Employment relations and diversity management at Microsoft Corporation

Employment Relations: Managing Diversity and Preventing Discrimination at the Microsoft Corporation
Introduction
Microsoft Corporation has is a leading Applications and software systems developer for personal computers (Zachary & Hall, 2018). The Company is also into book publishing and publishing of media titles. Microsoft produces hybrid computer tablets, provides email services, and sells computer peripherals, game systems, and media players that are portable (Zachary & Hall, 2018). Microsoft has established sales offices all over the globe. Over and above the research and development institute founded in Washington’s Redmond (also the headquarters of Microsoft) the company also operates research laboratories in Cambridge England, China, England, India, Cambridge Massachusetts, California’s Santa Barbara, Bangalore, New York, and Montreal Canada (Zachary & Hall, 2018)).
Microsoft Corporation has an elaborate vision and mission statement that guide the way the company handles its daily activities. Microsoft CEO, Satya Nadella, introduced renewed mission and vision statements for the company and rallied the workforce to fall in line and adopt the new company strategy. Over the first 16 months with Nadella as the Company CEO, there were dramatic changes in the research and focus of the company (Hay, 2015). Today Apple products are not excluded from Microsoft platforms. In fact Apple and Android Apps appear on Microsoft services (Hay, 2015). The messaging strategy at Microsoft has been steered to become consistent and clear by Nadella hence making the direction and guiding principles in the company understandable and unambiguous to the workforce (Hay, 2015).
The Corporate Vision for Microsoft Corporation is “To Empower Every Person and Every organization on the Planet to Achieve More” (Gregory, 2018). It can be deduced from the mission statement that the Microsoft business ideology is to empower organizations and people. This empowerment goal is achieved by way of utilizing the computing products of the company (Gregory, 2018). Some of the fundamental components in the mission statement of Microsoft Corporation include: Empowerment Every organization and every person in the globe Achieving more The first part of the mission statement reveals what the products made by Microsoft can achieve for the customer. For instance, empowerment can be taken to mean quick processing of data in business offices and the enhancement of access to information at homes (Gregory, 2018). The second part of the mission statement elaborates what the target market is about. In this case it involves the organizations and individuals in the world. The corporate mission can be taken to mean that the software and computer technology products are designed to be of benefit to the customers in that they help them achieve more productivity. The mission statement of Microsoft Corporation is not different from the Vision Statement of the Corporation bearing in mind that both the vision and mission statements are focused on empowerment (Gregory, 2018). The mission statement, however, puts more emphasis on the practicality and benefits of helping individuals and organizations achieve better. The value or benefit can be mirrored in the tactics and strategies adopted through the 4P or marketing mix (Gregory, 2018).
The Vision Statement of Microsoft Corporation is as follows; “to help people and businesses throughout the world realize their full potential” (Gregory, 2018). The vision statement reveals that Microsoft Corporation presents the computing and business products as items that business organizations and individuals can employ as beneficial development tools. The vision statement for Microsoft Corporation can be divided into the below highlighted components:
· Businesses and individuals throughout the globe
· Helping to realize
· Total potential
The first part of this vision statement is geared towards defining the target market of Microsoft Corporation. The target market in this case is the international or global market. Rather than developing and providing software products to individuals only, Microsoft also develops and sells organizational products (Gregory, 2018). The second part of the vision statement reveals the intentions of Microsoft Corporation. For instance, the objective of the company is to deliver products that will help customers achieve full potential as specified in the third part of the vision statement. This therefore means that the vision statement was designed to represent Microsoft’s target market. This is because the vision statement clarifies what technology products from Microsoft can achieve, and the depth of achievements that customers can realize from the use of these technology products (Gregory, 2018).
For the Worldview the CEO, Satya Nadella states that the mission of Microsoft Corporation must always be viewed from the perspective of the context where people live and the perspective of the future the Corporation seeks to create (Hay, 2015). According to Satya Nadella, the world in which people live today is cloud first and mobile first. The transformation agenda driven across the business world is fashioned to make it possible for Microsoft and the Corporation’s customer base to succeed in this context. The mobile first worldview is not just for device mobility. It is also centered on experience mobility. In return the experiences are coordinated through the cloud (Hay, 2015). This is why the two trends of mobile first and cloud first are thought of together. The action of the Corporation with their business models and their products has to explain the fundamental corporate transformation (Hay, 2015).
