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Diversity: Microsoft Corporation, Johnson, And Johnson

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Two of the most diversified companies include Microsoft Corp, and Johnson and Johnson. Microsoft Corp., on their webpage you’ll see that Diversity + Inclusion= Success to them. Their strategy is to “Maximize the business impact of global diversity and inclusion to empower our people, transform our culture and delight our customers.” Just like many successful companies they believe a diverse community yields greater creativity and innovation. Furthermore there is a list of things that Microsoft Corp. does to recruit top diverse talent. The list includes: recruiting executive talent, recognizing and encouraging technical women, promoting the study of computer science at universities, encouraging girls and diverse students to study computing, etc. Microsoft Corp. supports schools, academic organizations, and offers many programs to minorities. A list of schools, programs, institutes, Microsoft Corp. supports is: the Anita Borg Institute, Historically black colleges, DigiGirlz progam, the National Society of Hispanic MBAs, etc. They have built a reputation or a brand image that truly represents their value of diversity in the workplace. “Microsoft recognizes that diversity gains will not be sustained unless the work …show more content…

They strive to deliver technology innovation through devices and services that inspire people of all ages and abilities as well as eliminate barriers, improve lives, and strengthen communities. A list of things that Microsoft Corp. has done to follow up with these values include bringing together 8 year skype disabled friends, creating innovative technology like Kinect Sign Language Translator that eliminates communication barriers, creating 3-D Soundscape information to help people navigate on their own, and

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Choose one leading company. Do research on this company to find out how it leverages diversity. Use UoPeople resources, the Internet, or your local library. The paper should be between 2-3 pages, organized and referenced in accordance with APA format.

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Abstract: This paper examines how JPMorgan Chase, one of the world's largest financial institutions, leverages diversity to foster an inclusive workplace and drive business success. By implementing a range of diversity initiatives, fostering an inclusive culture, and promoting diverse leadership representation, JPMorgan Chase has demonstrated a commitment to leveraging diversity for innovation and growth. This paper explores key strategies and practices that have contributed to JPMorgan Chase's success in promoting diversity and inclusion within the organization.

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Dr. Tiller, I found that both JP Morgan Chase and Edwards Jones diversity programs start from the top on down to the customer. For example, JP Morgan Chase likes to treat their “clients and customers respectfully and fairly by staying true to the values embedded in their culture, such as personal commitment, honesty, teamwork, diversity, and community awareness” (About JPMC, n.d., para. 2). Whereas, Edward Jones believes in “making a difference in people’s lives by developing strong relationships in the community” (Opportunities, n.d., para. 2). Therefore, I believe both corporations are trying to put in practice what they believe will satisfy their customers and the community.

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In the last few decades, companies have began to realize the importance of diversifying their workforce and expanding into the global market. Diversity in the workforce helps improve productivity by promoting a variety of different perspectives. This variety helps with problem-solving and innovation within the company. Similarly, expanding into the global market helps companies gain access to new talent and resources. One company that has exhibited both of these characteristics is Comcast.

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hosted by MPS. This tactic will help MPS find more diverse teacher candidates during its recruiting efforts. The third tactic MPS should borrow from Target to grow its diverse teacher population is create a diverse teacher mentorship program. Target employs a mentorship program as a tool to aid its leaders to become more effective in their jobs.

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ABC Company assumes and cares for the compliance of principles of equality, which is strictly followed by the company. Also, ABC Company pays special attention to the development of policies that contribute to equality of treatment and opportunities between men and women in all processes and activities of the business such as selection process and internal promotion, employment conditions, working time and the same salary range for positions with similar levels. At ABC Company, the diversity is formed by various skills, experiences, perspectives, styles and characteristics (including, but not limited to, gender, age, education, race, disability and sexuality) from our staff. ABC Company recognises that these differences contribute to innovation,

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As an example of this effort, the vast majority of Fortune 50 companies have created the position of chief diversity officer (Park, 2008). This shows that successful companies are committed to having diverse workforces and cultures, including leaders at all levels who understand and value diversity. Another reason for being a diverse-conscious leader is that to successfully lead an ever-increasing diverse workforce and followers, leaders must be able to consider and leverage the perspectives of followers with different beliefs, backgrounds, and skills from those of the leaders themselves or to what they are accustomed (Eagly & Chin, 2010). Diversity-consciousness is a necessity for today’s effective leaders and an advantage for the organizations that have them in their

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These facts indicate that millennials make up a very large potential customer base for businesses. Speaking of diversity, every year Diversity Inc. publishes a list of the "Top 50 Companies for Diversity" and with their research they found that the more diverse the company, the more profitable: "Expressed as a stock market index" (Deleon). Diverse employees/customers include veterans, people with disabilities, women, Asians, Hispanics, African-Americans, and members of the LGBT community (Fairchild). With the spread of globalization and public outcry, diversity, like members of the LGBT community, is becoming more and more a business necessity. Another social phenomenon is the widespread use of mobile devices and their increasing use to make purchases.

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Furthermore, the company is efficient at measuring their diversity goals. As proven earlier, the company measures diversity’s impact by the “representative mix on the board of directors” (Cañas, Sondak 2014). However, other ways the company measures their success through satisfaction surveys, the percentage minorities hired and by setting number goals, such as hiring 25,000 veterans and military spouses by 2025.

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program allows for informal and formal mentoring techniques using a virtual environment, some of these techniques are one-on-one interactions and group engagements Inclusion and Diversity Programs McDonalds offers a variety of inclusion and diversity classes in order to lead employees away from just being away of exclusion to taking action in the areas of intercultural-ness. They accomplish and assist groups who need assistance in directing their way to the desired career goal. The inclusion and diversity curriculum includes: black career development, Hispanic career development, gay career development, etc. Along with providing the curriculum that assists with diversity and inclusion, McDonalds offers networking that provide support and

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One benefit of diversity in society is the exposure, which pushes people to broaden their horizons and have a receptive and open mind. Diversification creates a pool of talent with people of various backgrounds, who have had different experiences

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Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand. Rising of immigrants’ employment opportunity, joint venturing business globally has equally brought an opportunity for shared values, exchange of cultures and intelligence to widen the opportunity for business enterprise and also a platform for employees to reach target goal.

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Ways of managing diversity in the workplace The classic concept, ‘Unity In Diversity’ has worked profoundly on forming the nations and societies from the time immemorial. But, the power of diversity is not restricted to building social groups, it is equally impactful in creating powerful teams in the workplace. Cultural diversity in the workplace is always considered beneficial for the organization because it encompasses a bevy of creative ideas, interests, skills and approaches. But, it is a boon to an organization only if the top management realizes its importance and HR department possesses skills to manage the workplace diversity.

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Diversity creates a larger pool of views and resources that companies can utilize to achieve goals. In a world where connections and personal relationships may be the most important thing, the increased diversity within a company can lead to resources we may not have otherwise. Resources can be relationships with other peers inside or outside the company. A specific example that I have encountered is when I worked for my father's business throughout high school. Although this example is not specific to the oil and gas industry it still shows the need for diversity in the workplace.

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Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.

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