PULTE HOMES, INC.

PULTE HOMES, INC.

100 Bloomfield Hills Parkway Suite 300 Bloomfield Hills, MI 48304 careers.

LOCATIONS

Nationwide

DIVERSITY LEADERSHIP

Jim Ellinghausen Executive Vice President, Human Resources

EMPLOYMENT CONTACT

Jamie K. Bieth Director of Human Resources Email: jamie.bieth@

RECRUITING

What activities does the firm undertake to attract minority and women employees? ? Advertise in minority student association publication(s) ? Sponsor minority student association events ? Firm's employees participate on career panels at school ? Scholarships or intern/fellowships for minority students ? Seek referrals from other employees ? Other: Outreach to middle and high schools to promote awareness of

opportunities in residential construction management

Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.

? Human resources ? Finance ? Technology ? And many more

SCHOLARSHIPS

Pulte has established the Pulte Homes Scholarship to increase awareness among under-represented groups about education and careers in construction management. Pulte also provides professional year-round mentoring and internship opportunities for students who are awarded the Pulte Homes Scholarship. Pulte proudly awards thousands of dollars in scholarships annually.

AFFINITY GROUPS

INTERNSHIPS AND CO-OPS

Website for internship/co-op information: careers.

Our long-term investment in education and internships makes a difference--it is good for the individual student, the school, the community and the social and economic well-being of our country. It helps us to build strong relationships with tomorrow's leadership--and hopefully future Pulte homeowners--today. We are also taking a more direct approach to promote awareness of and interest in careers in the residential homebuilding industry, and Pulte Homes specifically, through challenging and rewarding internships. It is our way of giving back, with a keen eye toward the future!

Pulte Homes, recognized as the nation's most progressive and visionary homebuilder, is a great place to start and build your career. Our internships give students immediate exposure to what it is truly like to work for our company. Internships are offered in several areas such as:

Local support networks are beginning to pop up in markets nationally. These networks are voluntary, employee-driven groups that are organized around inclusion and diversity initiatives, goals and programs. These employee groups have been initiated by employees and fully supported by Pulte Homes leadership at all levels. Each support network's main intent is to create an open forum for idea exchange and to strengthen the linkage to and within diverse communities.

ENTRY-LEVEL PROGRAMS/FULL-TIME OPPORTUNITIES/TRAINING PROGRAMS

Geographic location(s) of program: Nationwide

Training is critical for your success; that's why we place so much emphasis on it. Our world-class, entry-level training program prepares you for the decisions you will eventually be making on behalf of Pulte Homes.

? Sales and marketing ? Strategic marketing ? Management of construction ? Land development ? Customer relations

Our career path development cultivates your talents and prepares our new hires for promotions when opportunities arise. Our culture revolves around strong teamwork. When you join Pulte Homes, a Top Gun-trained mentor will guide you through a series of on-the-job and classroom

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trainings with the goal of enhancing your technical skills and building your confidence.

As your career progresses at Pulte Homes, we have a distinctive leadership training program called "Top Gun" that allows employees the opportunity for professional growth--trying out new responsibilities--in a risk-free environment. Becoming a "Top Gun" at Pulte is considered one of the highest possible honors for a front-line employee. Pulte's Top Gun Program is unique and widely acclaimed throughout the homebuilding industry. This program was created in 1995 to provide training to high potential front-line employees on how to become successful mentors for our new employees. The goal was to provide a method to mentor new hires, both experienced and inexperienced, and provide them with a "safety net" as they learn the Pulte culture and the proven skills of their discipline. We believed that this would be an effective way to combat high turnover and loss of high potential people who often failed and left the organization because they had little support.

Not only has Top Gun achieved our goal of mentoring new hires so that they can be more successful; it also provides our high potential Top Guns substantial personal growth opportunities. After a highly charged weeklong training program, they go back to their divisions and start mentoring new hires, leading training sessions and becoming more involved in decision-making as members of Top Gun Councils. These councils are tasked with solving problems in divisions or tackling special initiatives, such as increasing long-term customer satisfaction or developing new procedures for opening multiple communities. The range of topics addressed by Top Gun Councils varies from division to division, but the positive experience of contributing to key initiatives is consistent.

In Pulte's culture, Top Guns are recognized as the best of the best. Not only are they a motivating force throughout the country, they are a source of inspiration for all employees who want to be recognized as Top Guns. Recently, because our number of new hires exceeded our number of Top Guns, we initiated an ancillary program of training for non-Top Guns to be mentors. We call this program "Wingman." We now have over 100 mentors who are trained and guided by our Top Guns and who are hopeful on being part of our future Top Gun classes.

When selecting council members, it was important to have at least one representative from each area (including home office, Pulte mortgage, etc.) on each council. From there, they wanted to create the most diverse mix possible in terms of function, experience, level, background, etc.

Councils have face-to-face meetings three times per year and have broken down into separate subgroups to tackle key initiatives. These subgroups communicate biweekly via telephone conferences. Key focuses for the councils are:

? Increasing representation, development and retention of women and diverse employees at all levels of the organization through focused training, development, mentoring and retention plans.

? Increasing our technical capabilities and business results by maximizing the full capabilities and potential of every employee of our Pulte family.

? Creating a strong, innovative and inclusive environment for all employees.

? Heightening and increasing employee and management awareness of inclusion and diversity.

Does the committee's representation include one or more members of the firm's management/executive committee (or the equivalent)? Yes.

Does the committee and/or diversity leader establish and set goals or objectives consistent with management's priorities? Yes.

Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal.

STRATEGIC PLAN AND DIVERSITY LEADERSHIP

Who has primary responsibility for leading diversity initiatives at your firm? The National Inclusion and Diversity Council.

Does your firm currently have a diversity committee? Yes.

RETENTION AND PROFESSIONAL DEVELOPMENT

Please identify the specific steps you are taking to reduce the attrition rate of minority and women employees.

? Develop and/or support internal employee affinity groups (e.g., minority or women networks within the firm)

? Increase/improve current work/life programs ? Succession plan includes emphasis on diversity ? Work with minority and women employees to develop career

advancement plans

Please describe how the committee is structured, how often it meets, etc.

Pulte Homes not only has a diversity council, but a women's leadership council as well. Both councils' members were nominated by their division's leadership and then strategically selected by Pulte's CEO, Richard Dugas and Pulte's Executive Vice President of Human Resources Jim Ellinghausen.

LifeWorks! Flexible Work Program

Pulte Homes recognizes that flexible work arrangements are a way to meet employees' need for balance and flexibility while continuing to meet the company's business goals. We established our LifeWorks! program to give managers and employees choices enabling them to personally create better work/life balance while still getting the job done. The LifeWorks! program consists of several flexible work programs such as flex-time,

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compressed workweek, part time and job share. Additionally, Pulte is proud to offer all full-time employees an additional two days paid time off each year for them to pursue their charitable passions. Many employees use these days for Habitat for Humanity projects, breast cancer walks and soup kitchen or shelter volunteering.

Sed de Saber

Pulte is the first national homebuilder to sponsor Sed de Saber (Thirst for Knowledge). This new self-paced, learn-at-home English as a Second Language (ESL) program (based off of Leap Frog technology) empowers workers to learn English in just four months! The Home Builders Institute (HBI) created Sed de Saber--Construction Edition to help builders address the language barrier and improve safety, quality and communication on the job site. The fully interactive, learn-at-your-ownpace format gives workers the opportunity to learn general and residential construction-specific English in about 16 weeks. By empowering our Hispanic workers to learn English, we can cultivate a higher skilled, more productive and promotable workforce. Pulte has piloted the program in two markets in 2007--Florida and Arizona.

At Pulte, we view diversity as a business priority; it is critical to our success. Innovation is one of our core business strategies, so leveraging diversity just makes sense! We believe in the value of each other's differences and in treating one another fairly and with respect and dignity. We are working hard to ensure that our future workforce reflects the diversity of our customers, partners, trade contractors, stockholders and the communities around the nation that have embraced our beautiful homes and neighborhoods. We need the insight, creativity and perspectives that a range of diverse employees bring to the table in order to become a stronger, smarter and more innovative company.

As our workforce continues to evolve to reflect the growing diversity of our communities, our ability to understand, value and incorporate differences has become increasingly important. Diversity, like any other part of our long-term business plan, requires focus and resolve. Our commitment starts at the top and filters through every geographic area. A few of the things that we're doing to encourage inclusion and diversity in our culture: all-employee diversity awareness training; outreach to key groups such as the Hispanic Heritage Foundation, Leadership Education and Development (LEAD) and INROADS; scholarship programs and webbased communications.

DIVERSITY MISSION STATEMENT

To become a stronger, more competitive company by fostering an inclusive culture that recognizes the value and competitive advantage of a diverse workforce, thus realizing our full potential--not only as a company but also as individuals.

At Pulte, our employees may all look different, but they share one thing in common: an unbridled passion for what we do ... we deliver the homes that people dream of!

If you are excited about opportunities at Pulte Homes, we want to talk to you!

Please visit us at .

ADDITIONAL INFORMATION

In the summer of 1950, 18-year-old Bill Pulte built and sold his first home in Detroit, Michigan. It was the inception of today's Pulte Homes Inc., the largest, most diversified homebuilder in the United States, with revenues exceeding $14.3 billion in 2006 and noted as one of Fortune's Most Admired Companies. Today, Pulte Homes has expanded across 26 states and constructed more than 500,000 homes, with experience that ranges from luxury homes, to urban in-fill projects, to active adult communities and virtually everything in between. The Pulte Homes family of brands includes:

? Pulte Homes: traditional homebuilding operations from entry-level homes to million dollar homes to urban communities

? Del Webb: the nation's leading brand of active adult communities ? DiVosta Homes: one of Florida's leading and most recognized home

brands ? Pulte Mortgage: Pulte's mortgage lending arm, financing over 90

percent of Pulte homes sold

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