NODSM's 5th Annual Executive Leadership Summit:The Urgency of Inclusion

By 2012, the combined purchasing power of African-Americans, Hispanics and Asians will be nearly 2 trillion.  

What about your talent pool? According to the 2000 United States Census Bureau, by 2042, minorities will make up more than 50% of the US population.  Additionally,1 in 5 people will be 65 and older and the number of adults between the ages of 18 and 64 is projected to fall from 63 percent to 57 percent between 2008 And 2050 with 55% of this group being minorities.

 Is your company positioned to capitalize on this growth?


Hotel Information

The NODSM Executive Leadership Summit began in 2005 and is part of the overall vision and mission of our organization. NODSM is a premier think tank and corporate resource, providing a National platform with an Organized approach to Diversity of thought, race, ethnicity, gender, sexual orientation and physical ability.  We approach Sales professionalism and multicultural Marketing as a discipline and offer innovative solutions that address the problems and opportunities of diversity and multiculturalism in corporate America.  


Our theme this year is The Urgency of Inclusion in a Global Economy.  The audience of the summit is made up of corporate senior level executives, managers and decision makers from various backgrounds as well as entrepreneurs.  What they all have in common is the desire to achieve maximum ROI with their diversity and inclusion efforts.


The summit provides leaders with a forum to discuss best practices engage in meaningful discussion with their peers and take away key action items that can be immediately integrated into their business strategies to leverage diversity for success. 



Registration and Full Breakfast


Opening Remarks

Shelley Willingham-Hinton

Founder and CEO

The National Organization for Diversity in Sales and Marketing, Inc.

9:15-10:15 AM

Creating an Integrated Diversity Leadership Strategy at The Coca-Cola Company

Jeffrey Tobias Halter

Director, Diversity Business

The Coca-Cola Company

Diversity today is stuck in isolated silos at most company's. Human Resources is still fighting to have the Business case for representation. Marketing is running Multicultural Marketing campaigns in that are disconnected from the sales and operations. Millions of dollars are being spent in Diverse Communities that have no connection to the strategic priorities of the business. In an age of Operating Effectiveness and Shrinking Margins organizations must bring an integrated approach to Diversity to be successful. This presentation will examine some of the work that The Coca-Cola Company is doing to bring the Marketplace, Workplace and Community together to drive a Diversity Leadership Strategy.  



The Future of Diversity-Chief Diversity Officer Panel

Beth Butler, Chair, US Business Leadership Network

Pat Crawford, VP Diversity, Wells Fargo

Joe Machiocote, VP Diversity, Lance, Inc.

This panel discussion will focus on the urgency to update diversity programming to compete in a global marketplace. The panel will discuss what’s still working, what needs to be eliminated and what needs to be implemented in current diversity initiatives. We will also discuss the implications for not responding to this change and the long-term ramifications for being reactive as opposed to reactive.



Lunch Keynote Address -Diversity in Advertising

LH Whelchel, Chief Talent Officer, Young and Rubicam


After an investigation by the New York Human Rights commission into the lack of diversity on Madison Avenue in 2006, 15 agencies agreed to be monitored for three years regarding their minority hiring practices.  According to a 2008 New York Times article, each agency set two goals, one for hiring managers and one for hiring other professionals that were black, Hispanic or Asian-American. Young and Rubicam agreed that 18% of the managers and 30% of the professionals hired would be minorities in 2007 and they exceeded their pledge by hiring 27% managers and 46% professionals of color agreeing to raise the bar for 2008. Not only was this  an issue with the New York Human Rights commission, but several companies are now asking for diversity representation before they engage an agency to handle their advertising. LH Whelchel, Chief Talent Officer at Young and Rubicam, will discuss why  this is a priority at their firm, how they are being successful, and what their plans are for continuing the upward trend.


Leveraging Mobile Messaging to Reach Urban Consumers

A.Troy Brown, President, One50One


Is your company using a mobile marketing strategy to reach urban consumers? Did you know that ethnic minorities over-index in mobile use? According to the Kelsey Group’s Mobile Local Media Forecast (200802013) US mobile ad revenues will double this year to $330 million in 2009, $720 million in 2010, $1.54 billion in 2011 and $2.26 billion in 2012. Most experts agree that compared to traditional media and web advertising, mobile delivers the greatest ROI in terms of metrics, response and ultimately revenue. We will discuss how to leverage this medium for maximum ROI in urban segments.



Selling to Men, Selling to Women-How Gender Affects Buying Decisions

Jeffrey Tobias Halter, Author, Selling to Men, Selling to Women, Director Diversity Business, The Coca-Cola Company

The most significant variable in every sales situation is the gender of the buyer, more importantly, how the sales person communicates to the buyer’s gender. It is now a validated and documented fact that men and women communicate differently, very differently. Everything from eye contact, to body language, to the usage of language and the processing of information is different in men and women. What do Gender Differences have to do with the Selling Process?


Diversity and the Supply Chain?

Angela Thomas-Anderson, Dir. of Global Strategic Sourcing and Procurement, Aquilex WSI


Traditional approaches to diversity have rarely, if ever, included a discussion focused on the supply chain. Far beyond supplier diversity, forward thinking companies should consider looking at its talent resource needs in the same way that it approaches the critical needs for the business' goods and services.  Just as a company makes certain that a supplier can adjust to their growth strategy, a company should approach its talent the same way. Moving beyond talent discussions around representation of ethnicity, age and gender, the conversation should be elevated to how to take the diverse skill sets that an engineer has and leverage those skills to bring innovation to a sales or marketing team.  What core capabilities does a procurement professional bring to the table that can translate to a successful operations executive? True diversity with talent starts here! Integrating your most valuable supply chain resource -- the company's Talent Resources -- as a pivotal diversity and inclusion practice will position your company for long-term success in the global marketplace.





To make your hotel reservations, please call the Hilton RTP directly at 919.941.6000 and ask for the Executive Ledership Rate which is only $89.00. Additional Hotel Info





Name Sales End Price
Early Full Summit Registration   Ended $199
Full Summit Registration   Ended $249
Summit Luncheon only   Ended $55

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