Joules Sweep the 2014 Deliver Best Practices Competition

(L-R: Chief Operating Officer Bill Muir, Elaine Zhou (Shanghai, China), Executive Vice President of Strategic Planning and Development Joe McGee, Eréndira Landeros (Guadalajara, Mexico), Chief Human Resources Officer Scott Slipy, Amy Shen (Taichung Design, China), Chief Financial Officer Forbes Alexander, Ami Warren (Tiszaujvaros, Hungary).

The 2014 Deliver Best Practices competition came to a close Friday afternoon and it’s no surprise to the thousands of Jabil Joules around the world that all first place winning presenters were females. The women of Jabil are continuously showcasing their talents and this competition was no exception. Of the 32 competitors invited to present their projects at Jabil’s corporate headquarters in St. Petersburg, Florida, 11 were females. We will be featuring each individual Joule in the weeks to come but for now, let’s focus on our first place finishers.

Elaine Zhou of Shanghai’s Operational Excellence Team took home the title of first place with their “The Portal Into the Future of Logistics” project.

Ami Warren, representing Tiszaujvaros, won first place for their “Embracing the Art of Collaboration and Communication” project in the Customer Satisfaction category.

In the Human Development category, Amy Shen, or Ms. PPP, as she introduced herself during her presentation of the “‘Good to Great’ Through the PPP Program,” will take the first place trophy back to her team.

Finally, our site in Guadalajara was represented by Eréndira Landeros in the Social & Environmental Responsibility category with their “Functional Food: Improving Employee Health” project.

Come back soon and read in further detail about all 11 impressive Joules competitors.

We’re Diverse, But Are We Inclusive?

Global Diversity Series 2 of 4

It is well documented that diversity is a key driver of innovation. Some of the most disruptive ideas come from outside the traditional discipline. So, smart organizations rethink recruitment and hiring strategies to get more diversity into their workforces. But just because there are more diverse types of people in seats within the company doesn’t mean that they’re being included in discussions that shape a company’s future. That’s the difference between diversity and inclusion – how can companies ensure they’re doing both?

Diversity and Inclusion

We often hear the word inclusion used in conjunction with diversity, as both are necessary parts of a successful corporation. However, it is important to understand the distinction between the two, in order to truly benefit from your company’s diversity.

“Inclusion is a call to action within the workforce that means actively involving every employee’s ideas, knowledge, perspectives, approaches and styles to maximize business success.”

This is where the rubber meets the road. Diversity without inclusion is useless.

A company can be extensively diverse, but if they are not empowering new ideas and perspectives that their employees offer, diversity becomes a fruitless buzzword.

The imperative then for companies should be to create a culture that isn’t just tolerant of diversity, but also one that opens the floor for all employees to contribute to a corporation’s success. A key driver of this is opening up a corporation’s lines of communication.

“Certain management practices tend to stifle, rather than drive, productivity and innovation. When all decisions are made at the highest levels, for example, lower-level employees might feel like their opinions and ideas are being controlled rather than heard.” —Dan Schawbel, Forbes contributor

Allowing all employees to share ideas regardless of rank or job function develops a greater sense of engagement within the company.  “Inclusion circles” or weekly collaboration meetings across a corporation’s departments and employee levels unlocks ideas that might not otherwise have been shared.

According to Beth Walters, Jabil’s SVP Communications and Investor Relations: “At Jabil, our Deliver Best Practices competition is a great global example of inclusive diversity — teams from all over the world, and at all levels of the company, work together to bring game changing solutions to fruition.”

Diversity, inclusion and collaboration work like a chain reaction. They can all exist separately, but when a corporation puts them together, they become greater as a whole. A corporation that puts them together produces an innovative, creative and ultimately more successful culture.

When it comes to differentiating yourself from competitors, it all comes down to your people. By recruiting for diversity and then empowering idea-sharing throughout the organization, companies tap into people’s passions, ideas, creativity and natural interests. Harness that and you’ll blow the competition away.

We want to hear from you…

Do you have an example of how an inclusive approach to problem-solving made a difference for Jabil or a customer? What are your ideas for improving inclusion? Share your thoughts with us below and keep up with the conversation at JabilCares.

Huangpu Mothers Club

Jabil Huangpu Club Provides Camaraderie Among Working Moms

Sophia Chen, wife, mother and Business Project Manager at Jabil Huangpu, recalls sometimes feeling overwhelmed on her commutes to and from work. “I felt like work time was bleeding into my personal time and personal time was bleeding into my work time,” said Sophia.  “No matter how hard I tried, I felt like I was struggling in juggling my duties as a mom, wife and devoted employee. Surely, I thought to myself, I wasn’t the only female with these feelings.”

The idea suddenly came to Sophia to create a platform at the Jabil Huangpu site for working mothers to come together, discuss and share their experiences on such topics as education, relationships with family members and parenthood.

Sophia arranged for meetings to be held every Thursday evening at the Jabil site from 6pm to 8pm, with one hour devoted to a lecture and the other to discussion.

“We’ve had lectures from some well-known people including Professor Fang Dequan, a proponent of early education, as well as Professor Zhou Hong who gives parenting lectures,” said Chen.

In addition to holding weekly meetings, several club members participate in monthly outings with their families. In the past the group members and their families have gone to the park to fly kites and visited the local museum.

Once a quarter the group also gets together to exchange lightly used children’s items. “Since our children grow up very fast, it seems like books, clothes and toys need to constantly be updated,” said Sophia. “Our homes are full of used stuff which do not fit our children anymore. The exchange activity can help parents to save money.”

