How would the challenge and potential options/responses be different in another setting? Explain the
setting and why things would be different.
Problem Definition / Potential responses of GLOBE Bank, boundary, biases
The main discussion is how extensive companies should promote diversity in their organization. There
is undoubtedly a lack of diversity in most companies, especially when it comes to upper management
positions. The fictitious example "GlobeBank" mentioned in the article of Harvard Business Review,
which can be seen as representative for so many large corporations, is facing the same problem. A lot
of companies have great initiatives to bring people from all kinds of majorities into the company.
However, often those employees are put into a position that does not allow them to succeed and
climb the corporate ladder. To increase diversity on all levels, a company also needs managers which
“pull” those people up, meaning, that there is a need for managers who actively look out for
minorities and counter act any biases. One possibility would be to tie the minority quota to the
evaluation of managers and consequently to their bonus payments. One step further would be the
introduction of “quotas”, meaning that a certain percentage of e.g., newly promoted managers need
to be from some minority. This comes with certain risks, as some managers might feel pressured to
not promote the person, which is best qualified for the job, but to promote someone from a minority.
This could again lead to those people quitting their job as they were promoted pre-maturely and
were not prepared well enough for the new role. (Davidson, 2012)
Are not put into a position to succeed, blockers (some people to pull them up are better), minorities
might not accept quotas, managers might feel pressuered and not put the best candidate but have to
because of quotas
Blockers
Some inniatives only at lower level
According to .. .quotas
https://fortune.com/2020/05/18/women-ceos-fortune-500-2020/