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Q: I was looking for a list of “minority” CEOs. Who are the Black, Latino, Asian and women CEOs on The DiversityInc Top 50 Companies for Diversity?
There are four Black CEOs of Fortune 500 companies, accounting for 0.8 percent of all Fortune 500 CEOs. American Express and Merck & Co. are Nos. 14 and 16, respectively, in The 2012 DiversityInc Top 50 Companies for Diversity.
- Kenneth Chenault, American Express
- Kenneth C. Frazier, Merck & Co.
- Ursula Burns, Xerox
- Clarence Otis, Darden
Source: Fortune
A: There are nine Asian CEOs of Fortune 500 companies, accounting for 1.8 percent of all Fortune 500 CEOs. MasterCard is No. 15 in the DiversityInc Top 50.
- Ajay Banga, MasterCard
- Sanjay K. Jha, Motorola
- Andrea Jung, Avon
- Surya N. Mohapatra, Quest Diagnostics
- Kevin M. Murai, Synnex
- Indra K. Nooyi, PepsiCo
- Vikram S. Pandit, Citigroup
- Laura J. Sen, BJ’s Wholesale Club
- Ravi Saligram, OfficeMax
Source: Leadership Education for Asian Pacifics (LEAP)
There are six Latino CEOs of Fortune 500 companies, accounting for 1.2 percent of all Fortune 500 CEOs.
- Antonio Perez, Eastman Kodak Co.
- George Paz, Express Scripts
- Paul Raines, GameStop
- Enrique Salem, Symantec
- Josue Robles, United Services Automobile Association (USAA)
- Cristóbal I. Conde, SunGard
Source: HACR
There are 18 women CEOs of Fortune 500 companies, accounting for 3.6 percent of all Fortune 500 CEOs; Kraft and WellPoint are DiversityInc Top 50 companies (Nos. 7 and 34, respectively).
- Angela F. Braly, WellPoint
- Heather Bresch, Mylan (Effective Jan. 1, 2012)
- Ursula M. Burns, Xerox
- Lynn L. Elsenhans, Sunoco
- Andrea Jung, Avon
- Ellen J. Kullman, DuPont
- Gracia C. Martore, Gannett
- Carol M. Meyrowitz, TJX
- Denise M. Morrison, Campbell Soup
- Beth Mooney, KeyCorp
- Deanna M. Mulligan, Guardian
- Indra K. Nooyi, PepsiCo
- Debra L. Reed, Sempra Energy
- Virginia M. Rometty, IBM (Effective Jan. 1, 2012)
- Irene B. Rosenfeld, Kraft
- Laura J. Sen, BJ’s Wholesale Club
- Meg Whitney, HP
- Patricia A. Woertz, Archer Daniels Midland
Source: Fortune
You can also access all our lists at www.DiversityInc.com/top50.
Are there no Native American CEO’s in any of the Fortune 500 companies?
Next up should be the number of CEOs who have a disability.
I noticed you did not include Native Americans. In may ways, we are the hidden minority that is not spoken about.
Where are the Native American CEO’s?
It would be nice to see other groups, including Native Americans, people with disabilities, GLBT indivdiuals, and veterans included.
In a country started 235 years ago by white, Christian men – this may be extraodinary progress – I don’t know. I would like to see the demographics break down for other countries, like Japan, China, Russia or Pakistan. I struggle to understand why so many are still interested in this measuring stick. It suggests that people of different backgrounds can’t make it to the top without this type of help. Isn’t that a little insulting!
Are there any Fortune 500 COmpanies that have out GLBT CEOs and leaders?
Interesting facts and analysis. Has anyone looked at the diversity on the boards of Fortune 500 companies? Wouldn’t that picture be interesting? Would there be merit in devising a “composite diversity index” for the board representation of Fortune 500 companies and study if there is any co-relation between a firm’s “diversity index” of its Board of Directors the Fortune 500 ranking?
It is an encouraging attempt for the minority on US to keep track of the most succesfulls.
Thanks for the data. One important aspect of diversity which is often overlooked is class. It would be interesting to see how many CEO’s came from poor or working class backgrounds. This would reflect on the isssue of upward class mobility. While the US has more upward class mobility than many countries it still a serious problem. Achieving the American dream often has more to do with the claas you were born into than what you do with your life. Class connections are the rungs on the ladder for upward mobility for many people at the top of the business community. If you don’t have access to that ladder its much more difficult to get ahead. Who you know still dominates what you know.
Thanks, Luke for this breakdown. And that is what we are about – tracking the progression of diversity growth as we recognize the business and social imperative of the movement. It’s just unfortunate that in 2012, we are still needing to track minority firsts, female only’s and Native American absences – especially as they are the First Nation Americans. But progress is being made, and I have every faith that we will eradicate the need for such monitors – someday.