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Use case study below as references as required below. Part 1:...

Use case study below as references as required below.

Part 1: Research diversity

1.1 Discuss how the company in the case handout views diversity, including advantages and benefits of embracing diversity

1.2 Discuss the company's diversity strategy

1.3 Identify and discuss who the key stakeholder groups are, which the company would need to engage with in respect of a diversity policy.

1.4 Identify and discuss the key points of the diversity policies of at least two other companies in the same (automotive) industry e.g. Toyota, General Motors, Honda Motors, Nissan Motor Corporation etc   

Part 2: Draft policy and plan for implementation

2.1 Draft a Diversity Policy based on the information you have researched and gathered in Part 1. (This policy must be your own creation rather than an existing policy). A suggested format is provided for reference.

2.2 Identify and describe what legislation would need to be considered when drafting a diversity policy. 

2.3 Explain what other policies have a link to the proposed diversity policy e.g. recruitment, procurement, customer service etc.

2.4 When your draft document is complete, give a copy to two people to review. These two people should represent stakeholders e.g. employees and suppliers, who must provide you with written feedback about your draft. (You may want to develop a short questionnaire to complete to provide you with your feedback). Feedback documents will need to handed-in with your project.

2.5 Describe and explain any changes that you will make to the draft policy as a result of the feedback received.

Part 3: Implement Diversity Policy.

3.1 In the form of a memorandum, develop a one page summary introducing the diversity policy you have developed to internal stakeholders i.e. staff, managers etc. It should also include a proposed timetable for implementation.

3.2 In the form of a letter, develop a document introducing the diversity policy you have developed to external stakeholders i.e. suppliers, customers etc. It should also include a proposed timetable for implementation.

3.3. Identify any intended or unintended impacts of policy implementation.

3.4 Identify and discuss what tools and benchmark indicators will be used to monitor and measure the impact of diversity policy implementation.

3.5 Discuss what business activities, team plans and staff performance measures will be monitored to ensure effective implementation of the diversity policy




