Question

Use an organisation of your choice and discuss, comprehensively and critically, workforce diversity and how it is affecting the productivity of the organisation. 1. Identify and discuss the similarities and differences among the employees of the organisation you have chosen. [25?] 2. Clearly define and meaningfully discuss, the goals of the organisation in respect of workforce diversity by paying particular attention to how the organisation values uniqueness, individual differences and potential, individual talents and experiences in the organisation. [25?]

Answer 1

General Electrical headquartered in Connecticut is an American multinational conglomerate formed in 1892. It has its presence in the following segments: Power and Water, Oil and Gas, Energy Management, Aviation, Healthcare, Transportation, and Capital. It is ranked as the 26^th largest firm by gross revenue among the fortune 500 companies.

GE is one of the initiators of breaking the glass ceiling in corporate sector. Time and again, it has launched various programs and initiatives to support he lifecycle of women employees in the company, trying to give then equal representation and equal opportunities, thereby encouraging diversity at the workplace.

General Electric India has many initiatives focused towards gender diversity. Increasing diversity and diversity targets are a part of the CEO goal sheet which subsequently cascade down to other levels. There is no explicit target or quota for women while recruitment but managers are encouraged to recruit women in an implicit manner. If the percentage of women in a particular department is less than 20% it is not seen positively and is directly /indirectly highlighted in appraisals/development conversations. Percentage of women in plants is very low and there is a conscious effort to identify roles that can be occupied by women there to enhance the ratio. Various roles in areas such as finance, industry are being identified that can occupy women.

There are many practices in General Electric that create a supportive environment for women employees. One such practice is called the ‘Second career’. This is an initiative to accept back women who want to come back in the company after having left it. This is more common in technical fields. After returning back to the company they begin their career with a part time role to explore the area in which they would be comfortable in.

There is a sabbatical policy is in place for women which is a break of 6 months - 1 year. Women are entitled to a maternity leave of 6 months in case of normal delivery and4 months in other cases. This can be extended up to 1 year.

GE has certain policies in place to ensure safety of women. No woman is allowed to work in the office after 7 PM. To ensure that the rule is followed strictly there is a strict instruction given to not have meetings post 6 PM or engage any woman employee in work that she may have to sit post 7 PM .A separate register is maintained for women leaving after 7 PM which goes to the senior management and the reporting managers of these women are questioned. This policy is applied to women working in all setting: plant, sales and headquarters.

GE also provides various facilities for women like separate washroom for women, beds for sleeping or resting and separate parking slots for pregnant women. Crèches or onsite day care centers are provided in all big offices in India. Mothers’ resting rooms are also provided in offices.

GE also tries to accommodate transfer requests on grounds of marriage or transfer of spouses but there is no formal policy for the same.

GE also tries to develop high potential women employees. First the high potential candidates are identified and when the opportunity comes the female candidate is pushed over the normal candidate.

Apart from this there are workshops for managers who have expectant mothers in the team. There are sensitization workshops for every employee in the company. Sexual harassment workshops also take place.

GE also has a Women's Network to foster professional women's development which will attract, grow and retain female talent throughout GE. It tries to engage and develop its membership in areas such as technology and sales, which will provide growth to the leaders who will ensure GE’s success going forward. Men are also active members of the women’s network and actively participate in the sessions.