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The Business Impact that McKesson’s Pan-Asian Employees Make

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It all started with a Medical-Surgical distribution center employee who always went above and beyond to do a great job. His work was such high quality, his management team asked if he had any friends with a similar work ethic. Turns out he did. A few weeks later, the Grapevine Distribution Center had a small group of new hires, thanks to our employee’s personal network.

In one fell swoop, management’s one question helped achieve two things:

  1. Successfully recruiting a group of top talent, dedicated to putting in high-quality work every day and interested in growing their career at McKesson for the long term.
  2. Increasing the diversity within the Grapevine DC team.

You see, this group of new recruits, just like our DC employee, were all Burmese. And they had left the political unrest in Myanmar for the United States, to build a better life for themselves and their families.

McKesson’s employee resource group Pan-Asian Voices for Excellence (PAVE) focuses on career development opportunities for our Pan-Asian and Pacific Islander communities. When this success story made it to the PAVE National leadership team, they wasted no time in building a strategy to expand the positive impact to more Pan-Asian populations across the U.S. Partnering with HR and People Analytics, the Inclusion, Diversity & Culture team, and the Medical-Surgical leadership team, PAVE identified the most popular Pan-Asian languages spoken in the Grapevine area and created nine recruitment flyers translated into those languages: Burmese, Vietnamese, Urdu, Simplified Chinese, Korean, Hindi, Hmong, and Tagalog.

Why It’s Important

mckesson2With recruitment flyers now translated, our distribution center leadership and talent acquisition teams have a stronger connection to Pan-Asian communities and can more strategically recruit top talent.

“Competition in the talent market is fierce and we’re contending with other big supply chain employers for the best people,” says PAVE National Membership Engagement Chair, Imran Mazhar. “Distribution centers are so integral to our core business – their work is the most critical to getting supplies to our customers. That’s why each individual hire is so important. We can reach so many more qualified candidates by communicating in their own language.”

PAVE is also encouraging their employee resource group members to tap into their own professional and personal networks for referrals. “We have the potential to create stronger and more diverse teams,” says Imran.

What’s Next?

Imran isn’t stopping at the ERG network, however. He knows that there is a large Pan-Asian refugee population that is looking for stable, entry-level work. And he’s just beginning to tap into that community to find new employees who are ready to grow their careers at a company that will take a chance on them.

“We’ve seen such success in hiring and retaining top talent from within the Burmese refugee community, in Grapevine,” says Hizam Haron, PAVE National Communications Chair. “They stayed longer; they had more referrals. There wasn’t as much attrition. And they have a hunger to build a career long term.”

Going forward, PAVE will continue to work with the Inclusion, Diversity & Culture Team, Talent Acquisition, HRBPs and DC operations leaders to expand and deepen their connection with Pan-Asian communities. So far, seven distribution centers have had success in hiring Pan – Asian employees, thanks to the translated fliers. Together, the group is interested in expanding the translation program and partnering with work placement organizations in the greater Chicago, Dallas, Houston, Orlando and Minneapolis areas.


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