4. 2015 Events
VETLANTA Q1 Summit hosted by Coca-Cola – Feb 26th
American Corporate Partners Event hosted by Coca-Cola – May 19th
VETLANTA Q2 Summit hosted by JWT – June 17th
Veteran Owned Business Summit hosted by UPS – August 25th
VETLANTA Q3 Summit hosted by McKesson – August 26th
Veterans Connect Dinner hosted by Emory – September 17th
American Corporate Partners Event hosted by UPS – September 22nd
VETLANTA Q4 Summit hosted by GA Power/Southern Company – October 28th
Homeless Veteran Event hosted by AT&T – November 5th
American Corporate Partners Event/Hire Heroes USA Seminar hosted by Coca Cola – November 12th
VA Clinic Shelving Project hosted by UPS/Soldiers Angels/Home Depot – November 14th
5. 2016 Projected Activities
VETLANTA Summits (4)
Q1 – Jan 27th, Hosted by Turner
Q2 – April, Hosted by Georgia Tech
Q3 – August Hosted by UPS
Q4 – October, Hosted by GA Power/Southern Company
American Corporate Partners/HHUSA Events
April – UPS (Lloyd Knight, Project MNGR)
TBD – Coke (Patrick Haddock, Project MNGR)
TBD – Host Company & Project MNGR Needed
MISC Events
Homeless Veterans Event – Host Org/MNGR Needed
Emory Veterans Connect Dinner
VA Stand Down – Project MNGR Needed
Veteran Owned Business Summit (Bryan Wolfe, Project MNGR)
UPS VBRG Social, Jan 28th, (Kevin Horgan, Project MNGR)
Looking for ideas/Project MNGRs/hosts for socials
Service Related Events – Looking for ideas/Project MNGRS
Military 101 Training
To be fielded in Spring 2016
Jordan Kellett (Project MNGR)
Looking for volunteers to assist with
curriculum development and for host
organizations. Plan is to have one company
host one showcase event open to all and then
several smaller internal company events
8. For all Turner business units and current /
future employees, Turner Vets serves as a
strategic resource for cultural diversity, by
supporting all efforts concerning the military
and veterans in areas including but not limited
to recruiting, employee retention, innovation,
and professional development, while
supporting growth and the achievement of
bottom-line results.
Positioning Statement
v. VETS.
9. Mission – The mission of the Veteran’s Group is to
strengthen Turner’s marketplace, workplace and
workforce by empowering veterans and unifying the
Turner community.
Vision – Turner Vets will be a trusted source for veteran
talent acquisition, leadership pipeline development,
community outreach and media content support.
Mission & Vision
15. Event Highlights - Atlanta
Atlanta All Veterans Job Fair - Partnership with Talent Acquisition
Flanders House Remembrance
Playing by the Unwritten Rules
Moving through PTSD
17. SunTrust Atlanta Veterans Teammate Network
• The Atlanta Network is part of a corporate-wide inclusion effort that has 10
veterans networks spanning SunTrust served communities in 8 states and
over 550 teammate (employee) members
• We undertake and implement corporate efforts like our company-wide
Moment of Remembrance, veterans hiring programs, and Homes for Heroes,
in addition to projects specific to the Atlanta metro area
18. 2015 SunTrust Atlanta Veterans Teammate Network Accomplishments
• Increased teammate (employee) membership from 75 to over 150 participants
• First year in supporting an Enterprise-wide Veterans Interests Council
• In partnership with Military Warriors Support Foundation,
Provided a wounded Veteran and his Family:
• A mortgage-free home in Woodstock, GA & three years of financial education & counseling in support of
homeownership
• SunTrust donated a total of six homes across our footprint since program inception last year
• Attended 20 military Veteran career fairs (4 in Georgia)
• Participated in Women Veterans Social Justice Conference at Kennesaw State University
• Made contribution in support of the Atlanta Chapter of the Military Order of the Purple Heart
• Led Atlanta SunTrust headquarters Memorial Day Moment of Remembrance with supporting Marine Color Guard
• Organized annual effort to send over 250 holiday cards to active duty service members
• Hosted SunTrust headquarters Veterans Day speaker event and luncheon
• Provided veteran business leader panelist support for Coalition of Veteran owned Businesses
19. • Increase active involvement of Atlanta Veterans Teammate (employee) Network
