Xerox Corporation history and business impact

Xerox

WHERE DIVERSITY IS A NORM

Xerox Corporation: a Short History and Profile

Xerox started in 1906 as the Haloid Company, a manufacturer of photographic paper and related equipment (Chawla, 2006). It gained popularity in 1959 when it introduced the first plain paper photocopier, which used xerography or electro-photography. Chester Carlson developed the Xerox 914, which so succeeded that, by the end of 1961, the Company revenue increased to $60 million. By the end of 1965, it earned $500 million more. It was renamed into Xerox Corporation in 1961 and introduced the first desktop plain paper copier. A color copier was introduced in 1973 and the first laser printer in 1977. It was revived in the 80s and the 90s. Its high-quality printers, scanners and other products made it a market leader. It bought Tektronix color printing and imaging division for almost U.S.$1 billion. It celebrated the 45th anniversary of Xerox 914 in September 2004 (Chawla).

Today, Xerox Corporation (2011) serves all types of organizations, including Fortune 1000 companies. It functions online and over the phone as well a through its global sales force, independent agents, dealers, value-added resellers, and systems integrators. It has a global reach of subsidiaries of regional office technology dealers and over 6,500 authorized sales agents and concessionaires and 10,000 technology resellers in 160 countries. It links up with IT and other business partners, which integrate Xerox's systems and services as customer solutions. With $2.2 billion revenue and 136,000 employees, it is the world's leader in business process and document management. It draws its huge success from its core values, one of which is that value it gives its employees. Others are customer satisfaction, quality and excellence in product and service delivery, premium return on assets, technology leadership and responsible behavior as a corporate citizen (Xerox Corporation).

Diversity Policy

Diversity is more than a program or a focused initiative in Xerox Corporation, according to its chief diversity officer Phil Harlow (Whitelaw, 2010). It consists of a set of principles, which are well-embedded into all the company's businesses processes. Its employees are regularly surveyed on their satisfaction level in the company. These employees include women and different minority groups. The performance of senior managers includes the extent of their effort to promote diversity. Xerox Corporation has been conducting a diversity program for more than 40 years. It does not observe hiring quotas or specific targets. Instead, managers are expected to demonstrate progress in their diversity efforts. It conducts training programs during which new employees are introduced to the company's diversity program and other programs (Whitelaw).

The company recognizes employee caucus groups, such as those for women and minorities, such as Blacks, Hispanics and Asians, even gay and lesbian workers (Whitelaw, 2010). These are independent, non-profit groups, which conduct charity work while in regular communication with senior executives about workplace issues. Networking groups have been created for young professionals and female engineers. Harlow emphasizes that diversity is integrated into the daily existence of every department and every employee in the company (Whitelaw).

A Critical Component of Success

It is an ongoing mission and commitment to insure a work environment where all its employees are treated and treat one another with equality, dignity and respect (Xerox Corporation, 2009). Its commitment to diversity is more than a perception that it is the right thing to do. It perceives diversity as critical to the company's well-established success for 30 years. Its workforce consists of female top-management officials, including a vice president at 19.2%; 7.8% minority females and 1.51% minority males. Minorities comprise 29.8% of its workforce in the U.S. They are 6.2% Asian, 14.4% African-American, 8.4% Hispanic and .8% Native American. Minorities account for 22.% of its officials and managers and 35.5% of newly hired employees. Of these,. 31.4% are female (Xerox Corporation).

Its diversity initiatives consist of a balanced workforce strategy, a minority or female vendor program and work life programs (Xerox Corporation, 2009). The company's diversity agenda is fuelled by an executive commitment, communications, training and competency, operations strengthening and continual strategy development. The Diversity Council's 15 senior leaders meet with the caucus groups to review diversity practices and receive recommendations. Discussions focus on workforce representation, work environment, diverse customer markets, diversity practice like training, other initiatives at continually improving multicultural diversity within the company. The Xerox Foundation also extends financial support to university affairs, community affairs, Xerox technical minority scholarship and college engineering liaison programs, and national affairs (Xerox Corporation).

The corporate behaviors the company encourages and forms among its employees support its inclusive culture (Xerox Corporation, 2009). These behaviors are to know oneself and to seek information, to acknowledge the value and contribution of every employee, to create a supportive work environment, to create a team atmosphere, to use personal leadership in enacting fair practices, and to create and enforce human resource practices, which value diversity. The company complies with the guidelines of the Equal Employment Opportunity and other federal, state and local laws concerning hiring and the treatment of employees. It does not discriminate against them on matters of race, color, religious beliefs, sex, age, national origin, citizen status, marital status, union status, sexual orientation or gender identity. It shows no discrimination against protected veterans, disabled individuals or those on protected leave time (Xerox Corporation).