You are on page 1of 21

Microsoft

Diversity
Report
Iqra Ajaz
Ernest Mistica
Maxine Jagdeo
Michael Chan
Elizabeth Gawrylczyk
Amber Lee

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Global diversity and inclusion is an
integral and inherent part of our culture,
fuelling our business growth while
allowing us to attract, develop, and
retain this best talent, to be more
innovative in the products and services
we develop, in the way we solve
problems, and in the way we serve the
needs of an increasingly global and
diverse customer and partner base.
(Microsoft, 2012).

Description of Current
Programs
§  Recruitment in underrepresented groups
§  Women’s Colleges
§  Women in Engineering Associations
§  Conferences (Hispanic, Black, Women)
§  College Diversity Programs
§  12 week internships
§  Imagine Cup
§  College Funds (Thurgoo Marshall, United
Negro)

§  Partnerships
Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs
§  Performance
§  Diversity education
- Awareness, knowledge, skills
- Courses, workshops, online learning

§  Accessibility
§  Technological accommodations
§  Supplier Diversity
§  Minority/veteran/disabled-run support

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

§ 

Employee Resource Groups
§  Asians, Blacks, Cross-Disability, LGBT, Latino/
Hispanic, Parents, Women

§ 

Employee Networks
§  Africans, Arabs, Attention Deficit Disorder,
Bangladeshi, Blacks, Boomers, Chinese, ExYugoslavians, Filipinos, Japanese, Hellenes, Hong
Kong, Hard of hearing, Indian, Israelis, Koreans,
Malaysians, Adoption, Asian professionals, Nepali,
Military Reservists, Native Americans, New
Zealanders, Australians, Pakistanis, Persians,
Portuguese, Romanians, Russian-Speaking,
Singaporeans, Single Parents, Taiwanese, Thais,
Turks, Ukrainians, US Military Veterans, Vietnamese,
Visually Impaired Working Parents

Qualitative Analysis

Quantitative
Analysis

Recommendations

Qualitative Analysis
External
Relationships

Communication

Recruitment
& Selection

Incorporation

Breadth

Great

Average

Great

Great

Depth

Great

Good

Great

Good

Effectiveness

Very
Effective

Not
Effective

Very
Effective

Not
Effective

Room for
Improvement?

Little

Yes

Little

Yes

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Quantitative Analysis:
Minorities in the Workforce
In 2010
37% of
Oracle’s
workforce
consisted
of
minorities
– Microsoft
had 3%
less
minorities

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Quantitative Analysis:
Women in the Workforce
In 2010
29% of
Oracle’s
workforce
consisted
of women

Microsoft
had 5%
less
women

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Board of Directors –
Statistics from Citizenship
Report

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Board of Directors – Our
Own Analysis
Board of Directors
by Gender

Board of Directors by
Colour

11%

22%
Male

Visible Minority

Female

White

78%

Current Programs

Qualitative Analysis

89%

Quantitative
Analysis

Recommendations

Recommendation #1
Improve Outreach to LGBT
§  Commendable efforts towards women,

visible minorities, and people with
disabilities, but highly lacking in efforts
towards LGBT

§  In U.S., approximately 9 million LGBT but
only 6.48 percent work in private sector
(2012)

§  Efforts and accomplishments made

regarding LGBT inclusion noticeably
missing from Microsoft’s website

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #1
Improve Outreach to LGBT
§  LGBT rights and issues steadily gaining
momentum in public awareness and
attention

§  If

action is not taken soon, Microsoft will
no longer be seen as a leader in diversity
management

§  No extra special treatment needed, per
se. Just provide same opportunities as
for other groups (scholarships,
internships, etc.)

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #2
Managing Diversity Management
§  Great efforts have been made in creating
a plan to manage diversity within the
company

§  However, this program itself

must be

managed and maintained

§  In 2001, a class action made up of

discriminated black employees sued for 5
billion. One of the largest discrimination
suits in US history.

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #2
Managing Diversity Management
§  In 2009, a former homosexual employee

sued Microsoft after suffering abuse from
co-workers. A settlement was reached.

§  Many other examples of

this, big and
small, but all exhaust company resources
and efforts

§  Close management and inspection of

actual practices within company must be
done

§  Hire a Chief
Current Programs

Qualitative Analysis

Diversity Office (CDO)
Quantitative
Analysis

Recommendations

Recommendation #3
Catering to Cultural Differences
§  Many management strategies (employee
education, group development) are
transferrable

§  One size fits all diversity management
strategy will not work across different
countries and cultures

§  Unrealistic to change entire culture,

traditions, and belief system of a country

§  Innovative and creative approaches must
be taken

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #3
Catering to Cultural Differences
§  Hiring 40% more women in India than 3
years prior, but these women end up
leaving due to personal reasons

§  Scholarships and grants will do nothing
to combat this problem

§  Possibility to allow these women to re-

join company after certain time period
(not unlike maternity leave)

§  Given the likely extended length of

these
leaves, training programs to assist back
into the company are recommended

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Microsoft
Diversity
Report
Iqra Ajaz
Ernest Mistica
Maxine Jagdeo
Michael Chan
Elizabeth Gawrylczyk
Amber Lee

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations