Moex Credibility

“Jeff Fairbanks made an appointment to speak with Ed Royer, CEO of MOEX early Monday morning. He decided to act quickly to manage the complex problems that emerged in Sunday’s meeting” (Freeman, Werhane, Wicks & Martin, 2010). Jeff’s main concern was about Jeri’s situation and also if people found out what happened in the meeting, how it would affect MOEX. “MOEX is a company that supports people of colour” (Freeman, Werhane, Wicks & Martin, 2010). If people found out the story about Jeri, it would push away coloured people with talent away from the MOEX’s company’s credibility will be at risk as a place that both externally and internally employ talented colour people. The reason the meeting on Sunday emerged was to address the problem of diversity at MOEX. “Fairbanks presented his new Diversity Initiative, a plan he had been thinking about for some time in the Sunday meeting” (Freeman, Werhane, Wicks & Martin, 2010). Fairbanks plan consists of for key parts that must be achieved in order for diversity issue to be resolved. The first key part of the plan is recruiting targets, which simply means that “If MOEX wanted to increase the number of people of colour in ranks, it needed to measure its own progress in bringing people in the door. This means setting goals for the proportion of the workforce that should be non-white, and then meet those goals. Also recruiting needed to occur at both the entry and executive levels. For the entry level he proposed continuing the strategy they has been using and for the executive level he proposed using executive headhunders to find top candidates to join MOEX ” (Freeman, Werhane, Wicks & Martin, 2010). The Second part is advancement targets. This imply meant that “targets should be set for bringing people of colour up through the ranks. Fairbanks suggested incentives whereby managers would be rewarded financially for promoting qualified people of colour and penalized for not developing candidates of colour ” (Freeman, Werhane, Wicks & Martin, 2010).

Third part of the plan is network groups. “Fairbanks proposed encouraging the formation of network groups that would serve the unite members of specific groups such as African Americans within MOEX and these groups will provide opportunities for development as well as social support for their members ” (Freeman, Werhane, Wicks & Martin, 2010). The final part of the plan is diversity training. “Fairbanks proposed mandatory diversity training starting with the executive team. First phase of training would focus on diversity awareness and the second training would be extensive skill building training” (Freeman, Werhane, Wicks & Martin, 2010).

The ethical issue faced in this case study is that MOEX wants to hire more coloured people because they believe in their talents versus MOEX wants to act aggressively in hiring more coloured people and implement Fairbanks Diversity Initiative