Xerox Co. Diversity

Wendy Lim1, Paula Holinski1, PJ Devereaux1,2, Andrea Tkaczyk2, Ellen McDonald2, France Clarke2, Ismael Qushmaq3, Irene Terrenato4, Holger Schunemann2,4, Mark Crowther1 and Deborah Cook1,2

Hwang, S.W., Chambers, C., Chiu, S., Katic, M., Kiss, A., Redelmeier, D.A., & Levinson, W.

Changing Market Conditions In the early 1990's, while technological innovation continued to drive the company's success, many business units were being forced to compete on other dimensions. In consumer product lines, low prices, broad availability and ease of use had become competitive requirements. Lew Platt, HP's current President and Chief Executive Officer, once acknowledged the importance of improving customer service and responsiveness, We're not doing as good a job in order fulfillment as we need to. In fact, it's where we get our lowest marks from customers. We have to be a lot easier to do business with. Improvement in order fulfillment will strengthen HP's competitiveness, increase customer satisfaction and reduce expenses, so this is an

Naughton, F., Jamison, J., Boase, S., Sloan, M., Gilbert, H., Prevost, A. T., & ... Sutton, S.

C. Logan Chullen, Benjamin B. Dunford, Ingo Angermeier, R. Wayne Boss, and Alan D. Boss

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Farrell, R. M., Metcalfe, J. S., McGowan, M. L., Weise, K. L., Agatisa, P. K., & Berg, J.

America's past should teach America's today that success lies within diversity. In order to achieve ultimate success, diversity is a necessity. Workforce diversity is a fact of organizational life. It is also a key concern for theory and practice in organizational behavior ( van-Knippenberg, De-Dreu, Homan, 2004).

Flannery, Kent V., Andrew K. Balkansky, Gary M. Feinman, David C. Grove, J. Marcus, Elsa M. Redmond, Robert G. Reynolds, Robert J. Sharer, Charles S. Spencer, and Jason Yaeger

Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language,

Reinhart, T. C., Killoy, W. J., Love, J., Overman, P. R., & Sakumura, J. S. (1990)

The Fortune 500 Company I chose to compare Xerox with is FedEx. While doing some research about the workforce diversity at FedEx I realized that FedEx and Xerox have much in common. FedEx as well as Xerox strives to promote the hiring of different cultures all over the world to increase their productivity and to meet the worldwide needs of their customer satisfaction.

In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.

Research tends to support this relationship. Kanter's study of innovation in organizations revealed that the most innovative companies deliberately establish heterogeneous teams to "create a marketplace of ideas, recognizing that a multiplicity of points of view needs to be brought to bear on a problem". Kanter also specifically noted that companies high on innovation had done a better job than most on eradicating racism, sexism, and classism, in addition, tended to employ more women and racioethnic minorities than less innovative companies.

I suggest that the company should engage in discussions about the best approach to increase gender diversity in corporate management. One of the interviews with employees of PU Department revealed that Hossain is the only female manager in the firm. Another complaint was directed toward to her gender: “I never want to work for a woman again.” The demand for greater gender equality in the management is higher than ever before. A study on more than 800 businesses in retail and hospitality industry states, “diverse and engaged in Retail units have a 46% higher increase in comparable revenue. Similarly, diverse and engaged units in the hospitality company have a 58% higher net profit than single-gender and less-engaged units.” Thus, if company can highly engage the gender diversity, financial performance will improves dramatically.