Managing Diversity at Cityside Financial Services Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Loopholes in Bona Fide Occupational Qualification

The Bona fide occupational qualification which has been used by employers as a mean of disregarding stereotype have posed questions as it posses loopholes that have no substantial background. Employers may utilize Title VII in preferring employers based on their sexes which are covered in Title VII and shield advertisers in maintaining their own choice of employers (McDonagh & Pappan, 2008). These loopholes are presented in the second part of the title where it claims for the right of employer to select any individual if they possess the desired gender that suits the nature of job (Katie & Manley, 2009). Hence this preposition is a major loophole giving rise in gender and religion discrimination on account of employers.

Therefore religion, sex and national origin remain the bona fide occupational qualification in narrow context.

Human Capital Management with respect to Diversity

Diversity plays a vital role in human capital management in organizations. The human capital management accounts for the managerial processes and the utilization of human capital in pursuing the organizational goals (Ozgen, Nijkamp, & Poot, 2011). Diversity plays its part through maintaining a well-balanced approach by the inclusion of mixed genders, races and minorities that have a ripple effect in organizational performance and culture. The cultural and gender mix provides the organizations with multitudes of inputs and brainstorming that inhibits a culture of shared values (Laursen, Mahnke, & Vejrup-Hansen, 2005). This enables the management in tackling multitudes of problems through its diverse workforce that may provide effective and efficient solution due to its acknowledgement with the issues (WEINBERGER). It also aids in bringing various different views, which may not be addressed in a uniform workforce due to the differences in background and the approach utilized by each individual (Patrick & Kumar, 2012) . Thus, diversity impacts on organizational performance in credible manner that may not be negated by the management.

Issues concerning Diversity in management

Diversity presents its issues that form hurdles in effective human capital management. There are a number of issues that pertain to diversity and should be catered in order to fully reap the benefits.

ð Absence of the right criteria

In managing diversity it is important for the managers to identify the right criteria to define diversity (Anderson, 2013). The vague definition of diversity is just to fulfill an equal opportunity employer tag or to overcome barriers of communication, which will result in creating more problems than rectifying the present issues. This has been particularly witnessed in Cityside case where ethnocentrism had played its role.

ð Undefined goals for diversity

There are management practices where the undefined goals are basis of diversity, which lead to create issue in defining the need of diversity and the ground to fulfill the loopholes in workforce (Feigenbaum). Without the presence of these guidelines, bringing a diverse group of workforce to organization create issues as the newly inducted employees have an ambiguous set of activities and are not perceived by the current employees as a credible source to organization which creates dissonance amongst the employees.

In dealing with the above mentioned issues, the emphasis of management should be on the return on investment of shareholders therefore, every action taken should be well-aligned with the core objective of organization. In selecting the rights’ criteria, it is important for management to brainstorm and find the possible absence of criteria that may enable the management in reaching to its ultimate goal (Kerby & Burns, 2012). The ROI of shareholders in the banking industry are the investors, which are focused on bringing higher customer value that translates into greater deposits from all accounts therefore considering the similar phenomenon, management needs to focus on building workforce that is equipped with diverse background and abilities that may attract and retain the desired accounts (Swanson & Fisher, 2008). Another step that the management needs to take is to retain the workforce as the diversity provides opportunity to attract to multitudes of consumers however; the ranking and deliverability of criterion should be emphasized in order to remain efficient.

Strategic Options

Wilkins have to reach on desired strategy keeping in regard the above mentioned situations and characteristics that play a vital role in defining the strategy. He could either focus on integrating the functions through collaboration which may reveal the deeply rooted tension amongst the two units. Present below are different options that can be employed with their own pros and cons, which has to be analyzed in order to form the most desirable strategy.

Aim of strategy:

The main aim of strategy formulation is to make the two units work in collaboration in order to effectively target the banking service market, as the current sales unit falls back in targeting the consumers.....................................

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