2.17 Case Study: GlobeBank
Should GlobeBank advocate for financial incentives to increase the number of diversity promotions to
create a more ethnically diverse executive workforce? Why or why not?
Approach
Our team decided to fully understand the use case and implications of the proposed promotional
approach that GlobeBank should follow, to provide our individual assessment on whether this should be
followed or not. As a second phase, we will proceed to analysis different perspectives to arrive to a final
individual or collective assessment and recommendations for GlobeBank.
Initial Assessment
Based on the information provided in the case study we all disagree on providing incentives to increase
the number of diversity promotions.
Analysis and Recommendations
-
-
There is a general feeling of unfairness with increasing the number of diversity promotions to
create a more ethnically diverse executive workforce.
There might be a deeper root cause that should be analyzed: Have organizations hired talent to
meet diversity standards without fully considering if their skills and strengths meet the job
specifications? Have these organizations considered a long-term plan to support the
development of hired employees?
GlobeBank should conduct an assessment plan to support the development of the overall
workforce, including training, coaching and growth opportunities.
A shift in organizational policies to ensure there is a fair development and growth path available
to all employees to promote fair compensation and career opportunities.
Organizations can also address potential biases in the acquisition of talent by implementing
recruitment practices such as having a diverse group of interviewers participating in the
selection process to promote unbiased decision making.
Conclusion
After conducting a further analysis of the case study, our team as concluded that Globebank should not
advocate for financial incentives to increase the number of diversity promotions, instead consider the
various recommendations provided to create a more ethnically diverse executive workforce.