supervising a diverse workplace one cup at a time
TRANSCRIPT
Supervising a Diverse Workplace One Cup At A Time
Ana Barrera Principles of Management Professor Dr. Cassandra TherameneMarch 24th 2016
Today’s Presentation will focus on:
Chapter 12: Supervising a Diverse Workplace as applied to Starbucks Coffee
Diversity Case Study
Introduction to Diversity – Case Study 04
Calvert Investment ranks companies commitment to diversity based on 10 criteria:
Equal Employment Opportunity (EEO) Policy Internal Diversity Initiatives External Diversity Initiatives Scope of Diversity Initiatives Family Friendly Benefits EEO-1 Disclosure Highest-Paid Executives Board Representation Director Selection Criteria Overall Corporate Commitment
Calvert Investments provides mutual funds that invest in socially and environmentally responsible companies.
Introduction to Diversity – Case Study 05
Best company in the S&P 100 with a score of 95
Two of the company’s highest paid position are occupied by minorities
Company publicly supports the ENDA (Employee Non- Discrimination Act)
Ranks has most transparent company in the world with its EEO-1 data
95
SCORE
Introduction to Diversity – Case Study 06
Worst company in the S&P 100 with a score of 5
Company has explicitly stated it does not consider diversity when directors and board members are selected
No C-level employees at Warren Buffet’s enterprise are woman or minorities SCORE
5
Company History
Building Starbucks One Cup At A Time 08
-
- Starbucks was founded in 1971
- It was the first roaster and retailer of whole bean and ground coffee, tea and spices with a single store
- Today, Starbucks connects millions of customers with exceptional products
- Currently has over 22,000 stores in 67 countries
- Starbucks mission is “to inspire and nature the human spirit, one person, one cup and one neighborhood at a time”
Section 1: Managing Diversity is the
Bottom-Line Concern
Starbucks Philosophy on Diversity 10
- They seek to inspire and nurture the human spirit - understanding that each person brings a distinct life experience to the table.
- Their partners are diverse not only in gender, race, ethnicity, sexual orientation, disability, religion and age, but also in cultural backgrounds, life experiences, thoughts and ideas.
- Embracing diversity only enhances their work culture, it also drives their business to success.
- It is the inclusion of these diverse experiences and perspectives that creates a culture of empowerment, one that fosters innovation, economic growth and new ideas.
How does Starbucks Manage Diversity 11
Aside from extraordinary coffee, Starbucks had a made a business out of human connections, community involvement and the celebration of
cultures Starbucks manages diversity in the form of an equation:
Diversity Inclusion Equity
Human connection
Engagement
Ease of Use
Barrier Free
Fairness
Justice
Accessibility
Protected Group Employees and Supervising Diversity 12
Diverse Partner Networks: Starbucks
Access Alliance Partner Network
Starbucks Armed Forces
Partner Network
Starbucks Black Partner
Network
Starbucks China & Asia
Pacific Partner Network
Starbucks Hora Del Café Partner Network
Starbucks Pride Alliance
Partner Network
Starbucks Women’s
Development Partner Network
Starbucks India Partner
Network
Classifications of Protected- Group Employees 13
Workers include: - African Americans - Asians - Hispanics - Native Americans- Indians
40 % 18
%
What Makes Starbucks A Diverse Company & Stand Out 14
- Partners (Employees) – Focusing on partner development by educating and engaging their partners
- Customers – Recognizing and responding to their unique preference and needs by connecting with customers in a culturally relevant way
- Communities – Support and invest in local neighborhoods and global communities
- Suppliers – Trusted and welcoming company for suppliers through supplier diversity program
Standing Out!
With a presence in over 50 countries, Passion for great coffee,
genuine service and community connection transcends language
and culture.
