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Marilyn Nagel on Diversity & Inclusion at Cisco

- November 21, 2008 - 6 Comments

I recently sat down with Marilyn Nagel, director of diversity and inclusion at Cisco, to gather her insights on why these topics are imperative to Cisco and its employees. In this Q&A, Marilyn responded to the following questions:How do you define diversity and inclusion?What kind of employee resource groups does Cisco offer?What is your favorite thing about the work environment at Cisco?

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6 Comments

  1. Thanks for sharing Thanks for your reply and that interesting interview link.

  2. Coaching employees on collaborative behaviors would dovetail with Cisco's Communicate to Collaborate theme - offering the high tech tools + high touch behaviors -together enable people to optimize a team or organizations performance.After adopting that double header approach internally then Cisco is authentically positioned as THE global company that can enable any company or other organization to optimize performance through smart collaboration. Now that would be a compelling offer. Only feature to add would be a way to measure the performance improvement

  3. Hi marilyn,The information you have provided was very informative.I am doing a study on executive coaching.Could you please dive me a brief veiw of this at Cisco.Thanks alot.

  4. Ken,Thanks for your reply and that interesting interview link.I was pleased to see this line from the interview: Since this is a confidential service, we have decided to not ask managers for feedback at this time.""Confidentiality and trust are the real enablers of coaching (assuming a competent coach!) - especially where the coaches are also mainly employees.In the future it would be interesting to learn more about the common coaching methodology you are using."

  5. Hi Mark,Thanks for your comment and glad you appreciate the video.I will refer your question to a recent interview Annemarie Neal, vice president of talent strategy and executive development did with Human Resource Executive:http://www.hreonline.com/HRE/story.jsp?storyId=148463176Tier 1 coaches are experienced to work with any issues that could arise -- for the most part, they're largely Ph.D.-level consultants who specialize in executive assessment, coaching and development. Tier 2 coaches are certified coaches who are trained to work with most issues associated with career planning and issues related to management. These coaches are also from the Talent Organization. Tier 3 are learning and development partners who specialize in coaching issues related to career planning. We have 25 coaches in total for this pilot program. We set out to staff this pilot with a very small but highly skilled team of coaches (all internal) so we could control for quality. All of them went through extensive training.

  6. @Ken - re the 11 different employee resource groups: how much training in coaching and mentoring in the workplace do the folks running these programs (at the chapter level) receive?Useful video, Marilyn - thx for sharing some of what's going on at Cisco.