How hard should you push diversity

Human resource systems and processes

Group 6
Sahil Gupta (43)
Sakshi Singh (44)
Sanchit Saxena (45)
Sanjana Ramavaramapu (46)
Shreya Choudhury (47)
Shreya Shankar (48)
Shruti Khaitan (49)
The current situation at GlobeBank

Diversity being
addressed at the entry
level by inclusion of
women, African
American, Hispanics
But stagnation in the
and others
pipeline due to
underutilization of
talent
People from minority
groups not able to reach
executive ranks as they
were not pulled up by
the senior management
 The case -Viewpoints

Mr. Charles Mr. Wills

Wanted diversity but not at the cost of
meritocracy
Strategy was to fill the pipeline with
top women, African- American and
Hispanics and candidates of color
Concerned that the candidates in the
pipeline were not getting sufficient
exposure to move up the ranks
Was against the quota system
Did not want to give direct financial
incentives to promote diversity
Passionate about diversity
Irked by the state of
GlobeBanks current
executive composition
Prompt in his approach
Willing to go to any lengths to
improve GlobeBanks
diversity goals
Kumkum
Key Question

Should Charles advocate for financial

incentives to increase the number of
diversity promotions?
 What not to do
It might bring Company Might lower the
No quota standards
discontentment among companys image as
could be
other employees as well deteriorated workplace of choice
as complacency in the
minority groups

No Financial incentives

Might be misused for Shall push diversity goals too

personal benefits hard pushing aside meritocracy

The solution of It can tarnish the companys

financial incentives for image
both promotions and
retention given by
Kumkum is not a well
thought out plan and
is full of glitches
What to do

Strategy to involve the entire

pipeline in important roles

Promotions should be made on

performance basis doing away with
the voting system

Impart skills and trainings through

involvement in projects
Thank you