
As we expand throughout the world, Starbucks
is recruiting and operating within a broad range
of multicultural, multilingual, and multiracial
environments. Not only must Starbucks actively
prepare to embrace and navigate diversity across
the globe, we must tailor our efforts to each
unique area of the world.
Our continued success compels us to create a business that, at
all levels, reflects the communities in which we operate, the
customers and marketplaces we serve, and the shareholders
who invest in our company. Featured in this section are our
companywide efforts to embrace diversity, which include
the following:
• Diversity and inclusion in the workplace
• Supplier diversity
• Urban Coffee Opportunities: Bringing the Starbucks
Experience to diverse communities
STARBUCKS MAKES DIvERSITyINC
TOP 50 LIST
Starbucks was recognized as one of the Top 50 Companies
for Diversity in 2006 by DiversityInc magazine, which
reports and analyzes diversity issues and their impact on
business in the U.S. Starbucks also ranked in the Top 10
Companies for DiversityInc’s Latinos sub list. The application
process for the Top 50 list entails an in-depth analysis of a
company’s diversity management, leadership and marketing.
CORPORATE EQUALIT Y INDEx
In 2006, Starbucks achieved a score of 85 out of 100 on
The Human Rights Campaign (HRC) Foundation’s Corporate
Equality Index (CEI), a nationally recognized measure of
gay, lesbian, bisexual and transgender (GLBT) workplace
equality. This index is the principal method of evaluating
diversity efforts toward GLBT employees and consumers.
Scores are based on a voluntary survey of company policies
as well as independent research by HRC.
To achieve a higher score, Starbucks must first have a
written nondiscrimination policy covering gender identity
and expression. We are currently working on updating our
nondiscrimination policy and hope to achieve a higher HRC
score in the future.
D I V E R S I T Y
Diversity and Inclusion in the
Workplace
At Starbucks, our diverse workforce includes men and
women of various ages, races, national origin, religious
affiliations, sexual orientation, physical and mental attributes,
and differing levels of education, skills and experiences.
Our partners also come with their own ideas, opinions and
communication styles. We respect the differences our partners
bring to the workplace. We view their differences as assets
that can help us to be more creative and innovative in our
approach and products, more competitive globally and more
attractive as an inclusive employer wherever we do business,
We implemented the following initiatives and programs in
fiscal 2006 in an effort to reach our diversity and inclusion
workplace goals and objectives.
• A “Diversity and Inclusion Scorecard” was created
for our ceo and his direct reports, which includes key
metrics for diversity and inclusion in the workplace. The
scorecard establishes benchmarks related to workforce
representation, diversity leadership competencies,
workplace environment, supplier diversity and customer
experience.
• Partner Network Groups were initiated to bring partners
together voluntarily to partner with the business in an
advisory capacity. Additionally, these groups provide
personal and professional networking opportunities,
address issues of concern and opportunity, and provide
mutual advocacy to help the company achieve our diversity
and inclusion goals. The program was piloted with three
groups: The Pride Alliance Network: (lesbian, gay, bisexual,
transgender), Partners with Disabilities Network,
and Emerging Workforce, a group of partners that is
working to develop flexible workplace solutions in order to
achieve both their business and personal goals. The Partner
Network Groups are currently available to partners at the
Starbucks Support Center (SSC), the company’s global
headquarters in Seattle.
• Diversity and Inclusion Leadership Teams were organized
to identify strengths, gaps and opportunities within
specific business units and regions as well as to create
structures to foster sustainable, robust diversity and
inclusion strategies throughout the company. Team
members are partners from all levels of the company
bringing cross-functional expertise in efforts to drive
ownership of the diversity and inclusion strategy within
Starbucks. In fiscal 2006, two regional teams were
launched in the U.S. and seven were launched within
specific business units or functions at the SSC.