Diversity

Name: Rabeya Ropani

ID: 01504483

Diversity

Ans1. The specific diversity initiatives identified by Ann Morrison are categorized under three broad categories namely; accountability, development and recruitment practices. Xerox and Ernst & Young both are deploying a combination of these practices in managing the diversity and inclusiveness of their workforce.

Xerox: In the case of Xerox, the top management personally intervened when they realized that even though African American men were doing well at the company, women at Xerox were underrepresented. This was the next issue that they addressed and current CEO Ursula Burns was a direct benefactor of the mentorship program. Xerox also deploys a Work Life Program which assists employees in aspects of their personal lives. The company communicates its strategy to employees and managers and educates them on diversity programs, policies and achievements. Xerox also has Employee Caucus groups to meet the needs of employees who are African American, Hispanic, Asian, and belong to the LGBT community. For management succession planning, Xerox offered its women and young men plant managers more flexibility by considering that they may have child care or care giving responsibilities for aged parents. In recruitment practices, it plays a role in local communities through its University Affairs and Community Affairs programs which include partnerships with educational institutions. It hires graduates to address the gap in the field of STEM by allowing Xerox employees to be involved on campus for potential hires in the field.

Ernst & Young: Ernst & Young has a broad range of activities aimed at managing diversity in their organization. Like Xerox, at EY, diversity is not only about employing people belonging to a different ethnic background, race, sex, etc. It is about harnessing the synergy of a uniquely different workforce. EY focuses on managing diversity and inclusiveness under separate categories of; ethnic diversity, gender, sexual orientation, physical abilities and supporting veterans. It recruits top talent belonging to various backgrounds and experiences. It collaborates with educational institutions through the EY Launch program, internship, EY Scholar program and foundation funding to allow students with little to no experience to experience corporate life at one of the biggest firms. Through the EY Unplugged, Career Watch & Inclusiveness Leadership programs it allows minority executives to be mentored by executive coaches, hi-pot employees to attend leadership conferences and exposing them to key business opportunities and providing candid performance feedback. EY has also formed partnerships with non-traditional groups such Ascend, ALPFA, NABA. It presents a corporate image of liberal, progressive and benevolent company by providing support to the LGBT community, raising awareness through Lunch and Learn program, offer top tier benefits (such as spousal equivalent domestic partner recognition, gender transition coverage, and tax gross up on domestic partner benefits imputed income in the US). The company also ensures that it provides a disability friendly and accessible work environment for employees with disabilities through several programs. EY also engages in targeted recruitment of non-managers such as veterans because of their leadership skills, confidence and discipline to the work environment. Not only employment EY supports local veterans by providing various support groups and programs such as Jericho project, Honorvet.org amongst others.