MILLERCOORS

3939 West Highland Boulevard DIVERSITY LEADERSHIP

PO Box 482
Milwaukee, WI 53201-0482 Shannon Mulvihill
Phone: (414) 931-2021 TA Manager Campus, G&A
www.millercoors.com

EMPLOYMENT CONTACT
LOCATION Kristina Skagen
Chicago (summer 2009) Campus Recruiter
Email: Skagen.kristina@millercoors.com

THE STATS
Total in the U.S. Total outside the U.S. Total worldwide
2008 2007 2008 2007 2008 2007
Number of employees 8,892

Revenue (billions) $1.74

Number of minorities and women 4,360

RECRUITING • Promote diversity and diverse workplace in collateral and on website

Please list the schools/types of schools at which you recruit. Do you use executive recruiting/search firms to seek to identify
new diversity hires?
• Historically Black colleges and universities (HBCUs)
• Hispanic-serving institutions (HSIs) Yes.

Do you have any special outreach efforts directed to encourage List all women and/or minority-owned executive
minority students and graduates to consider your firm? search/recruiting firms to which the firm paid a fee for
placement services in the past 12 months:
• Conferences: National Black MBA Association, National Society of
Hispanic MBAs and Asian MBAs Wesley, Bartles & Brown

• Participate in/host minority student job fair(s) or other minority-focused

job events: Cololardo Multicultural Career and Internship Fair and
Thurgood Marshall Scholarship and Career Fair
ENGINEERING INTERNSHIPS AND
CO-OPS
• Internships and fellowships for minority students

• Post positions on minority job boards Intern Leadership Program

Deadline for application: January to March
What activities does the firm undertake to attract minority and
Number of interns in the program in summer 2008: 43
women employees?
• Partner programs with women and minority associations Length of the program: 10 to 12 weeks
• Conferences: National Black MBA Association, National Society of
Website for internship/co-op information:
Hispanic MBAs and Asian MBAs
millercoors.com/careers/internships.aspx
• Participate at minority job fairs
• Seek referrals from other employees What could be brewing for you this summer ...
• Utilize online job services
• Mentoring programs At the beginning of the internship, all interns meet for orientation.
Orientation incorporates activities and speakers to learn about the overall

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MillerCoors

beer business. Throughout the internship, you will have weekly meetings company that is entrepreneurial and very passionate about the beer
with your supervisor to discuss performance, goals and projects. To business.
reinforce our high-performing, results- and values-based culture, you will
receive an evaluation halfway through your internship, as well as a final
How does the firm’s leadership communicate the importance of
evaluation at the end. We have a lot of social and networking evens
diversity to everyone at the firm?
planned as well. Interns lead committees with a budget to help plan
additional service, sports and social events. Our internship program is • Diversity town hall meetings
nationally recognized and part of that has to do with our unique Brew • Diversity week with employee affinity groups;
Crew Intern Network, which allows you to network with MillerCoors • Annual Diversity Summit meeting
employees at various levels across divisions. • Employee electronic communications
• Company website
Divisions that recruit interns:

• Marketing, strategy and commercial planning (must be pursuing an MBA) Has the firm undertaken a formal or informal diversity program
• HR or set of initiatives aimed at increasing the diversity of the
• Brewery operations firm?
• Supply chain
Yes, formal.
• Procurement
• Finance
• Sales How often does the firm’s management review the firm’s
diversity progress/results?
Monthly.
AFFINITY GROUPS
MillerCoors Shenandoah Brewery: How are the firm’s diversity committee and/or firm
management held accountable for achieving results?
• MillerCoors Veteran’s Group (MCVG)
It is a business imperative that is tracked and recognized by senior
• Hispanic Organization for Leadership Advancement (HOLA)
management through the ranks.
• African-American Employee Network (AAEN)
• Lesbian and Gay Employee Resource (LAGER)
• Building Relationships and Empowering Women (BREW)
RETENTION & PROFESSIONAL
Milwaukee Brewery:
DEVELOPMENT
• African-American Employee Network (AAEN)
• Building Relationships and Empowering Women (BREW) How do 2008 minority and female attrition rates generally
• Hispanic Organization for Leadership Advancement (HOLA) compare to those experienced in the prior year period?
• Asian Employee Affinity Network (ASEAN)
Lower than in prior years, probably due to soft economy.
Golden Brewery:

• Lesbian and Gay Employee Resource (LAGER) Please identify the specific steps you are taking to reduce the
• Building Relationships and Empowering Women (BREW) attrition rate of minority and women employees.
• Asian Employee Affinity Network (ASEAN) • Develop and/or support internal employee affinity groups: Minority or
• African-American Employee Network (AAEN) women networks within the firm
• Coors Hispanic Employee Network (CHEN)
• MillerCoors Veteran’s Group (MCVG) • Increase/improve current work/life programs
• Deaf Employee Network (DEN)
• Succession plan includes emphasis on diversity
• Coors Native American Council (CNAC): currently inactive
• Strengthen mentoring program for all employees, including minorities
and women
STRATEGIC PLAN AND DIVERSITY • Professional skills development program, including minority and
LEADERSHIP women employees

• Measure diversity issues separately from employee satisfaction

What trends in your industry affect your corporate diversity
goals, strategies and/or internal or external alliances? • Provide formal and informal mentoring opportunities to minority and
women employees
Our vision is to become the best beer company in America. MillerCoors
was formed in July 2008 and we see ourselves as a high-potential new

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MillerCoors

What programs or initiatives have you found to be most work is well worth doing, because it delivers enjoyment and celebration to
successful in diversity recruitment and retention? customers. We enjoy our work, because it’s fast-paced, creative and
service-centered. And our work is fun, because we do it as a team.
• Minority or women networks within the firm
MillerCoors serves customers using a three-tier distribution system. First,
• Increasing and improving current work/life programs
we sell our products to authorized distributors, who in turn sell to retailers.
• Succession plan includes emphasis on diversity Our distributors have their own long traditions of providing great customer
service—and great beers to retailers, and ultimately beer drinkers, all over
• Strengthening mentoring program for all employees, including America. And they share our commitment to the future.
minorities and women
There’s one other commitment our people share. We believe in diversity
• Professional skills development program, including minority and and fair treatment on every front at MillerCoors. That commitment is
women employees unflagging. We recognize and appreciate our similarities and our
differences; they bring creativity, innovation and new perspectives to our
• Measuring diversity issues separately from employee satisfaction
workplace, customers and brands.”
• Providing formal and informal mentoring opportunities to minority and
—President and Chief Commercial Officer Tom Long
women employees

DIVERSITY MISSION STATEMENT

“MillerCoors people are passionate about the beer business. We always
work to do the little things that make a big difference for our customers.
We share a strong commitment to responsibly brew, bottle and market a
portfolio of great beers that can satisfy all beer drinkers. We believe our

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