• Provide at least one selected wounded Veteran and his/her Family:
• A mortgage-free home & three years of financial education & counseling in support of homeownership in partnership
with Military Warriors Support Foundation
• Attend 24+ military Veteran career fairs (6 in Georgia)
• Promote SunTrust, Atlanta Veteran Teammate Network activities (internal & external)
• Collaborate & participate with other Atlanta employers on veteran community based projects
• Organize annual effort to send holiday cards to active duty service members
• Plan and lead events in honor of Veteran focused holidays (Memorial Day, Veterans Day)
• Increase mentorship & sponsorship for transitioning service members
• Share & solicit “Best Practices” on driving Veteran type activities
SunTrust Atlanta Veterans Teammate Network in 2016
21. Program History
• Program first piloted August 2013 in Savannah, GA
• Originally developed for unemployed and
underemployed Veterans recently separated from
active duty
• Created using an experiential learning model that
allows service members access to the civilian
workplace through internship
• Seven corporate sponsors in the first year
• Approved as an active duty internship program June
2014 as part of DoD Instructions 1322.29
• Currently there are over 1100 active duty service
members and Veterans who have completed
interest requests in the program
– 18% Logistics & Supply
– 14% IT/Communications
– 14% Security/Law Enforcement
– 11% Maintenance/Repair
– 9% Human Resources/Administrative
– 7% Aviation
Measurable Outcomes
Selection Rate: 25%
Program Completion: 93%
Hired/Offered Employment: 99%
(August 2013 – December 2015)
22. Veterans Education Training and Transition (VET2)
• Designed to facilitate the successful transition of service members as a
potential employee or new hire.
• Compatible with existing onboarding process
• Content provided by the employer to ensure relevance
“VET2 is a truly successful program that remains the only one of
its kind in the country.”
Lieutenant Colonel Steven M. George
Office of the Chief of the Staff of the Army
Soldier for Life Program
23. First Active Duty Internship in the Country
• Active duty service members now authorized to
participate in internships with approved institutions of
higher education (DoD Instructions 1322.29)
• 10,000 service members per year are projected to
transition from Georgia military installations from
2015-2020
• VET2 approved as an active duty internship
program at Fort Gordon, Fort Stewart, Hunter Army
Airfield & Robins AFB (Fort Benning pending)
• Service members must be in the last 180 days of
service & receive approval from their chain of
command to participate in an internship
• Active duty service members cannot receive
compensation from the employer (“unpaid
internship”)
• First Active Duty class completed January 2015 with
100% receiving a job offer
“Gulfstream is committed to military hiring.
The VET2 program provides a great
opportunity for Gulfstream to help members
of the military ease the transition to the
civilian workforce, and it also help us
source experienced professionals.”
Mark Burns, President Gulfstream Aerospace
VET2 Graduates January, 2015
24. Benefits to the Service Member
• Income during the hiring process; active
duty military receive pay & benefits
• Feedback on job performance and
marketability from an employer
• Program flexibility to align with
separation date
• Course content provided by the
employer
• Education & Experience for the resume
• Networking with cohort members and
employer
• Training and job offer before the
separation date from the military
• Mentorship and support before, during
and after the job search
Benefits to the Employer
• Decreased cost of hiring and on-
boarding veteran new hire
• Extended interview process for the
evaluation of potential new hires
• Program flexibility to align with
workforce training requirements
• Employee training through Georgia
Tech in a “high demand skillset”
• Strategic Partnership with Georgia
Tech to provide education and
employment opportunities to our
military service members
• Relocation costs for new hire covered
by the military
• A reliable and dependable employee!