Over time the club, which aims to integrate home and work more seamlessly, has experienced a significant increase in popularity. “When the club first started we had about 20 members and today we have about 180 members, including some fathers as well,” said Sophia. “One mother told me that she needed to go home to her twins every day after work, but she would make an exception on Thursday evenings for our meetings. Even though it meant taking two hours out of her evening, she found that the lectures and discussions improve her relations with her mother-in-law, her children and her husband.”

We want to hear from you: Do you have a similar program at your site or know of similar programs at other sites?


Sophia ChenAbout Sophia

Sophia joined Jabil in 2004 as an EIT Planner. She was promoted to the role of Business Project Manager in 2009. Prior to joining Jabil, Sophia received her Bachelor’s Degree in English from Guangdong University of Foreign Studies. While at Jabil Sophia received her MBA from Sichuan University and took lessons in leadership from Harvard University

Jabil Belo Horizonte Invests in Next Generation of Successful Women

Projected to become the fourth largest economy in the world by 2050, Brazil is quickly becoming a powerhouse in the global economy. Clearly the country’s prospects rest in the hands of its younger generation. Unfortunately, not everyone is poised to seize the opportunities of the economy of the future.

Belo Horizonte, in the Brazilian state of Minas Gerais, is the country’s third-largest city. In the outskirts of the city in areas such as Betim and Contagem, it is not uncommon to find families caught in a cycle of poverty.

Studies have shown that family financial strain often pushes young women in Belo Horizonte into an early start in the job market.  Early entry into the job market usually means performing activities that require little education, making school a burdensome chore and limiting the chance of success. Low education frequently results in lesser living conditions and limited prospects for pursuing improved opportunities.  In an environment such as this, teenage pregnancy is not uncommon, as motherhood is viewed as a successful activity and sense of achievement, through which they fulfill the collectively recognized ideal of womanhood.

A Unique Opportunity

To provide young women from under-privileged backgrounds with the skills they need for good jobs, Jabil adopted the Projecto Gente Grande after acquiring the Belo Horizonte site in 2000. In order to participate in the program all of the girls are required to attend their local schools, eliminating the educational dilemma. Girls between the ages of 11 and 17 are eligible to join the program and graduate when they turn 18. Currently there are 70 girls in the program.

When Cinthia Lacerda was accepted into the Great People Project, she had responsibilities that many adolescents do not experience – duties that kept her from achieving personal goals. “When I began my participation in the project I was 11 years old and took care of two brothers,” said Lacerda. “I had no time to develop myself as a teenager and realized that the project offered me this opportunity.”

Skills for the Future

Upon being accepted into the program, the girls’ attitudes vary. Newcomers either show great interest because they have heard of the veterans’ success, or view the opportunity as an imposition from their parents and arrive frightened, anxious and discouraged, with a limited attention span and hyperactivity.

“After a trial period of two months it is possible to verify if the girls have adapted to the program, which is assessed by observing their level of interaction, attendance and disposition,” said Vania Mendes, Program Coordinator. “We notice their display of motivation, participation in group activities and improvement in school.”

Many of the girls often express their frustration and inability for the basic operations of mathematics. As studies have confirmed, a strong association exists between music instruction and achievement in mathematics. As such, the girls in the program are taught how to play a musical instrument and together form an orchestra.

During the first five years of the program, the girls are taught professionalism, ethics and values in a classroom environment. When they turn 16 the girls are introduced to the technical side of Jabil and begin their monitored apprenticeship on the plant floor and other workstations throughout the site. In the meantime they create resumes and participate in mock interviews to further prepare them for the job market.

“The project helped me develop skills within music, crafts and computers,” Lacerda explained. “Values such as duty, obligation, persistence, creativity and, especially, responsibility were generated within me.”

Eighty-five percent of the girls remain in the Great People Project until they finish the program at the age of 18. Of these, 90 percent enter the job market within three years of completing the program. In the last three years, Jabil contracted all of the young women who completed the program. Lacerda was no exception. She is now an Administrative Assistant in the Human Resources department.

“The Great People Project enabled me to achieve my first job because it taught me how to behave within a company and gave me the opportunity to work in several areas in order to acquire knowledge and to show my competence, which was crucial for the definition of my career. Whenever possible, I like to give back to the project by putting myself at their disposal as a volunteer,” said Lacerda.

Funded by donations from private companies, the sale of crafts created by the girls and donations in exchange for concerts from the orchestra, the Great People Project aims to widen the horizons of young girls caught in their families’ economic hardships, who once thought a career of their own was out of reach.


Beth Walters

Welcome to Jabil Joules

I’ve been asked how I’ve lasted 20 years at Jabil, in this challenging, driven environment. In short: Energy. It takes commitment, drive and energy to thrive in any situation, but it is especially true in a hard-charging environment like Jabil’s. In thinking about the many wonderful women who work at Jabil, I contemplated what one word or characteristic would describe a successful Jabil female. Energy. A joule is a unit of exerted energy. Pronounced, “jewel,” which is amusing, because I do consider us precious as well.

To me, we’re all Jabil Joules — full of energy and the driving force that can make a difference at Jabil and for our families, our friends and ourselves. And that is why we’ve named our new blog Jabil Joules.

The main goal of Jabil Joules blog is to get the conversation going on at Jabil. Blog articles will strive to both educate and empower. We will also profile female leaders, both inside and outside of Jabil. Your input and engagement will be vital to the success of the blog. This is your platform to pose and answer questions, request information and support your peers.

To meet the challenge of gender diversity in business, everyones should be involving. Please encourage all your Jabil colleagues, especially women, to read Jabil Joules to help them gain a better understanding of how they can champion gender diversity and support the career advancement of female employees.

While ultimately it is my intention to get a formalized Woman’s Leadership program going at Jabil, Jabil Joules blog will serve as our first step – allowing the dialogue to begin. Thanks for your passionate interest.

What is a Joule ? [jool, joul]

Please check back – and comment – often.