On the ambitions and Strategies, the strategy of Microsoft Corporation is to establish the best productivity and platforms services for the cloud first and mobile first world. The platforms are meant to synchronize IT, developers and end users in a better way than the competing platform or ecosystem (Hay, 2015). On culture the belief at Microsoft is that the culture there should be founded on the growth mindset (Hay, 2015). According to Satya Nadella the growth mindset only starts with the universal belief that development and growth is possible for everyone. The potential for growth and development is not predetermined but nurtured. Further Nadella stated that it is possible for anyone to have a change of mindset. The transformational leadership agenda championed by Nadella is aimed at helping people achieve their best potential (Hay, 2015). Through the established corporate culture it is possible to make sure that every person puts their best foot forward and realizes the best meaning of their work. The drive of learning is ravenous and insatiable. The type of leadership approach adopted by Nadella is one of leaning towards uncertainty, being a risk taker and moving quickly whenever mistakes are made as well as appreciating that mistakes are common along the path to mastery. Nadella encourages the Microsoft workforce to accept and be receptive to the ideas and opinions of others in such a way that the successes of other people do not shrink those of the Microsoft Corporation (Hay, 2015).
Diversity
In many ways Microsoft Corporation has been successful. Even in managing to maintain balance in ethnic diversity and minimal discrimination levels, Microsoft has done incredibly well. Microsoft Corporation has been ranked as one of the best performing Corporations on the area of diversity. Clavert Investment analysis ranked Microsoft highly on diversity (Depersio, 2018). Microsoft works with teachers and schools to provide opportunities for millions of children around the globe in their Corporate Social Responsibility (CSR) programs. The hacking and coding sessions has given many people an opportunity to discover what a technology career is able to offer (Depersio, 2018). The Board of directors in Microsoft is among the very diverse BODs in any technology company globally. Ethnic minorities and women occupy 6 of the available 14 positions at the board (Depersio, 2018). Diversity for Microsoft is such an integral issue that in 2018 the IBM Corporation was in the course of suing the Company in a bid to stop them from hiring their diversity officer.
According to Microsoft’s CSR report inclusion and diversity has always been a central and fundamental component of what defines Microsoft (Microsoft, 2017). The inclusion and diversity office at Microsoft has for more than 2 decades grown and improved the inclusion and diversity initiative in order to allow the corporation to meet the dynamic demands from the business and the workforce (Microsoft, 2017). Microsoft is committed and determined to create an environment of inclusion where every employee is able to achieve their level best. The commitment to diversity emanates from the understanding that inclusion and diversity is a strong asset. Microsoft seeks to expand the leaderships understanding of the value proposition of diversity and to enhance accountability at senior leadership level for the diversity plan of the corporation (Microsoft, 2017).
Discrimination
On the issue of discrimination Microsoft upholds the ten principles outlined by the UN Global Impact (2017). Respect for human rights is a fundamental principle upheld at Microsoft Corporation. Microsoft upholds the Global statement of human rights as is a signatory to the United Nations Global Compact (Microsoft, 2017). Microsoft is dedicated toward respecting all the declarations and covenants that uphold human rights including the Human rights universal declaration (Microsoft, 2017). The 10 UN global Compact principles include enable the effective acknowledgement of the human rights of collective bargaining and the freedom of association (UN Global Impact, 2017). The 6th principle is the alleviation of discrimination in honor of the occupation and employment. The objective is to eliminate any kind of compulsory or forced labor, alleviation of discrimination and child labor elimination in honor of occupation and employment (Microsoft, 2017).
Even though Microsoft has done well in trying to alleviate ethnic gender based, and tribal discrimination in the ranks of the Corporation there are still many reports of discrimination in the company including lawsuits filed against company for sexual harassment against female employees and gender discrimination. The Company may be doing well on diversity but not so well on discrimination. This research has been designed to offer possible alternatives as solutions to the discrimination problem at Microsoft. The research paper also explores the positives of diversity at Microsoft Corporation and what diversity has done in terms of giving the company impetus and a global appeal.