Why this Program is Different
25. • VET2 Split Course Option
– Engage service members
earlier in their transition
• VET2 101: Resume Building and
Interview Skills (Online)
– Collaborative effort between
GTPE, “Boots to Loafers” and
the Georgia Department of
Economic Development
• Increased Internship Opportunities
for Companies in Remote
Locations
• Program Expansion to other States
• Overseas Career Skills Program
Opportunities for Service Members
What’s New for 2016
26. For More Information
James R. Wilburn, Ed.D.
Academic Program Director, Military, Professional Education
Georgia Institute of Technology
210 Technology Circle, Savannah, GA 31407-3016
Office: 912-966-7951
Email: James.Wilburn@pe.gatech.edu
Website: www.gtpe.gatech.edu/
27. 27 Classified - Internal use
Patrick Haddock
2015-16 MVBRG
President
28. 28
2015 Coca-Cola MVBRG Highlights
Classified - Internal use
● American Corporate Partners (ACP) partnership continued
- 70 mentors and lengthy waiting list
● Veterans Day events
- Veterans Day employee event at our HQ
- USO “stuffing party” – employees put together care
packages for deployed troops
- Every employee Veteran received a challenge coin
- Storyboards at HQ to recognize veteran employees & family
- Hosted an ACP/HHUSA career workshop
● Signed up for the Army PaYS program
● VET2 internship program
● Testified at U.S. Senate hearing with Starbuck on status of
support of veterans
29. 29
2016 Coca-Cola MVBRG Plans
Classified - Internal use
● American Corporate Partners (ACP)
● Veterans Day events
- Employee engagement event + USO + challenge coins
● Veterans Non-Profit Support
- Some details still being worked out
- Working with The Mission Continues on Atlanta expansion
● Enhance Veteran Recruiting Efforts
- TAP program lead visiting TCCC in Feb
● HHUSA resume and/or interview event
● Partner with TWI/EWI program and local participants
● International Officer visits from Maxwell AFB
● Liaison with HR for USERRA and company policy compliance
30. Family & Employer Programs & Policy (FEPP)
(Version 1)2/9/2016
Joe M. Shubert, CSM(Ret)
Georgia ESGR Administrative Support Technician
WE
ALL
SERVE!
www.ESGR.Mil
31. Family & Employer Programs & Policy (FEPP)
(Version 1)2/9/2016 31
Uniformed Services Employment
& Reemployment Rights Act of 1994
USERRA
• Protects reemployment rights and benefits of all employees
who engage in military service as if he or she had been
continuously employed during a period of military service.
• This includes having the same level of seniority, status, pay
and benefits they would have accrued, if they were not
called up for military service.
32. Family & Employer Programs & Policy (FEPP)
• Provide prior or advanced notice
to employer (verbal or written)
• Serve for no more than 5
cumulative years away from the
workplace. However, there are 8
exception categories.
• Serve under honorable
conditions
• Return to work in accordance
with USERRA guidelines
• Allow Military leave of absence
• Prompt reinstatement of
employee
• Maintain employee seniority
• Reinstate employment benefits
• Training or refreshing of skills
• No discrimination or retaliation
2/9/2016 32(Version 1)
Military Responsibilities Employer Responsibilities
Uniformed Services Employment
& Reemployment Rights Act of 1994
33. Family & Employer Programs & Policy (FEPP)
(Version 1)2/9/2016 33
Uniformed Services Employment
& Reemployment Rights Act of 1994
Who is covered under USERRA?
YES:
Past and current employees with uniformed service
Applicants for employment with uniformed service
Witnesses to USERRA right infractions or violations
Employers with even one employee
Active Duty, Reserves, National Guard, National Disaster Medical System
NO:
Guard members on State Active Duty for Floods, Fires, etc. (Will be protected
under the Governor’s state protection laws)
Non-recurrent or Brief Employees, Clergy, Students, Independent-Contractors
** Non-recurrent employment meaning that the period of hire was not reasonable expected
to continue indefinitely or for a significant period.
