NEW YORK--(BUSINESS WIRE)--Nov. 19, 1998-
Executives Overcome Discrimination in the Workplace Through Positive,
Proactive Strategies

A landmark study of the highest paid, most successful minority executives
in Corporate America, released today, reveals what it takes for these
top-level managers to move up the corporate ladder and the strategies they
use to overcome discrimination in the workplace. The study -- sponsored by
Korn/Ferry International, the world's leading executive search firm, in
conjunction with Columbia Business School -- is believed to be the first
in-depth, cross-cultural study documenting the career paths of highly
successful senior-level minority executives.

According to Joanna Miller, a Managing Director at Korn/Ferry International,
"One of the survey's most significant findings is the importance role
models and mentors play in determining chances for success." Growing up, 48
percent of respondents say they had a role model who helped guide them
toward early career goals. In their professional careers, formal and
informal mentoring is seen as a key to the development of minority
executives. In fact, finding a committed mentor was listed as a crucial
turning point in many executives' careers. Seventy-one percent of those
executives surveyed say that they have informal mentors and 22 percent have
formal mentors, usually white males in both cases.

Explains Ms. Miller, "What we find is that minority executives believe that
mentors are very helpful in advocating for upward mobility and teaching
them how to navigate through the corporation." Adds Professor Ann Bartel of
Columbia Business School, "Data analysis reveals that successful minorities
with supportive superiors and co-workers have faster total compensation
growth and progress more rapidly through their organizations."

Moving Up the Corporate Ladder

Over a third of the executives surveyed earn $200,000 or more in base
salary -- and an impressive 26 percent have a total compensation (base and
bonus) of $400,000 or more. Sixteen percent make in excess of $500,000 in
total compensation.

According to Ms. Miller, "The backgrounds of these executives are
remarkably similar. More than 50 percent of the respondents describe their
parents as having jobs often termed `blue collar,' and approximately
two-thirds of the group came from families where both parents held down
jobs." The respondents also have strong educational backgrounds.
Seventy-two percent of the respondents have graduate degrees, with more
than half of this group holding an MBA. Only four percent didn't graduate
from college. On average, respondents have been with their current
organizations almost 12 years and in their current positions almost four
years.

Ranked in order, over two-thirds of the respondents are with
financialservices, consumer products, banking and insurance, advanced
technology and industrial companies. General management; finance; marketing
and sales; and professional/technical are the top functional areas,
representing 70 percent of all the positions. Twenty-three percent were
promoted to their jobs at their current companies following a stint in
marketing or sales. Eighty-two percent of this group are married, and only
19 percent report no children. For 69 percent of these executives, the most
frequently mentioned source of help in managing job stress is the family
unit.

Overcoming Discrimination in the Workplace

According to the survey, forty percent of the minority executives say that
they have been denied a promotion that they thought they deserved but
suspected it was because of their race or cultural background. However,
according to Anna Duran, adjunct professor at Columbia Business School,
"Minority executives appear to have found ways to handle discrimination in
the corporate workplace that help mitigate potentially damaging
consequences that could block their careers."

When the respondents observe harsh or unfair treatment or feel their work
is given lower priority, they:
-- Give direct feedback to correct the situation,
-- View the situation as an opportunity for learning how things are done
within the organization and
-- Analyze the situation and develop an action plan.

"Minority executives use this pro-active and positive approach to
discrimination as a means by which to address these discriminatory
practices," says Dr. Duran.

Retaining Top-Level Minority Executives

While over 90 percent of the minority executives surveyed say they are
financially better off than they were three years ago, and 93 percent
report that they are satisfied with how well they have done in their
careers, 52 percent of the executives would change jobs. A challenging
position is the most frequently cited factor -- by over one-third of the
respondents - as opposed to better compensation, given by only 17 percent
of those surveyed.

Explains Korn/Ferry's Ms. Miller, "Retaining successful minority executives
is, in large part, dependent on the extent to which they see their talents
and abilities as being well utilized, the responsibility and authority they
feel they are being given, how well performance appraisals are tied to
career development goals and a supportive work environment. This is going
to be a big challenge for corporate America. And we'd better not fail the
test. Too much is at stake." Ms. Miller continues, "Minority executives
reflect an important and growing labor pool traditionally excluded from
positions of leadership and power. But, now corporations around the
country are working feverishly to identify and recruit minority talent to
their companies,"
says Ms. Miller. "It's very competitive."

What Universities Can Do to Prepare Minority Students for the Workplace

The study also provides specific advice to business schools and career
counselors about the roles they can play in preparing minority students for
the corporate marketplace. Some of these recommendations include:

-- Encourage minority students to take courses in decision making and
communication skills.
-- Design workshops to teach minority students self-management skills.
-- Counsel minority students on how to respond to discriminatory
experiences
in the marketplace.
-- Counsel minority students to investigate the formal and informal
mentoring systems in the company that is recruiting them.
-- Develop networking opportunities for minorities and alumni.
-- Provide funding for minority student organizations to invite prominent
minority business leaders to campus.

For copies of the study, Diversity in the Executive Suite: Creating
Successful
Career Paths and Strategies, contact Stephanie Rosenfelt at (212) 984-9316

{HHS-HEO News e-mail list-  Editor, Carl Montoya}