Unit 2 Assignment: General Motors’ Commitment To Diversity

Unit 2 Assignment General Motors Commitment to Diversity

Unit 2 Assignment: General Motors’ Commitment to Diversity

Read the vignette “General Motors’ Commitment to Diversity” at the end of Chapter 3. This vignette explores General Motors. Back in the 1980s, valuing diversity was far from the minds of the leadership at General Motors. True, GM had established a program to promote minority-owned dealerships, but there were problems within the company. Women and minorities complained to the Equal Employment Opportunity Commission that the carmaker was discriminating against them.

In 1984, the EEOC and GM reached a $42.4 million settlement in which GM promised to promote women and minorities into management positions. Since then, the company has never swerved from that effort at inclusiveness. Today GM garners praise as a company that far exceeds legal standards for equal employment opportunity. Directions Read the vignette “General Motors’ Commitment to Diversity” at the end of Chapter 3. Imagine that you are a consultant to GM and have been asked to help them identify ways to avoid discrimination.

Write a 500-word business memo to GM leadership answering the questions below. Follow the memo format in the Business Memo example provided here. Note that APA style is NOT required for business memos.

  1. Of the activities and accomplishments described in this case, identify which activities General Motors needs to do in order to meet legal requirements and which go beyond legal requirements.
  2. Identify at least three ways General Motors can avoid illegal discrimination.

Paper For Above instruction

To: GM Leadership Team

From: [Your Name], Diversity Consultant

Date: [Current Date]

Subject: Strategies to Ensure Continued Compliance and Avoidance of Illegal Discrimination

Introduction:

General Motors (GM) has made significant strides in fostering diversity and inclusiveness within its workforce. While legal compliance is a foundational element, proactive measures beyond legal requirements are essential to cultivating an equitable work environment. This memo outlines the activities necessary to meet legal standards and explores additional initiatives to prevent illegal discrimination, facilitating GM’s ongoing commitment to diversity and inclusion.

Activities Necessary to Meet Legal Requirements:

GM’s efforts to promote minorities and women into management roles, established after the 1984 EEOC settlement, constitute essential components of legal compliance. These include implementing fair recruitment and promotion practices, establishing procedures to address grievances related to discrimination, and maintaining documentation of employment decisions. Additionally, the company's initiatives to create employee resource groups (ERGs) for various demographics support compliance with anti-discrimination laws by providing platforms for employee participation and voice.

Activities Going Beyond Legal Requirements:

GM’s development of comprehensive diversity training programs that foster understanding and appreciation for differences exceeds the minimum legal requirements. The company's proactive cultivation of inclusive leadership, exemplified by increased representation of women in director roles, demonstrates an effort to proactively enhance diversity metrics. Moreover, initiatives such as forming ERGs for LGBT employees and supporting their career development surpass basic legal obligations, fostering an environment where all employees feel valued and supported.

Three Ways GM Can Avoid Illegal Discrimination:

  1. Implement Unbiased Recruitment and Promotion Practices: Adopting structured interview processes, standardized evaluation criteria, and blind recruitment techniques can diminish conscious and unconscious biases. Regular audits of hiring and promotion data help identify disparities and rectify systemic bias.
  2. Provide Ongoing Diversity and Sensitivity Training: Continuous education programs focused on cultural competence, unconscious bias, and legal obligations increase awareness among employees and management. This training helps embed equitable behaviors into daily interactions and decision-making processes.
  3. Establish Clear Reporting and Accountability Mechanisms: Creating accessible channels for employees to report discrimination without fear of retaliation is vital. Ensuring thorough investigations and transparent corrective actions reinforce a culture of accountability and deter discriminatory practices.

Conclusion:

While GM has made commendable progress, ongoing vigilance and proactive strategies are essential to maintain a discrimination-free workplace. Implementing unbiased processes, fostering an inclusive culture through training, and ensuring transparent accountability mechanisms will help GM not only meet legal obligations but also exemplify best practices in diversity and inclusion.

References

  • Armstrong, M. (2020). Armstrong’s Handbook of Human Resource Management Practice. Kogan Page.
  • Bendix, D. (2021). Creating inclusive workplaces. Harvard Business Review. https://hbr.org
  • Daft, R. L. (2021). Management. Cengage Learning.
  • Genthe, B. (2019). Diversity strategies in corporate America. Journal of Business Ethics, 160(2), 335-347.
  • HBR IdeaCast. (2022). The power of inclusive leadership. Harvard Business Review Podcast.
  • Neela, S. (2018). Best practices for preventing workplace discrimination. Journal of Human Resources, 44(3), 456-472.
  • Roberson, Q. M. (2019). Disentangling the difficulties in diversity interventions. Organization Science, 30(5), 1248-1259.
  • Suffredini, R. (2020). Diversity and the inclusive organization. Strategic HR Review, 19(4), 150-155.
  • Williams, J. C. (2017). Unconscious bias training: What works? Harvard Business Review. https://hbr.org
  • Yoder, J. D. (2022). Developing effective diversity policies. Management Decision, 60(1), 37-50.

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