34. Family & Employer Programs & Policy (FEPP)
(Version 1)2/9/2016 34
Uniformed Services Employment
& Reemployment Rights Act of 1994
Questions about USERRA
1- 800-336-4590, option 1
or
www.ESGR.mil
36. THD MAG Overview
VISION: Provide a platform that provides professional development, outreach,
awareness, and integration for our military/veteran community and Home Depot
associates
MISSION: Foster a symbiotic relationship between THD veterans, THD non-
veterans, and the local veteran community through integration, education, and
development
CORE COMPETENCIES:
- THD Memorial Day/Veterans Day events
- USO
- Community Projects (Toys 4 Tots, Habitat for Humanity, UMC)
- Veteran Hiring/THD HR Initiatives (Vetlanta, ACP)
- Support Veteran Non-Profits
- Adopt-a-unit/Letters/Care Packages
MAG participated in and/or hosted over 50 events representing The Home Depot in
2015
36
37. Board of Directors and Leadership Committee Set Up
37
Board Position Board Member
Chair Don Stolzoff
Co Chair Fred Spano
Comptroller
Compliance Cindy Monk
Metrics/Membership
Communications Christine Holloway
THD Foundation Tiffany Poole
Community Projects Dan Sedrak
Veterans Day Bethany George
Memorial Day Rachel Gates
USO Emily Knox
Veteran Hiring Karen Lewis
Advisory Role Ted Studdard
USN Liaison Scott Long
Board of Directors
Committee Position Committee Member
Veterans Day
Memorial Day
Miscellaneous Events
Miscellaneous Events
USO
Veteran Hiring
Veteran Non Profits
Community Projects
Proposed Leadership Committee
Expectations
• One year commitment
• Lead the committee responsible for specific event
or project
• Attend LC meetings
• Complete new member onboarding
MAG currently has ~800 active members
One of our main goals in 2016 is to focus on engaging our current membership through
the creation of leadership committees
39. BuildTalent
GoodWorks
FamilySupport
Objective: Deliver content and experiences to
recruit, retain and develop members
• Quarterly leadership series
• Focused feedback from our veteran
employees
Objective: Create opportunities to
make a difference in our communities
• K-C Volunteer Opportunity Day
• Support local 5K Run
• Missing soldiers table (Memorial
Day)
• Holiday Mail for Heroes
Objective: Assist K-C military families
through the rigors of military life
• USO Volunteer Day at Hartsfield
• Operation Baby Shower
2016 Roswell Objectives
42. Women Veterans’ Employment Research
U. S. Department of Labor
VETS/Women’s Bureau
www.vydandassociates.com
43. Project Overview
www.vydandassociates.com
DOL Women’s Bureau’s and VETS needed to identify gaps in research and employment policy to:
• Address the needs and issues of women veterans
• Provide understanding to the needs and issues unique to women veterans
• Support employer effects in hiring and retaining women veterans
• Inform the federal governments ongoing work in supporting employment and training
opportunities for women veterans who are transitioning into the workforce
Business Problem
Women Veterans have an unemployment
rate of 8.3% versus 6.9% for men veterans.
Public and private sector tools, services
and programs for veterans are designed
from a male dominated view
Deficiency in research and literature
addressing the specific needs workforce
development needs of women veterans
DOL needs to prepare for 1.5M
transitioning service members, which
includes women veterans
Benefit Realization
Support the Women’s Bureau (WB) in the
expansion of its content knowledge on the
challenges facings women veterans in the
labor force
Identifying what exist within this body of
knowledge
Identifying what policies exist to integrate
women veterans into the workforce
Identifying research gaps around women
veterans employment
Research-informed policy decisions to
prepare for the unique needs of women
veterans.