Problem Definition
There are 238 sexual harassment and gender discrimination accusations against Microsoft by women employees who work for the company in the technical jobs in the U.S. (England, 2018). Court filings revealed in 2018 revealed this information (England, 2018). According to England (2018) the complaints came between the year 2010 and 2016. The accusers have systematically denied the existence of promotions or pay rises for women employees at Microsoft Corporation. The attorneys to the plaintiffs pushed for class action legal suits although trial hearing has not been scheduled yet (England, 2018). Microsoft denied any of those claims only consenting to the existence of one gender discrimination incidence of all the 118 gender based discrimination claims.
According to Microsoft, the Company has spent in excess of $55 million annually for the purpose of promoting inclusion and diversity in the employment ranks (England, 2018). In 2017, the company claimed to have relinquished the agreement of arbitration prior to filing a dispute on any sexual harassment claim (England, 2018). This, in theory meant that victims could feel more confident about reporting their discrimination complaints. This position would by no means have any bearing on women who reported discrimination. The position also contradicted the previous position by the company that complaints should not be made publicly available. In the past the stand by Microsoft was that complaints from women should be sealed in confidence because making them public would deter others from making a report on their discrimination issues (England, 2018). This is just some of the gender based discrimination incidents at Microsoft that has come to light. Perhaps the motivation for keeping the discrimination claims secret is not really to help others report their discrimination experiences but to save the image of the Corporation.
The sincerity of the arguments from the sexual harassment and gender discrimination claims may not be verifiable until the court rules on the matter. What is certain at this point is that some of the employees at Microsoft have reported issues relating to sexual harassment, gender discrimination, dishonestly in claims of female employee promotions and pay rises etc. This can only mean one thing that the working conditions for women employees at Microsoft may not be as favorable as the company would like everyone to think. It is important to note that Microsoft is not expected to be perfect in every front but at this point the Company can do better by acknowledging that the voices of discontent and complaint from some section of their employees may be pointing to a hidden problem that might blow up in future.
Research Objectives
The objective of this research is to investigate the sexual harassment, gender discrimination, and insincerity in female employee promotion and pay rise claims at Microsoft. Furthermore the research will explore the benefits that Microsoft has recorded from their incredible diversity record. At ultimate goal will be ascertain the internal disquiet among some women employees at Microsoft Corporation and to offer sound solutions to help deal will the gender based discrimination challenges while leveraging the benefits and positives of diversity without hurting the image of the Corporation globally.
Literature Review
Sexism is a major problem that has bedeviled many workplaces including multinational corporations with an outstanding track record like Microsoft. Stamarski and Son Hing (2015) address the issue of gender inequality and the effect of sexism in the structure, decision making, practices, and processes of organizations. Some of the most discriminative gender inequality practices are embedded within the practices of the human resources departments (Stamarski & Son Hing, 2015). HR practices according to Stamarski and Son Hing (2015) directly affect the recruitment, hiring, payment, training, and the promotion criteria for women. Stamarski and Son Hing (2015) proposed a gender discrimination model that puts more emphasis on the consequences of gender based inequalities in the organization. The researchers proposed that discrimination in decision making processes from the HR department and in the ratification of practices emanates from inequalities in the larger structures, practices, and processes of the organization. This according to the researchers embodies the leadership, strategy, structure, organizational climate, and culture and HR policies in the organization (Stamarski & Son Hing, 2015). The sexual harassment and gender discrimination claims at Microsoft could be pointing to a larger leadership and HR practices problem that needs immediate solutions if what Stamarski and Son Hing (2015) claims is anything to go by.
Verniers and Vala (2018) pointed out that gender discrimination inside the workplace has led to the formulation of many policies in most advanced economies. The objective for this is to deter gender discrimination and inequality with respect to recruitment, promotions and salaries. Despite the many efforts gender inequalities still persist. In light of this Verniers and Vala (2018) detailed the psychological processes responsible for the persistent gender discrimination in the workplace. Through structural modeling of equations the researchers found out that psychological processes were indeed to blame for gender inequality (Verniers & Vala, 2018). This research confirmed that motherhood myths are often used to justify discriminative gender structures in the countries that promote inequality. This might be a possible explanation of why there has been some disquiet at Microsoft Corporation.
