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Chrisantha Ongko (123020011)
Amazon’s Case
Please answer the three questions one by one. Do not use a long essay to cover all the three
questions. Bullet points are accepted. Please limit your answers in 2 pages.
1. How would you describe the current DEI status of the workforce at FAR1? Is it good? Is
it bad?
Current DEI Status:
Diversity:
Out of the 790 employees, 80% are white. There is limited representation from other
racial/ethnic groups
Gender distribution is relatively balanced (53% male, 47% female).
FAE1’s diversity is slightly better than Fargo’s demographics, which is 85%. It is,
however, not that big of a difference.
Inclusion:
There are positive employee testimonials, such as the Somali employee who felt
comfortable speaking their native language.
Affinity support groups and workshops offer more inclusion, such as the body image
bias. But these programs may not be fully available locally.
Equity:
Pay disparities and promotion barriers for under-represented groups are noted in other
Amazon locations, but FAR1-specific data is limited.
Training and mentorship programs exist, but their effectiveness in addressing equity gaps
is unclear.
In conclusion, the DEI status at FAR1 is moderately present but inadequate. While there are
efforts made by the company, there are significant gaps that need to be addressed. Such as the
major gaps in diversity and equity. Furthermore, inclusion efforts are yet to be fully realised. The
company is going towards the right direction and taking steps, but more could still be achieved.
2. What approach do you think Amazon could take to increase DEI at FAR1?
Short-Term Strategies:
Partnership with local organisations to attract and recruit under-represented candidates,
such as refugee organisations or homeless foundations.
Using bonuses or hiring incentives on diverse candidates
Chrisantha Ongko (123020011)
2
Implement training programs which will reduce the barriers of under-qualified applicants
Long-Term Strategies:
Have more transparency within the company, such as setting up clear DEI goals through
representation targets or pay equity audits.
Provide training for all staff which focuses on creating a more inclusive culture,
understanding one another's culture to create a safe and unbiased working environment
3. What are the pros and cons of a DEI initiative?
Pros:
There will be more creativity as diverse teams bring more perspectives
There will be reduced turnover and an increase in employee satisfaction
Create a company which not only attracts more talent but also consumers. As the
company will appeal to a larger demographic and multicultural audience.
Will avoid any legal risks such as lawsuits on discrimination
Cons:
May face problems of perceived reverse discrimination or political pushback, such as the
North Dakota’s anti-DEI law
Increasing DEI will be costly to the company, as it requires a lot of resources for things
such as training and management.
The company may not be able to focus on all goals, and hiring with DEI goals may not be
ideal
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