44. Project Mission, Goals, Objectives
www.vydandassociates.com
Challenge Objective Mission Goal
Women Veterans
have an
unemployment rate
of 8.3% versus 6.9%
for men veterans.
Public and private
sector tools, services
and programs for
veterans are
designed from a
male dominated view
Deficiency in
research and
literature addressing
the specific needs
workforce
development needs
of women veterans
DOL needs to
prepare for 1.5M
transitioning service
members, which
includes women
veterans
Women’s Bureau seeks to
address the gaps in research
and employment policy to:
Address the needs and
issues of women veterans
Provide understanding to
the needs and issues of
women veterans
Support employer effects
in hiring and retaining
women veterans
Inform the federal
governments ongoing
work in supporting
employment and training
opportunities for women
veterans who are
transitioning into the
workforce
Support the Women’s
Bureau (WB) in the
expansion of its content
knowledge on the
challenges facings
women veterans in the
labor force by :
Identifying what exist
within this body of
knowledge
Identifying what
policies exist to
integrate women
veterans into the
workforce
Identifying research
gaps around women
veterans employment
Research-informed
policy decisions to
prepare for the unique
needs of women
veterans.
45. Approach
www.vydandassociates.com
WVER project focused on a
review of the literature
(academic, government,
policy research) regarding
women veterans’
demographics, employment
and unemployment,
occupations and earnings,
marital and parental status,
health and disability, and
socioeconomic status,
including homelessness.
The review process included
more than 275 articles,
reports, briefs, and other
resources. The information
found during this review was
analyzed to provide an
overview of labor market
characteristics of women
veterans, the challenges
women veterans face
compared to men veterans,
and to identify gaps in
published data as well as
directions for future research.
Focus on identifying gaps in available research and factors
impacting women veterans in the labor market.
46. Key Findings
www.vydandassociates.com
Gender-differentiated data
• Many studies and evaluation of
services do not differentiate by
gender.
• Difficult to identify issues and
trends unique to women
veterans.
Demographics
• Women veterans are younger,
more diverse and more likely to
be single parents than their male
counterparts.
• Detailed comparisons including
demographics and impact on
employment not available.
Employment Best Practice
• Majority of women veterans are
doing well.
• Gulf War II era veterans have
higher unemployment than
male peers.
• Need to understand what
majority of women veterans are
doing well.
Identification & Utilization
• Women veterans less likely to
publically identify as veterans
than male peers.
• Women veterans less likely to
utilize services designed to
assist veterans.
48. 48
ATL-VBRG Summary 2015 / Theme: “Put the B back in BRG”
• WG1 “Reputation Management”: Increase the profile of UPS in the veteran community
through fundraising, awareness, and speaking opportunities
• 12 cross-functional VBRG team members contributing
• Provided three grants from locally including: $500 American Legion, $500 Catch a lift,
and $2000 Veterans Homeless Shelter directly aiding veterans in need
• Supported the local VA Hospital by building 6 storage shelving units onsite
• Blanket/Coat drive: 200 items gathered and distributed
• Held 2 Veterans Day Color Guard events at 55 Glenlake & Morris Rd, and raised $593 for
the United Way through our Chili Cook-off ticket sales
• WG2 “Growing the Business”: Network with Veteran Owned Businesses Networks, Veterans
Administration and DOD to help Veteran Owned Businesses (VOB) grow
• 20 cross-functional VBRG team members contributing
• Hosted our first Veteran Owned Business (VOB) Summit with 85 companies in
attendance across 23 industries as well as 15 guest speakers/leaders from industry,
academia, and government helping to Inform, Equip, and Enable VOB’s for success
• Created 2 new ventures including a new Veterans Entrepreneurial COE program with
VETLANTA and new collaboration with the Coalition for Veterans Owned Businesses
(CVOB) starting in Q1 2016
• WG3 “Talent Management”: Work with veterans advocacy groups to increase employment
of qualified Veterans.
