CASE ANALYSIS

Monitor Company: Personal Leadership on Diversity

By Group L2
Aryama Prasad (14F215)
Krishna Chaitanya (14F218)
Paladi Venkata Vikas (14F235)
Ruchir Sharma (14F244)
Tannay Kumar (14F256)

Problem statement:
How to enhance the workforce diversity in Monitor by effective amendments in the work
culture.

PESTEL Analysis:
Particulars
Political

Economical
Socio-Cultural

Factors

N/A

Technological
Environmental

Legal

N/A

Issues on gender
and racial equality
being raised during
90s

Homosexuals,
blacks,
females,
Asians, Hispanics
were not accepted
in the workforce
(Racial
Discrimination)
Sexual harassment
Negative attitude
towards Women

The industry was

full of competitors,
hiring women and
minority in order to
acquire more and
more talent

Court
cases
against
the
employees
found
guilty
of
discriminatory
practices.

Impact

N/A

N/A

Government
was
pressurized to form
new
rules
and
industries
were
forced to acquire
them
A large pool of
talent was being
neglected by the
industries
Increasing cases of
sexual harassment
decreases
the
reputation of the
company
It was assumed
that
the
involvement
of
women
in
the
household
work
could hamper their
work at office
As a result, the
cases
of
racial
discrimination and
harassment
increased making
it
difficult
for
companies
like
monitor to retain
the diversity in
their workforce
Company had to
pay fine, and had
to
fire
the
employees
according to the
decision taken by

the court of law

SWOT Analysis:
Strengths:
1.
2.
3.
4.

Individuals were motivated towards choosing their own career paths

The feedback system was transparent and honest
Titles and formal hierarchies were avoided
Employees were involved in policies and decision making through
group exercises
5. Compensation was based on merit listing
6. Environment was suitable for learning, flexibility and effective
communication
7. Emphasis was laid on enriching the organizational diversity

Weaknesses:
1.
2.
3.
4.
5.

Restriction to free communication because of red neck environment

Increasing attrition rate among minority employees
Homogeneous workforce
Cases of employee harassment (mostly verbal)
Lack of diversity in terms of gender, culture, and geography

Opportunities:
1. Monitor can leverage on its good reputation to recruit minority
employees
2. A rich diversified workforce will attract talent from all over the industry

Threats:
1. Demoralization of the minority employees as a result of current
situations
2. Reputation of the company may deteriorate due to increasing attrition
of minority
3. Lack of diversity among the employees may repel the clients belonging
to the minority segment
4. Company may have to face legal actions due to poor gender ratio

Factors:

Support from the employees

Cost of implementation
Focus on customers
Motivation and Mentoring
Recruitment
Company policies
Leadership
Organizational culture
Social responsibility like attitudes towards minorities.
Retention of employees and Attrition rate
Gender equality

Critical factors:
1) Organizational culture
While recruiting the employees, if the pool is selected from the diversified back
grounds, it would create interest among minorities and diversity would lead to
innovation. The company demands for highly skilled people and the culture of
the organization shows that there is a commitment towards intellectual rigor in
personal leadership, personal reflection, confrontation, honesty and
individualistic challenges. The culture prevailed in the company - macho, stoic
culture acts like a barrier to peoples asking for advice on sensitive issues like
sexual harassment, racial bias, sophomoric behaviour. Especially Women found it
hard to interact with male clients and the social and maternal expectations made
them tough to balance career. A culture of inclusion should be created which is in
the hands of CEO and other senior management.

2) Leadership and Mentoring

The senior management and top executives should actively take part in creating
a diversified culture in the organization. They should play an important role in
taking up the challenges faced by minorities and should mentor them on the
sensitive issues. The issues which cannot be taken up by PDA system, advisor
network plays an important role in dealing with personal needs and informal
needs. PDA system would look after formal issues. Role models play an important
role in inspiring minorities and they would forget about race, gender and perform
equally as their peers. The companys senior management should give equal
wages to both men and women and there shouldnt any gender inequality in any
aspects.

3) Support from the employees

The senior employees should support the recruited minorities and their attitude
towards minority is important for their assimilation into the organization. The
lack of interest in minorities would hamper their performance and their decision
making abilities. As diversity would bring a competitive advantage to the
company, by bringing its people from different back grounds with new ideas and
thoughts. So employees should be ready to accept the minorities. If they are not
welcomed properly, they will not perform well and there by productivity
decreases.

4) Focus on customers
Minorities who are hired has to work with clients and if they are not given
importance, they would not perform well. The company loses the focus on
customers and they would lose their clients. If the company have a diversified
work culture and people from different back grounds, they can target the
customers from various geographies and they can cash upon it.

Alternatives:
There are 3 alternatives possible in this situation:

1) Recruiting new employees from minority group.

Special policy can be added in HR policies in hiring of employees from minorities.
They would come up with their own ideas and it would be an added advantage to
the company. Workforce diversity would be there and current minority employees
would be encouraged.
Overall institutional development would take place but there would be dilution in
employee quality. There can be a backlash from the existing employees. Other
employees might not perform well.

2) Hiring a senior manager belonging to minority group.

The company can organize an aggressive recruiting campaign for hiring a senior
manager belonging to minority group and experienced. He would be given the
responsibility of present programs and he would take the responsibility of
retaining the culture and diversification in the company. He would understand
the problems of minority group and present senior managers can focus on other
business entities and departments. The new senior manager can make his client
employees also diversify.
The other employees may not accept the senior manager from minority group.
There would be lot of bias towards minority group employees and which would
hamper the performance of other employees. There would be backlash from the
existing employees. It could change the existing culture to an extent. It could be
costly.

3) To continue with existing programs in an effective manner.

Lot of time in hiring and money would be saved. Could motivate and mentor the
employees regarding the present programs and more acceptance towards the
programs would help in diversifying the culture in future. There would be both
institutional and personal development. There would not be any backlash from
the employees.
It would take more time to achieve to enhance the workforce diversity. There
would be conflicts between the present programs advisor network, women-atmonitor, and diversity network.

Some modifications can be done to existing programs like designing the diversity
network in a more effective way, create awareness about the program.

Recommended Action Plan:

We recommend option 3.
Already there are senior managers in the company, they should take
responsibility of retaining the diversification and culture in the company and it
also saves time and money. By creating awareness among the employees,
acceptance of the programs would be high and the programs can be aligned with
the culture of the company. Monitor advisor network would help the consultants
in continuous improvement of the workforce by dealing with minority group
issues.
The objectives of the existing programs should be clearly conveyed to the each
and every employee of the organization. Internal promotion of the programs
would help in acceptance of the program by more number of employees.
Feedback system should be efficient and the feedback of the programs should be
taken from the employees in regular intervals. Minorities should be given
preference by recruitment team as well as other employees of the company.
Diverse workforce would help in innovation and it would lead to success of the
company. Mentoring should be done to the minority groups which would help in
improving their performance.