ETHICAL DILEMMA Voiding the “License to Discriminate” Kamala Sohonie (née Bhagvat) in 1933. was rudely shocked when Dr. C. V. Raman (the first Asian to win Nobel Prize in Physics) denied her admission to Indian Institute of Science (IISC) because she was a woman. Her father and uncle who had studied chemistry at ISC Ban- galore were also shocked at the denial. Narayan Bhagvat, father of Kamala Sohonie, shared with Dr. Raman the fact that Kamala was a topper from Bombay Presidency Col- lege and was committed to studying science. After much pleading Dr. Raman agreed to admit Kamala only if she fulfilled some very gruelling conditions which included her not being allowed as a regular candidate, working in the laboratory from 6 am to 10 pm each day, and not spoil- ing the environment in the laboratory. Kamala negotiated time to play tennis each day for 30 minutes and agreed to all the conditions. She not only completed her postgradu- ation with flying colors, but she became the first woman from India to be conferred doctorate from the University of Cambridge. Seeing her success Dr. Raman relented and allowed women to be admitted to IISC in later years. Being the first woman in IISC, Kamala Sohonie had to navigate the challenges of being permitted to join the male-dominated environment and faced barriers toward “full participation” duc to her gender. In the workplace, tokenism refers to minority members being hired into a different from other members aosometimes, to serve ab prook that the CTBanIZ=uen group is nondiscriminatory. Once in their positions, tokens sre given work that would be stereotypically suitable for their demographic. For example, women may be Biven sk: reotypically female tasks instead of other tasks that they ‘would be perfectly capable of performing. By engtging in Wienism organizations may fall prey to a'moral licen ing effect, where employers are more likely to engeae prejudicial or unethical behavior when they have initially Peraved ina morally acceptable way like in believing that Selecting of including one minority member is @ proof of the group being nondiscriminatory). position because they are Questions: : E 2-12. Can you think of other examples in which tokenism might emerge in the workplace? What are they? 2-13. Organizations use a variety of diversity manage- ment strategies to make employees more aware of and sensitive to the needs of others. Do you think that these same practices may inadvertently (or intentionally) lead to tokenism or moral licensing? Why or why not? 2414, What do you think can be done to limit tokenism in workgroups and organizations? “Sources: “How Kamala Sohonie Defied Gender Bias & Became the First Indian Woman Ph.D in Science,’ accessed from https://www.thebetterindia.com/ on 26 July 2018; Get a PhD in Science | #IndianWomenInHistory,” accessed from https:/fem! ‘Kamala Sohonie: First Indian Woman to jnindia.com on 26 July 2018; R. Kanter, Men and Women of the Corporation (New York: Basic Books, 1977); and L- Zimmes, ZTokenism and Women in the Workplace: The Limits of Gender-Neutral Theory.” Social Problems, Vol. 35, no. 1 (1988): 64-77.CASE INCIDENT 2 Big Data for Dummies Do you need big data? Maybe the question is better phrased as: Can you afford not to use big data? The age of big data is here, and to ignore its benefits is to run the risk ‘of missed opportunities. The Indian analytics business is ‘worth $ 375 million. It is estimated that by 2025, the Indian analytics industry will be close to $16-18 billion in size.’ Organizations using big data are reaping rewards, as a sur- vey of 2,022 managers worldwide indicated recently. In fact, 71 percent of respondents agreed that organizations using big data will gain a “huge competitive advantage.” These managers also saw the need for big data: 58 percent responded that they never, rarely, or only sometimes have enough data to make key business decisions, They have witnessed the benefits of big data: 67 percent agreed that big data has helped their organization to innovate. So, why did only 28 percent find that their access to useful data increased significantly in a year? Though there is aware- ness of big data, there are several problems, and business leaders do not know upfront the kind of questions that the big data can answer for them. The data quality, coverage, and consistency are all sources of problems for the Indian big data ecosystem, says Deep Thomas, CEO of Tata 1Q.°7 Information technology and business leaders agree that the tools available for analysis of big data are not yet mature."* A recent survey identified “determining how to get value” as the number one challenge of big data. With strong need combating the high hurdle for usability, how should a company get started using big data? The quick answer seems to be “hire talent.” But not just anyone will do, Here ‘are some points to ponder when hiring data professionals: 1, Look for candidates with a strong educational back- ground in analytics or statistics. You want someone who knows more than you do about handling copious amounts of data. 2, The ideal candidates will have specific experience in your industry ora related industry, “When you have all those Ph.Ds in a room, magic doesn’t necessarily happen because they may not have the business capability” said Andy Rusnak, a senior executive at Ernst & Young. 3. Search for potential candidates from organizations which are industry leaders, that is, more advanced in big data. 4, Communication skills are a must. Look for a can- didate “who can translate Ph.D to English,” says ‘SAP Chief Data Scientist, David Ginsberg. He adds, “Those are the hardest people to find.” 5. Find candidates with a proven record of finding use- ful information from a mess of data, including data from questionable sources. You want someone who is analytical and discerning. 6. Look for people who can think in 8- to 10-week periods, not just long term. Most data projects have a short-term focus,7. Test candidates’ expertise on real problems. Netflix’s dircetor of algorithms asks candidates, “You have t data that comes from our users, How can you use it to solve this particular problem?” Questions: 1-18. Let's say that you work fora large department store chain in Mumbai, and your manager puts you in charge of a team to find out whether hiring more ‘managers fiom second tier management colleges ‘would be better than hiring one or two managers 1-19. 1-20. from top rung management colleges. Wet nee see might be available for your decision-making POSS What data would be important 10 your dee\sion) What kinds of data might we want in OB applica~ tions such as what kind of incentive schemes are better; what reasons impact the exit decisions of als? repent with big data is making sense of the information. How might a better understanding of psychology help you sift through such data?