• 12 cross-functional VBRG team members contributing
• Developed a new veteran mentorship program for new hires
• Hosted 2 American Corporate Partner (ACP) events providing guidance on resume writing
and interviewing skills with 40 veterans in attendance at each event
49. 2016 High-level plan UPS ATL-VBRG
• APRIL: ACP and Hire Heroes: ALL DAY and early evening transition,
coaching, interviewing and resume writing workshop
• APRIL: Annual Food Drive.
• Late 2Qtr, early 3Qtr: Coat and jeans Drive
• SEPTEMBER: VETLANTA Summit - evening
• OCTOBER: Veteran Owned Small Business summit. Same formula as 2015
as part of the new VETLANTA Entrepreneurial COE
• NOVEMBER: Veterans Day recognition, morning Colors, etc.
• DECEMBER… Toys for Tots.
49
59. Ongoing Events / Activities
• Statewide collaboration – Developing liaisons/chapters
• Vets for Vets – buddy program to integrate transitioning vets
• Statewide student of the business training – lunch & learns
• USO volunteer day
• Memorial Day – Operation DVD/ Care packages
• Veterans Empowerment Organization volunteer days
• Atlanta Veterans Day Parade
• Habitat Veterans Re-construction (Macon)
71. Military / Veterans Employee
Resource Group (ERG)
~ It’s About Connecting Veterans and
Building Camaraderie ~
Mark Munoz, President
72. Engagement
• Pride for what we do and have done
• What we do for the Warfighter
Speaker Series
• Military veteran speakers
• Sharing Our Stories
Professional Development
• Lunch and Learns
• Leadership Positions
Veterans ERG Overview
73. Personal Development
• Veterans Benefit Advisors (external to company)
• Employee Assistance Program Briefs (internal)
Transition
• Recruiting Referral (who do you know?)
• Transition Assistance – acclimation to LM
Mentoring/Coaching
• Formal and informal
Veterans ERG Overview
74. Networking
• Connect and Engage with other Veterans
• Connect with all Site ERGs
• Social Events
Veterans ERG Overview
83. • Accenture is a leading global professional services company,
providing a broad range of services and solutions in strategy,
consulting, digital, technology and operations with over 374,000
employees across 120 countries.
• As a global consulting, outsourcing and technology company,
Accenture offers a wide range of career opportunities for military
personnel and veterans. Many chose to apply their functional
skills, such as IT, logistics, cyber security, or accounting, to work
with clients across industries while others prefer operating in the
government environment with Accenture Federal Services.
• Consistently ranks in Top 100 Military Friendly Employers
• Accenture gives veterans exposure to amazing training and
careers in technology
• Accenture continuality searches for ways to serve both enlisted
and officers transitioning
Accenture’s Commitment to Veterans
83
84. • Enlisted U.S. Army 1995-2006 2 Iraq tours
• Joined Accenture in 2015 through one of Accenture’s Veteran
hiring initiatives
• Currently a Big Data Software Engineer (Certified Apache
Cassandra Developer) with Accenture Digital & Analytics
• Co-lead for Accenture’s Military Employee Resource Group in
Atlanta
• Off-duty super hero- I enjoy helping veterans finding
employment.
Accenture’s Proof of Commitment to Veterans
(That would be me!)
