Eastman Kodak Company Annual Report 2003

Sunday, February 12

CORPORATE INFORMATION: 2003 GLOBAL DIVERSITY

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Kodak's global efforts to encourage diversity and inclusion made important strides during 2003. The Company gained much external recognition for its achievements, improving its position as an employer of choice and a company respected by a wide variety of cultures and communities.

LEADERSHIP

In September 2003, Kodak appointed Essie L. Calhoun as Chief Diversity Officer (CDO). Calhoun, who previously served as Director of Multicultural Marketing, continues in her role as Director of Community Affairs. A corporate vice president, Calhoun brings 21 years of Kodak experience in business and community affairs to her new assignment, and leads a combined Global Diversity & Community Affairs organization.

The external Kodak Diversity Advisory Panel gave its recommendations to the Kodak board of directors in December, 2003. After receiving and considering the panel's recommendations, the board of directors adopted the following resolution:

Resolved, the following items based on the recommendations of the external Kodak Diversity Advisory Panel are adopted, and the Company's management is authorized to take all reasonable steps necessary to implement them, as deemed appropriate in the exercise of its business judgment.

Global Values and Globalization

Have mechanisms to promote adherence to Kodak Values globally.
Integrate Kodak Values into cost benefit analysis for new market entrance.
Set multicultural marketing goals by year-end 2004.
Establish internal global senior diversity panel (1st Quarter 2004).

Leadership & Human Capital

Strive to eliminate under-representation in job groups based on availability by December 2006 in the U.S.
Implement a process by year-end 2004 to determine root causes of turnover.
Leadership development should encourage/facilitate diverse and diversity competent leaders at all levels.

Preparing the Workforce of Tomorrow

Support local/national efforts and initiatives that address education challenges in key global markets.
Enable employees to obtain training and development for current and future career needs.
Institutionalize Winning & Inclusive Culture (WIC) as social system for the Kodak Operating System (KOS).

COMMUNICATION

A new section of the Kodak website, www.kodak.com/go/diversity, features Kodak employees' views on diversity, news of our diversity achievements, messages from Chairman and CEO Daniel A. Carp and CDO Essie L. Calhoun and links to other online diversity resources. The Company worked to build awareness for its diversity and inclusion initiatives, resulting in articles in The New York Times, Washington Post, Business Week, Fortune and USA Today. In addition, Kodak employees learned of Kodak's diversity and inclusion initiatives through internal publications, presentations and intranet updates.

KODAK'S COMMITMENT TO AN INCLUSIVE WORKFORCE

Kodak conducts business in a competitive global environment. Its customers, markets and employees span many cultures and backgrounds. This reality guides recruitment and retention efforts at Kodak.

In 2003, despite workforce reductions and continuing global economic uncertainties, the Company worked to sustain its diverse U.S. workforce demographics for women and people of color. The restructuring and consolidation of subsidiary operations, however, included reductions that affected the Company's overall workforce diversity levels.

EASTMAN KODAK COMPANY UNITED STATES WORKFORCE

	% Women			% People of Color

Year End	03	02	01	03	02	01

Total U.S. Employees	36%	36%	37%	20%	21%	21%

Board of Directors	25%	30%	36%	33%	30%	21%

Senior Managers, Directors, Managers and Supervisors	26%	33%	32%	12%	14%	13%

Exempt Individual Contributors	28%	28%	29%	12%	12%	11%

Nonexempt Contributors	40%	40%	40%	24%	25%	25%

VOICES OF EMPLOYEES

Kodak sponsors eight employee networks, which support a culture of inclusion and measure the pulse of cultural developments at the grassroots level. These networks--Women's Forum of Kodak Employees, Network North Star for African Americans, HOLA for Hispanic and Latino employees, VetNet for employees who served in the military, Empower for employees with disabilities, Lambda Network at Kodak for gay, lesbian, bisexual and transgender employees, Native American Council at Kodak and Asia-Pacific Exchange--have given rise to affiliated employee net-works elsewhere in the U.S., Japan, Latin America and Asia.

CEO DIVERSITY AWARD

The Kodak CEO Diversity Award annually recognizes a Kodak executive who demonstrates exemplary leadership and embraces the mindset and behaviors that lead to a diverse and inclusive work group. Candidates are judged on their ability to leverage diversity and inclusion to achieve business objectives, and maximize the potential of individuals and the organization.

Ann Turner, Regional Business General Manager, Entertainment Imaging, and a Kodak vice president, received the 2003 CEO Diversity Award in March 2004. Turner, whose responsibilities include leading Entertainment Imaging's sales offices in the eastern U.S. and Canada, has recruited and promoted candidates of diverse backgrounds, and encouraged diversity and inclusion dialogues throughout her organization. Turner also furnished Kodak products and support for minority film programs and awards in public schools, colleges, communities and public institutions.

Also named as Honorable Mention recipients for the CEO Diversity Award were:

Martha "Marty" Britt, Director, Leadership Excellence + Organizational Research, Human Resources, and a Kodak vice president
Edgar Klein Obbink, C.I. Country Business Unit Manager, EAMER Italy Operations Manager

2003 ANNUAL REPORT MAIN

MANAGEMENT'S LETTER

FINANCIALS

2004 PROXY STATEMENT

CORPORATE INFORMATION 2003 Kodak Health, Safety and Environment 2003 Global Diversity Corporate Directory Shareholder Information

PDF OF PRINT EDITION

CORPORATE INFORMATION: 2003 GLOBAL DIVERSITY

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