How Hard Should You Push Diversity Harvard Case Solution & Analysis

Major Players

After reading and analyzing the case, the major players identified are the Globe Bank members. The first member is Charles Begley who is director of diversity recruiting responsible for recruiting productive employees. The second member involved in the case is Kumkum Bhatnagar who was Charles’s deputy director. The third member is the CEO of GlobeBank Will Sonenberg. The other members identified in the case are Anthony Taylor and Trey Sugarman who were the Vice President of GlobeBank investment banking responsible for mergers and acquisitions.

Major Points

The major points discussed in the case arethat the article written by Will Sonenberg who is the CEO of GlobeBank regarding the recruitment of only few females and minority group in the company by using the words “little headway they’ve made”. Thesearticles were referring to Charles and his team that they are not doing anything in the company regarding the recruitment of minority and females. Charles strategy was to creating a diversified environment by hiring people belonging to different groups in terms of ethics, religion, race who hadbest talent in the marketplace for improving the productivity of the company.

Charles had hired many minority groups belonging to different cultures such as he hired Anthony Taylor and Trey Sugarman who are African Americans graduated from Ivy League Pedigrees andpossessed high talented skills. Even though these people possessed best talents, their skills were used in significant deals which resulted in wasting their time and were dissatisfied by their job. The executives did not offer them any kind of opportunity by not staffing them to big deals which reduced their chance of being recognized or being promoted to directors.

Major Opinions

Overall the major opinions which have been identified in the case are the following:

• Opportunities should be equally presented to all the members working in the company disregarding racism.
• Empowering employees who belong to a different group would result in motivating other minority groups.
• Providing opportunities to the disabled people
• A diversified workplace does not only require financial incentives but also the culture and working environment of the company should be diversified.
• Diversity quotas cause complications when recruiting diversified employees.
• Providing leadership programs for women for motivating them and improving their skills and talents.

Thoughts and Reactions Arose

While studying the case, there were several thoughts going through such as the reasons for business success is through creating a diversified working environment. The benefits of diversified recruiting are that the company could acquire best talented employees that would overall improve the productivity of the company. However, many organizations such as in Europe, America provide less opportunity to the diversified group. Such as in the case Anthony Taylor and Trey Sugarman who are the African Americanwere not offered or staffed to big deals which would have presented an opportunity for being recognized or promoted as directors in the company

The minority MBA who had been recruited for leadership and director programs have provided them opportunity for getting leadership jobs within 3 – 5 years rather than 10 years(Bunche, 1935)...........................

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