84
85. Atlanta Military – Mission/Vision
MISSION
VISION
Support the recruitment, development and
retention of our veteran community by
leading and participating in programs that
make a substantial impact in our veteran
community and deepen our relationships
with clients
Recruit
•Support 5/5
Mission
•Actively engage
transitioning
veterans across all
branches
•Identify new
veteran sourcing
channels
Develop
•Identify
veteran/spouses
development
needs within
Accenture
•Identify leadership
/mentorship
opportunities
within MERG for
our veterans
/spouses
Support
•Support veteran
initiatives across
•Local networking
/collaborating on
bestpractices and
employment
efforts
•Veterans in
reaching career
goals
Retain
•Foster a team
focused culture
•Engage talent and
encourage
progression within
the organization
85
86. Company-Wide Programs
1. Hire 5,000 U.S. Veterans by 2020
2. Accenture Veteran Technology Training Program/Partnership with
Udemy
3. Accenture Military Career Coach/Mentor programs
4. Junior Military Officer Program
5. Partnership with Institute for Veterans and Military Families (IMVF)
Local Projects Planned for FY16
1. Panel Discussions
2. Mock Interview/Resume Review days
3. Technology Career Days
4. Tech Careers Office Hours
5. Local participation in college and job fairs
86
FY16 – Planned Programs and Events
88. Founded by a veteran of the United States Armed Forces, our history as a company has
forged an enduring bond with the military community, including active duty, reserve,
veterans, and their families.
• JWT support efforts and initiatives are organized into three primary areas:
• Active Business Initiatives
• Diversity and Inclusion
• Pro Bono Initiatives
• Our 2015 activities supported the above areas and set the stage for continued
progress in 2016:
• Initiated a new contract with the Marine Corps for Recruitment Advertising
• Published a North American Diversity and Inclusion Plan that specifically
recognizes Veterans as a D&I priority for J. Walter Thompson
• Continued Veteran hiring efforts, retaining two new veteran employees
• Expanded pro bono support for Veteran Non-Profits, establishing a Veteran Pro
Bono platform
• The Veteran Platform approach allowed for broader support in the VNP
category vs. limitations imposed by case-by-case annual relationships
J. Walter Thompson Co. – Over 150 Years
of Veteran Service and Support
Executive Summary
89. As JWT approaches 70 years of active support for the United States
Marine Corps, we have expanded our efforts to benefit the veteran
community here in Atlanta and across the country.
• United States Marine Corps Recruiting
• Supporting the Marines and the DoD beyond Recruiting:
• Marine Corps Recruiting Command
• Marine Corps Embassy Security Group
• Manpower and Reserve Affairs
• Marine For Life
• Consultation to the Center For a New American Security
• The USO 75th Anniversary
Active Business Initiatives
Doing Well by Doing Good in the Military/Veteran Community
90. Consistent with our leading position in the advertising and communications industry, J.
Walter Thompson has been championing the evolution of Diversity and Inclusion, to
include the inherently diverse and progressive cohort of young veterans in the US.
• In Q3 2015, J. Walter Thompson North America published a strategic plan for
Diversity and Inclusion that included Veterans as one of the five pillars for outreach,
attraction and engagement
• For 2016, the J. Walter Thompson D&I plan calls for the following specific initiatives:
• Posting a minimum of five jobs on the Hire Heroes USA job board to increase
our reach and opportunity to bring more veterans aboard with JWT
• Posting additional job opportunities on RecruitMilitary.com and the LinkedIn
Veteran Mentor Network
• Providing facilities and personnel support to veteran transition activities
provided by D&I partners (Workshops, Photography, Networking)
Diversity and Inclusion
Recognizing the Evolution of D&I and Leading the Way
91. For 2016, JWT Atlanta has established a Veteran Platform to guide pro bono efforts.
Specific initiatives will include ongoing support to three Veteran Non-Profits whose
proven track records continue to enhance a range of opportunities for veterans,
their families, and communities.
• The Travis Manion Foundation
• Hire Heroes USA
• The Bob Woodruff Foundation
Pro Bono Initiatives
Opportunities to support the Veteran community in Atlanta and around
the country
92. Please feel free to contact us:
Marshall Lauck
J. Walter Thompson Atlanta
Marshall.lauck@jwt.com
404-365-7323
We Look Forward to Working With
You
With over 100 team members who actively support military and veteran
efforts, we are proud to have the veteran experience as a central
component of who we are as a company.