Case Study Diversity in Ford

(FMC) A long "historical legacy" In 1914 Henry Ford introduced an innovative policy of $5 a day pay for everyone capable of doing the job. Over time, FMC became one of the main employers of choice for African-Americans and immigrants arriving to work in the US, as a result becoming one of the first companies to have a workforce that accurately represented the community that it served. In recent years Ford has continued to play a leading role in corporate diversity, and has received many prizes as a result. Ford defines diversity as follows: Diversity embodies all the differences that make us unique individuals. Not limited to physical aspects of race, ethnicity, gender, age, disability, and sexual orientation, it includes culture, religion, education, experience, opinions, beliefs, language, nationality and more. The defining characteristic of Ford's diversity policy is its "positive vision". Ford values diversity as: we recognize that diversity is not only a reality of our global nature, it's a distinct advantage, and one that we value and embrace. We also know that we can only leverage the benefits of diversity by understanding and respecting the differences among all employees. Diversity strategy FMC designs its diversity policies from a global perspective through its Global Diversity Council, and then filters this through regional and local diversity councils to enable the policies to be adapted to the specific needs of each community. The diversity councils have the chief responsibility for ensuring communication, awareness raising and transmitting management's commitment to the employees, for example European management produce the monthly [email protected] bulletin. Ford's diversity strategy has various levels of "adaptation," which feed into each other and which try to mould the general message of the group to local needs and situations. The final link in the chain consists of the national diversity committees, the function of which, in the words of a member of the diversity committee from the Almussafes plant, is "to creating an environment in which everyone feels comfortable and accepted. It aims to create unity, not uniformity." Figure CS3.1 - Diversity Management at Ford In addition, the diversity committees are responsible for keeping diversity scorecards to measure to what extent objectives have been met, to set timetables and evaluate and monitor the initiatives that have been implemented. FMC has a well-established policy of being an equal opportunity employer; its human resources, monitoring, evaluation and communication policies all aim to promote diversity at the heart of the company. The human resource policies include the support of the formation of employee resource groups (ERGs), which consist of employees with a shared Global Diversity Policy European Diversity Management Diversity CouncilBSBDIV601 Develop and Implement Diversity Policy Project Case Study interest, who provide the company with viewpoints from their perspective, enabling the company to understand its consumers better. In addition, by giving its support to the members of a community, aiding their integration and helping to eliminate any barriers that might still remain, they contribute to the professional development of their employees. The company has also adopted policies aimed at helping employees achieve a balance between professional and private life, such as flexible timetables, teleworking and help with caring for children and elderly relatives. The objective of these policies is to attract and retain the best professionals, increase commitment inside and outside the company, increase productivity and make balance a valuable part of the company culture. Assessment systems FMC monitors and assess the objectives that have been set by using diversity scorecards. It also produces an annual report, the Corporate Citizenship Report, following the criteria and the parameters established in the Global Report Initiative (GRI). These reports include, in addition to quality, safety and environmental parameters, other aspects specific to working conditions, such as respect for human rights, job conditions and satisfaction surveys on the working environment. Exporting diversity Ford tries to export its vision of diversity to other areas in which it works, such as suppliers, distributors and community. Distributors: Ford has various programs aimed at helping minority groups to manage (minority dealer operations), access to credit (Ford Credit Minority Dealer Programs) and training (Automotive Dealership Education Program for Minorities and the National Automobile Dealers Association Training Program). In addition, it holds seminars for its distributors to analyze how the diversity dimension can influence marketing operations and sales. Ford USA has more than 360 minority distributors, 7 percent of its total number of distributors. Suppliers : Ford uses its Supplier Diversity Development Office to develop business opportunities for women and minority groups. In 2003 it spent $3,400 million with suppliers belonging to women or minority groups. The community : Ford uses initiatives such as Mi Negocio (My Business), its portal for Latin American businesspeople, and BEST 8 (Best Business Plan Contest) to try to promote development in the communities where it is based. Figure 2 CS3. Ford Suppliers Distributors BEST - Best Business Plan Contest Minority Dealer Operations Supplier Diversity DevelopmentBSBDIV601 Develop and Implement Diversity Policy Project Case Study The Ford factory in Valencia, Spain Ford's factory in Almussafes, Spain is over 30 years old and is one of the most advanced manufacturing plants in Europe. It is capable of the high volume production of four models (the 5-door Fiesta, the 4- and 5-door versions of the Focus, the Ka and the Mazda2) simultaneously, which is the highest number of different models of any Ford plant. The plant's impact on the economy of the Valencia region has been enormous; it accounts for around 11 percent of the region's GNP, 20 percent of its total exports and around 7 percent of total employment. The plant's workforce is around 10,000 people, comprising both permanent and temporary workers. The majority of the workforce is permanent, providing a stable workforce with low turnover; in October 2004, more than 6,200 of the plant's employees were permanent. The plant's temporary personnel are employed to cover production needs at specific moments; on average 2,500 people are employed on a temporary basis, although this rises to 3- 4,000 at peak periods. The Valencian perspective on diversity: different realities, different policies Ford España's vision of diversity is: Diversity is a continuous and participative process at all levels of the organization, which respects, values and promotes the effective use of all the differences, both visible and invisible, of all the women and men who constitute Ford España. The actions and initiatives that are implemented in Spain should reflect the demographic and social reality of the factory, which in many cases are very different from those in other parts of Europe or the US. As Amparo Rodríguez, president of Ford España's diversity committee states, "it is not about creating problems where they don't exist." The main challenge of diversity faced by the Valencia factory today is the historic distinction between different categories of employees - those who belong to the "workforce" and "temporary" workers. This is a legacy of the company's original structure, which needs to be solved. The factory is the base for Ford España's diversity committee, which consists of around 15 members and is chaired by Amparo Rodríguez. The committee has a dual purpose; it is permanently attuned to the opinions of the workforce and communicates these to management, and at the same time it links the company's theorizing about diversity to the reality of the factory, trying to translate Ford's theory into action. As such, it serves as a two-way transmission mechanism between the employees and management (Figure CS3.3). Figure CS3.3 The committee consists of employees from all departments of the company who volunteer to take part. It holds monthly meetings to examine the day-to-day operations of the factory and any Employees Management Diversity ManagementBSBDIV601 Develop and Implement Diversity Policy Project Case Study particular problems or issues that might arise, for example special menus for diabetics. The committee's objectives are: 1. To develop and maintain a "diversity website" on the company intranet, dedicated to the communication and monitoring of initiatives that have been implemented. 2. To carry out diversity and work- life surveys. 3. To hold focus groups and refreshment sessions. 4. To train group heads and managers in the issues of diversity. 5. To hold regular workshops and give presentations for minority associations. 6. To develop social activities and encourage work- life balance. In addition to these manages the following: regular activities, the diversity committee manages the following: - European Diversity Week: a week dedicated to raising awareness of the workforce to diversity issues throughout Ford Europe. During the week, there are conferences, discussions, meetings and other activities aimed at promoting diversity, knowledge and respect for other realities. Ford Ahora! (Ford now!): an internal communication tool for communicating the initiatives that are taking place. Fund raising: campaigns aimed at raising money for worthy causes from time to time. Other activities: for example organizing a wheelchair tennis championship. All these activities are planned and monitored according to a master schedule for the year, which sets out objectives, results and responsibility. The work of Ford España's diversity committee has been recognized on many occasions. It has been a candidate for Ford Europe's prize for the best initiative for promoting diversity on several occasions, and came third in 2002. In addition, the company has also received recognition for the work of its employees in the Valencia factory on an individual basis. Adapted from: de Anca, C., Vazquez Vega, A., Managing Diversity in the Global Organisation, (2007), United Kingdom. Palgrave McMillan

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