Ocean Spray Juices Up Its Inclusion Strategy, Part I & II
By Jennifer Kradenpoth and Barbara Deane
***Editor's note: This article is fifth and sixth in a series exploring the status of diversity and inclusion efforts during the recession with interviews of both internals and externals.***
Diversity and inclusion efforts can be done inexpensively and with real results, despite the economic climate. And inclusion's place in the strategy makes a lot more sense with an effective model like the one Ocean Spray is using.
"Getting people together to share on levels other than their work, bringing people together to celebrate milestones, or a new product launch...you can create these opportunities for little to no cost," says Katie Morey, vice president of Human Resources at Ocean Spray, a company best known for its cranberry products. "We're trying to break down walls, whatever they are, and help people know each other on a personal level."
But there's more to Ocean Spray's current diversity initiatives than meet-and-greets. The goal moves beyond colleagial familiarity to building trust, the final milepost in the organization's diversity and inclusion model. The model serves as a guide for Ocean Spray's continuing efforts to keep employees feeling included and engaged in the organization.
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