98. McKesson Corporation Confidential and Proprietary98
Regional Chair Updates
• AK,HI,CA,OR,WA,
NV,NM,
AZ,UT,CO,WY,ID,
MT
West Region • MO, IA, KS, IN,
MN,MI, WI, ND, SD,
OH,IL,KY, TX, OK,
LA, NE
Central Region
Southeast Region
• AR,TN,
SC,NC,MS, AL,
GA, FL
• KY,WVA,VA,NJ,NY,PA,V
T,NH, ME, RI,DE, CT,
MA, D.C.
Northeast Region
FOR INTERNAL USE ONLY/PROPRIETARY AND CONFIDENTIAL
Serves all MMRG members and boards
NATIONAL MMRG
Chair:Sam Oman
Chair: Chris Savage
Co-Chairs: Shreve Gould &
Bennett Holtzman
Chair:Patrick Soos
Chair: Terry Carrico
Executive Sponsor: David Evangelista
99. 2/17/201599
McKesson Military Resource Group
Mission: The MMRG provides opportunities for all employees to recognize and
welcome veterans and their families to McKesson. In doing so, this group of like
minded employees strives to provide professional and personal development
opportunities, support the recruitment, hiring and retention of veterans, and work
within our communities to respect, honor, and support active duty military and
veterans.
The MMRG provides opportunities to:
- Connect with colleagues with similar military service, experiences, backgrounds and
interest
- Develop skills and relationships beyond our daily work
- Support active military, veterans and their families at McKesson and in our
communities
- Assist in the recruitment, hiring and retention of veteran talent
100. 2/17/2015100
McKesson Military Resource Group
FY16 Goals
GOAL #1: Engage MMRG Membership
Annual membership survey
Monthly National Chapter emails
Monthly Site leaders calls
Quarterly MMRG Chapter meetings
GOAL #2: Contribute to the recruiting, hiring and retention of
Veterans
Provide MMRG Members to support TA during recruitment events
GOAL #3: Celebrate Veterans and Memorial Days
Conduct National / Regional / Site events to Veterans and those
that gave all in the defense of our national beliefs
GOAL #4: Community Outreach: Say “Thank You” to Veterans
and/or Active Duty Military
Support an annual established event in your community that says
“thanks” to Vets or active duty military.
Plan and conduct your own event.
Conduct a fund raiser and contribute the proceeds to local
organizations that assist Vets and/or active duty military.
101. 2/17/2015101
McKesson Military Resource Group
FY16 Goals
GOAL #2: Contribute to the recruiting, hiring and retention of
Veterans
- Dean James (Emory GBS Dean ) Speaks at McK
- VETCONECT Hosted by Emory
GOAL #3: Celebrate Veterans and Memorial Days
- Memorial Day – Flags flown at ½ mast
- Nov 11th Pins for All Vets at McK Windward location
- Nov 18th McK Honors Vets – Hosted by Pat Blake
GOAL #4: Community Outreach: Say “Thank You” to Veterans
and/or Active Duty Military
- Team River Runner - Dan Brady
- Birdies for the Brave – Tom Sullivan
- Spring into Fitness – Shepherds Men – John Mann
- DAV – 5k
- Joint ERG event -Hands On Atlanta Day
(Celebrate Diversity and Demonstrate Inclusion)
- VA New Years – Vet Thank You letters
102. McKesson Honors Vets
Employee Gathered in Atrium to thank Vets
Vets Networking Lunch with MTS Leaders
- Focus was on Soft Skills Vets Bring to McKesson.
104. For the third year, a
group known as the
Shepherd’s Men, will
run to raise awareness
for the most common
injuries affecting
returning troops since
2001, Traumatic Brain
Injury (TBI) and Post
Traumatic Stress
Disorder (PTSD).
One in five service men and women
returning from Iraq and Afghanistan need
treatment for these devastating
conditions. Though undetectable visually,
TBI and PTSD devastate service members
and the families who suffer with them,
often leading to broken homes and suicide