Watch Video
Protected Group Employees and Supervising Diversity 15
- 100,000 young African-American and Hispanic employees within the next 3 years
- 100,000 low-income, 16 to 24 year olds as apprentices, interns and part/full-time employees by 2018
- 10,000 veterans and military spouses by the end of 2018
- Starbucks scored a 100 out of 100 on a new Disability Equality Index
Starbucks incorporate different groups by:
Section 2: Supervising Racial and
Ethnic Minorities
Supervising Racial and Ethnic Minorities 17
Starbucks Best Practices to Manage Diversity:
- Managers must understand discrimination and its consequences
- Managers must recognize their cultural biases and prejudices
- Strive that diversity is not about differences among groups, but rather about differences in individuals
- Each individual is unique and does not represent or speak for a particular group
Section 3: Supervising Women
Supervising Women 19
Women at Starbucks: - Approximately 65% of Starbucks partners are
women - Of their 50+ Top leader 26% are women - Of Vice President 48% are women
Starbucks Aspirations: - By 2020, increase female (& minority)
representation at the Top Leadership level by 50-60 SVP’s and higher
Supervising Women 20
Balancing Work-Life Issues:
- Starbucks provides Employee Assistance Program - Child Care - Elder Care - School information - Counseling for stress-related issues &
emotional difficulties
Supervising Women 21
Sexual Harassment and Sexual-Sterotyping Issue:
Starbucks Standard of Business Conduct states that all partners are entitled to work in an
environment that is free of harassment, bullying and discrimination
Partners are directed to make contact with their - Manager - Partner Resources
Representative - Business Ethics and Compliance
Supervising Women 22
Training and Development Opportunities: - Starbucks partners with Catalyst who is a
leading non-profit and provides membership to women.
- Starbucks Partners – Women’s Development Network
Pregnancy and Family Care: - Starbucks provide maternity leave for 8 weeks
and an additional 4 weeks of “bonding time” - FMLA - Helpline available
Section 4: Supervising Employees with
Disabilities
Supervising Employees with Disabilities 24
Starbucks Commitment to Access and Disability Inclusion
- Partner Training and Understanding- Customer Accessibility and Resources - Disability Community Engagement and
Recognition
Section 5: Supervising Older Workers
Supervising Older Workers 26
Starbucks ideology on hiring older workers is that they have more experience.
Advantages: - Dedicated- Pride in a job well done - Maturity - Communication Skills - Less risky hire
Section 6: Accommodating Different Religious
Beliefs
Accommodating Different Religious Beliefs 28
Starbucks is very accommodating to different religious beliefs
- Managers are to treat partners equally and without prejudice
- Managers are made aware of laws and regulations
- Partners should not be forced to do activities or speak in a manner that would contradict their vaules
- Starbucks builds relationships between the partner and manager
Section 7: Managing Employees
Around the World
Managing Employees Around the World 30
Managing Employees Around the World 31
- In China, families play a tremendous role in life and career choices
Global Starbucks Difference between China and U.S.
- In China, partners are mainly college graduates
- While in the U.S. many customers order coffee to go, customers in China tend to linger, therefore stores are larger
- Unlike in the U.S. where Starbucks cafés are busiest in the morning, in China store busiest hours are in the afternoon and evening
- China embraces the Starbucks culture and training as the U.S.
Managing Employees Around the World 32
Hofstede Culture Map
Power Dist
ance
Individuali
sm
Masculin
ity
Uncerta
inty Avo
idance
Long-T
erm Orie
nation
Indulgence
s
40
91
62
46
26
6880
20
66
30
87
24
USA vs ChinaUSA China
Section 8: Protected-Group Supervisors
Protected-Group Supervisors 34
Starbucks has the same guidelines that they do for employees to Supervisors
Section 9: Understanding Reverse
Discrimination
Understanding Reverse Discrimination 36
Starbucks regulations require that they take affirmative action to employ and advance employment for:
- status as protected veterans- individuals with disabilities- race- color- religion- sex- national origin
Section 10: Supervising Well:
The Overriding Consideration
Supervising Well: The Overriding Consideration 38
Cultural Competence is essential for Starbucks
- Starbucks started Café Practices to explains to managers: - Basic social criteria - Environmental criteria - Quality Criteria
Synopsis
Synopsis 40
- Important factors is for managers to be patient and understanding of their employees diverse background
- Starbucks provides training programs for all employees by mixing the age, minorities, disability of work teams in the stores to balance their skills and experiences
- Wise leaders will focus on performance regardless of any gender bias, race, religion or sexual orientation in order to increase company competitiveness
References
References 42
1. Jessica Newton – Starbucks – 1-877-309-3180 – [email protected]
2. http://www.starbucks.com
3. http://www.starbucks.com/responsibility/community/diversity-and-inclusion
4. http://www.calvert.com/perspective/women-and-investing/examining-the-cracks-in-the-ceiling-2015-diversity-supplement
5. http://www.investopedia.com/articles/professionals/072815/best-and-worst-companies-workplace-diversity.asp
6. http://www.huffingtonpost.com/2013/05/06/berkshire-hathaway-diversity_n_3222455.html
7. http://geert-hofstede.com/united-states.html & http://geert-hofstede.com/china.html
Thank you!
Questions?