Diversity Training Case Study

This is because in order to emphasis a diverse culture, not only the standpoints of TMT could be keys to the successful execution of the D&I initiatives, but they could also help encourage the target minorities to strive for working in positions with power and voice (Jones, 2006). If Shell decided to keep the no diversity policy in the TMT despite all the efforts to encourage diversity mindset of the managers, to promote supportive environments and to provide guidelines for hiring and promotions, minority employees would start to lose confidence in the D&I initiatives seeing that there was still a barrier between them and positions in the upper echelon. Voser, however, might be able to defend his choice of the composition of TMT that there were not enough qualified managers with minority status at the senior level (Sucher & Corsi, 2012, p. 11). Nonetheless, since Shell had been promoting the D&I projects for quite a long time, in the long run, the employees’ confidence would depend on the composition of the TMT, which theoretically should reflect the more diverse pool of the TMT

Nielsen and Nielsen, 2013 postulated that “global firm have been shown to perform better because of diversity.” But they further explained that the management of diversity is very crucial as the world is increasingly becoming interconnected and complex. In essence, many scholars have argued that diversity can positively affect adaptability and bottom line performance. However, organizational processes tend to systematically reduced rather than exploit the multitude of perception that different people can bring (Lane and maznevski, 2014) Below are the necessary actions an organization can take to prioritize diversity and manage the issues that are easily identified with

I think it is great that were looking at all different types of diversity instead just focusing on particular subject like race. Often times, since being college student and being so busy with my life, I tend to forget how important income, education and political diversity can be in the world. Seeing world with a different lens for once really made me think about not being so quick to judge people, we all have our own story and beliefs. In Malik Sanders presentation, I learned that everyone should have the freedom to be open about their political beliefs without being scared of retaliation. In Stephanie’s presentation, I learned that it is important to embrace diversity in the workplace because not only does it bring change but it brings something special to a company and help one progress in life.

This ratio test will be able to properly identify whether or not the organization’s hiring rate for majority groups surpasses that of minority groups. By identifying the minority/discriminatory issues, Permalco can take legal precautions and avoid future litigation; meanwhile, simultaneously taking care of their perceived lack of females and minorities. This perceived lack of minorities can lead others to believe there is an occurrence of adverse impact within the organization; therefore, it is important to take this precautionary measure. This ratio test must be administered in addition with a realistic job preview for

This process needs to be altered so where people of certain class or race will not feel subjective and helpless to the process. In the Yale Law Journal: Plea Bargain as Disaster , author Schulhofer explains the disadvantages of the plea-bargaining process. The article is focused around the concept of separating the innocent from the guilty. Schulhofer recognizes that abolishing this process would only cause more problems for the system, so instead he analyzes how reforming the process would be more beneficial to both the system and the public. It is important to consider reforming the process in terms of system because there would be a clearer idea of what crimes are permitted to have pleas and which are

After viewing this video, change needs to occur. Ultimately, it will take individuals from every level to make this a reality. Cultural differences need to be respected, but these differences do not make it okay for humans to work under unethical standards. I hope individuals and private companies will do their role in bringing change to this serious issue. Interdependency is not going to go away, but we need to figure out how to work with each other while supplying ethical treatment to everyone

The general public might not like qualified immunity but it is needed to protect government workers from aimlessly being sued for any claim that they violated anyone’s rights. Qualified immunity will cause positive impacts on future cases. Future cases using qualified immunity will allow the courts to waste less time with cases where there are no clear violation of somebody’s constitutional rights and move on to other cases. Even if somebody gets qualified immunity, they can be punished in their jobs if they broke the rules and they can still get sued for other

The rules that do not promote the general welfare should be changed when necessary to promote benefit for greater population. Therefore, the sales person 's responsibility goes beyond being a law-abiding member of a society and doing what the boss expects from the employees. Consequently, the best action would be disclosing the potential harm that the artificial joints cause to the patients in long

Union contracts provide specific guidelines for disciplining employees. “Employers need to adhere to strict guidelines and follow due process when terminating employees as opposed to letting them go with little to no apparent cause” (Joseph). Employers cannot terminate an employee just because they want to, they must have supportive reasoning behind their decision. In a union, employers must go through a formal dismissal process to terminate an employee. “While union rules often make it more difficult for employers to terminate what they consider to be “problem” employees, they also protect employers against legal action taken by employees who believe their fringes were unjustified” (Joseph).

As indicated by Alexander, Havercome, and Mujtaba (2015), diversity in the modern workplace is not just a reality, but it is also necessary for competitive advantage. As stated by Carl and Olokooba (2014) “absence of a good diversity management may lead to corporate failure.” In an effort to be successful in the market, organizations must address and overcome the challenges associated with managing a diverse workplace such as language barriers and resistance to