Sexism is an endemic problem that has affected people economically, politically and socially. Bates (2016) has written a book that documents the relevance of social media in helping women voice their concerns about sexism. In the bid to acknowledge the problems faced by women in the society the book is an important tool that can help society fight against the vices of gender based inequalities, and discrimination driven by sexism ideologies. Other researchers like Valor-Segura (2018) examine the topic of sexism in detail. Lorenzi-Cioldi and Kulich (2015) have distinguished the various categories of sexism from the contemporary, to the more subtle and the implicit forms of sexism. The researchers later discuss the consequences of behavior patterns for the various categories of sexism after they characterize the benevolence and the incongruity of hostility towards women. Lorenzi-Cioldi and Kulich (2015) emphasize on the harmful consequences of compassion on the self-worth, competence, and actual performance of women.
Data Collection Plan
This will be a qualitative research paper that will wholesomely rely on secondary data and information sources from peer reviewed articles, books, reports, data, and analytical information available. The research findings on the issue of gender inequality, discrimination, and sexism will be used to inform the findings. The motivation behind a qualitative research is to safeguard the confidentiality and integrity of Microsoft employees. Owing to the fact that most of the information with regard to gender inequality and discrimination is available from secondary sources like legal documents, news journals and company reports the research will still achieve the objective even without having to rely on quantitative research approaches.
Significance of Project
The research is quite significance in light of the fact that Microsoft has consistently denied the existence of sexual harassment, gender discrimination and dishonesty in reporting female pay rise and promotions. With the outcomes of this research Microsoft Corporation will be able to refocus the way the company handles female employees and give the management an opportunity to improve the working environment and conditions for the women employees. Further the research findings will help Microsoft formulate better policies and regulations that will help safeguard the rights of women in the organization.
The measure of success for the research will be identified only when the research findings and proposed changes are implemented in the company. The research will be deemed a success if the actionable solutions can be identified and channeled to the Human Resource department at Microsoft. This is the extent to which the research can go at finding a solution to the problems bedeviling Microsoft Corporation. The Human Resource Department at Microsoft Corporation is substantially responsible for handling any complaints and disputes relating to gender inequality, sexual harassment, female promotions and pay rise issues. The findings of this report and the recommendations can only be best handled by the human resource department and particularly so the decision making organs of the department.
The topic will help expand my scope of knowledge on the topic of employee relations. It will also expand my practical view of how the human resources department can influence the worldview of a company and its reputation. This is a plus to my HRER curriculum knowledge base. My Executive mentor is in full support of my research topic of choice and is ready to help me complete my project successfully.


References
Bates, L. (2016). Everyday sexism. New York: Thomas Dunne Books
Depersio, G., (2018). The Best (and Worst) Companies for Workplace Diversity, Investopedia. Retrieved 15 January, 2019 from https://www.investopedia.com/articles/professionals/072815/best-and-worst-companies- workplace-diversity.asp
England, R., (2018). Microsoft faces 238 complaints of gender discrimination, Engadget. Retrieved 15 January, 2019 from https://www.engadget.com/2018/03/13/microsoft-faces- 238-complaints-of-gender-discrimination-harassment/
Gregory, L., (2018). Microsoft’s Mission Statement & Vision Statement (An Analysis), Panmore Institute. Retrieved 15 January, 2019 from http://panmore.com/microsoft-corporation- vision-statement-mission-statement-analysis
Hay, R., (2015). Satya Nadella lays out new mission and vision for Microsoft, ITPro Today. Retrieved 15 January, 2019 from https://www.itprotoday.com/windows-server/satya- nadella-lays-out-new-mission-and-vision-microsoft
Lorenzi-Cioldi, F., & Kulich, C. (2015). Sexism. In International Encyclopedia of the Social & Behavioral Sciences: Second Edition (pp. 693–699). Elsevier Inc. https://doi.org/10.1016/B978-0-08-097086-8.24089-0
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Stamarski, C. S., & Son Hing, L. S. (2015). Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in Psychology, 6. https://doi.org/10.3389/fpsyg.2015.01400
UN Global Impact. (2017). The Ten Principles of the UN Global Compact. https://doi.org/10.1002/npr.l0067
Valor-Segura, I. (2018). Sexism. New York: Nova Science Publishers, Incorporated.
Verniers, C., & Vala, J. (2018). Justifying gender discrimination in the workplace: The mediating role of motherhood myths. PLoS ONE, 13(1). https://doi.org/10.1371/journal.pone.0190657
Zachary, G.P., & Hall, H., (2018). Microsoft Corporation American Company, Encyclopedia Britannica. Retrieved 15 January, 2019 from https://www.britannica.com/topic/Microsoft-Corporation