Reference no: EM132899276

Interviews have been conducted recently anonymously by a third party to evaluate X company's diversity and inclusion practices in Canada. Answers from three participants were highlighted as follows:

Participant A (Executive team member). S/he described the work environment as following "I believe our company is quite good regarding diversity and inclusion as company's policy has a clear definition of non-discriminatory content that protects employees from different backgrounds, such as ethnic, gender, disability, first nations, sexual minorities, etc. In addition, our company provides equal benefits to all employees. Nevertheless, I noticed that very few employees of minority groups claimed such benefits (e.g., same-sex benefits). The board members still are male-dominated. I don't see this is a big issue as females may not actively participate in management practices, especially after having children. I don't see any complaints in terms of diversity issues. Thus, I believe our company did a good job. Consequently, employees should appreciate the diverse and inclusive work environment we provided to them, and they should work hard as a return."

Participant B (Human Resource Professional). S/he described the diversity issue as following " I immigrated to Canada with my parents from Africa since I was 16. Compare to my counterparts in Africa, I think I am extremely lucky because females are not encouraged to work in Africa. But, I have this opportunity to work as an HR professional in Canada. I am engaged early this year, and I have decided to be a stay home mom as I believe it's better to put family as a priority. I had the opportunity to attend the board meetings, and most of the board members are males. Business is a battle for males. It has always been this norm. I believe our company did a good job in terms of diversity and inclusion. For example, our company has a policy indicating that we should treat everyone equally regardless of their ethnicity, sexual orientation, gender, etc. In our recruiting practices, we also try to implement such policies. Being said that, reality sometimes is hard. One time, a VP told me that he only wants to interview male candidates because males have less "burden" than females. Well, I understand his concerns as I also believe females should stay at, especially when children are born."

Participant C (Employee): S/he made the following comments on the work environment "being a homosexual is hard. I had to constantly manage my identity very carefully because I am afraid that I will be discriminated against based on my sexual orientation. Often, my colleagues asked whether I get married or not and wanted to set up a date for me; this is a little bit annoying (I understand they are from the good heart). Well, our company is not that bad. I disclosed my sexual orientation to very close friends at work, but not to all. I overheard someone talked about explicit jokes against sexual minorities. I will never "come out" to those colleagues. In fact, I never see any same-sex partners at our annual parties. I guess our company has a neutral position in terms of welcoming sexual minorities. My friend told me that Y company is very welcoming the sexual minorities. I am thinking about leaving the company and apply for jobs if Y company has openings.

Based on the interviews above, please answer the questions:

1) What theories could help you explain different participants' experiences (A,B,C)? Please define/explain/apply the theories.

2) If you are assigned as the company's diversity officer, what actions you are going to do in dealing with diversity and inclusion issues? Please specify your actions with detailed implementation plans.