People: Diversity

At McGraw-Hill, diversity and inclusion is more than race and gender. We value diverse backgrounds, talents and cultural identities and are committed to creating an inclusive workplace where employees can reach their full potential and contribute to the success of the company. In today’s evolving global markets, embracing diversity and inclusion is a business imperative that enhances our understanding of global customers and increases our competitive edge. Our goal is to be an employer of choice and we measure our success by the engagement of our employees, the satisfaction of our customers and shareholders, and our relationships with the communities in which we work. Through grassroots-driven Employee Resource Groups (ERGs) and business-focused Diversity Councils we recognize and support diversity in the workplace.

The mission of our ERGs is to create an inclusive environment, attract and retain diverse talent, promote professional development, support our communities, provide a vehicle for innovation, and expand business opportunities. In 2011, we launched two new ERGs: Learning Empowering and Accelerating Digital (LEAD) and Enable Achieve Succeed Empower (EASE).

McGraw-Hill currently has seven active ERGs:

• APEX—Asian Professionals for Excellence
• BEAM—Black Employees at McGraw-Hill
• EASE—Enable Achieve Succeed Empower
• GLBT—Gay, Lesbian, Bisexual and Transgender
• HHN—Hispanic Heritage Network
• LEAD—Learning Empowering and Accelerating Digital
• WINS—Women's Initiative for Networking and Success

McGraw-Hill’s Diversity Councils provide a structured connection through which to address diversity-related issues affecting our individual business units or McGraw-Hill as a whole. Through these groups, we bridge the workplace to the marketplace by celebrating our cultural differences and understanding how those differences impact our ability to exceed our customers’ needs. Diversity Councils operate in each business segment along with an enterprise-wide Council that establishes overarching objectives for the company. These councils are made up of volunteers who meet regularly to:

• Develop strategies to attract and retain talent
• Assist the Diversity & Inclusion Office with establishing innovative business ideas
• Implement a series of diversity training
• Support ERGs with diversity initiatives
• Create metrics to track diversity and inclusion by segment

Mentoring is a key component of employee development—helping to strengthen relationships, foster collaboration and cultivate diverse leadership. The McGraw-Hill Mentoring Program offers professional skill development, and increased networking opportunities. To date, 3,500 employees across the globe have participated in our one-to-one, group and reverse mentoring programs.