Managing Diversity at Spencer Owens
Case Study of Managing Diversity at Spence Owens & Co. and Managing Diversity at Cityside Financial Services
By: Introduction:
The definition of diversity: The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.1
Two corporations who have implemented diversity efforts and have dealt with the benefits and challenges of these efforts are Spencer Owens & Co. and Cityside Financial Services. When examining both diversity efforts, it is important to understand how well each company has done with previous and present efforts, the problems the companies are facing now and the root causes of these problems. While these companies have implemented their own efforts to diversify their staff, it is important to examine the similarities and differences in managing diversity.
Spencer Owens & Co.
How well has Spencer Owens done in its diversity efforts?
Spencer Owens’ recent past shows a great deal of effort put into diversifying their workforce. In the mid-1980’s, Spencer Owens & Co. initiated a strategy to diversify the company’s employees from entry-level to executive ranks. Prior to this start date, the company had an all-white executive male team. From the start of this initiative, Spencer Owens did very well on its diversity efforts to hire people “on their merits and for their capacities to do what is expected or required of them. To implement the plan, the company set hiring goals,
By: Introduction:
The definition of diversity: The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.1
Two corporations who have implemented diversity efforts and have dealt with the benefits and challenges of these efforts are Spencer Owens & Co. and Cityside Financial Services. When examining both diversity efforts, it is important to understand how well each company has done with previous and present efforts, the problems the companies are facing now and the root causes of these problems. While these companies have implemented their own efforts to diversify their staff, it is important to examine the similarities and differences in managing diversity.
Spencer Owens & Co.
How well has Spencer Owens done in its diversity efforts?
Spencer Owens’ recent past shows a great deal of effort put into diversifying their workforce. In the mid-1980’s, Spencer Owens & Co. initiated a strategy to diversify the company’s employees from entry-level to executive ranks. Prior to this start date, the company had an all-white executive male team. From the start of this initiative, Spencer Owens did very well on its diversity efforts to hire people “on their merits and for their capacities to do what is expected or required of them. To implement the plan, the company set hiring goals,
References: 1. http://gladstone.uoregon.edu/~asuomca/diversityinit/definition.html 2. Ely, Robin. (April 17, 2006). “Managing Diversity at Spencer Owens & Co.” 3. Grensing-Pophal, Lin, (May 2002). “Reaching for Diversity Efforts in the Workplace.” 4. Ely, Robin. (April 17, 2006). “Managing Diversity at Cityside Financial Services” 5. Kreitner, Robert & Knicki, Angelo. (9th Edition/2010). “Organizational Behavior” 6. Stonybrook University. “Diversity and Affirmative Action: Difference” 7. www.business-marketing.com/store/affirmvsdiv.html 8. www.boston.com/jobs/diversity. (May 9, 2004). “DiversityWorks: How all Employees Benefit.” 9. Hodge, John. (June 1, 1993). “Relationship between managing diversity and merit-based systems.” 10. Thomas, David A. and Ely, Robin A. (September/October 1996). “Making Differences Matter: A New Paradigm for Managing Diversity.”