Managing in an Inclusive Environment

Managing in an Inclusive Environment

Do you believe that Microsoft makes a real commitment on diversity? If yes, describe. If no, why do you think this is the case? Please discuss what advantages or disadvantages that Microsoft has as a result of either making or not making this commitment to diversity? Explain

Many companies boast that they value diversity in the workforce, but Microsoft has made a clear effort to use money and institutional support to increase diversity within its corporate walls, support diversity as a company value, and to further the education of underrepresented groups in computer science in society as a whole. The numbers do not lie: Microsoft boasts employees from more than 135 countries. To create a feeling of comfort at the company more than 30 employee resource groups provide a support network to address the unique needs of different groups ("Microsoft Diversity Efforts Open Doors for Minority Students." Press Pass: Microsoft Website, 2005). These groups include Blacks at Microsoft ('BAM'); Hoppers (a woman's network); Chinese at Microsoft; Hispanic Employees at Microsoft; Employees with Disabilities (for the visually impaired and hard-of-hearing employees); and Gay, Lesbian, Bisexual, and Transgender Employees at Microsoft (Fagerberg, 2003).

To create such a diverse workforce, Microsoft has spent more than $125 million for diversity recruitment and outreach efforts. Through efforts such as Minority Student Day, and specific internship programs, it also strives to encourage scientifically talented minority students. The aim of all these efforts is for the company to make use of current talented minority employees at Microsoft and create talented minority employees for Microsoft's future, and to demonstrate that underrepresented groups, in the words of one participant in Minority Student Day can "envision [themselves] some day working full time for Microsoft" ("Microsoft Diversity Efforts Open Doors for Minority Students." Press Pass: Microsoft Website 2005).

According to Senior Director of Diversity, Claudette Whiting, Microsoft's Strategic Diversity Plan mandates diversity training for all employees and supports a formal mentoring program for minorities (Fagerberg, 2003). Additionally, as one of the most historically underrepresented groups in it are women, Microsoft's DigiGirlz camp encourages employee volunteers to help talented girls in science succeed as the girls shadow Microsoft employees, take classes and workshops in subjects such as website design, programming and even study product development during the camp ("Young women meet it at Microsoft's DigiGirlz," Diversity Careers, 2006).

Microsoft contributes money, time, effort, and energy into supporting the value of diversity. Of course, it might be cynically observed that as a major international corporation, it is in Microsoft's interest to have a strong public relations image that is supportive of diversity, especially as computer science tends to be dominated by white males. But as a company with global ambitions, a diverse workforce can provide input into the needs and cultural assumptions of the various places where Microsoft is located or sells its goods and services. A diverse company also requires support structures to make the employees feel welcome, and the company's mentorship programs and other efforts create an atmosphere of diversity that cannot be bought, even though Microsoft has channeled considerable funds into its diversity and recruitment efforts.