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最新個案
- A practical guide to SEC ï¬nancial reporting and disclosures for successful regulatory crowdfunding
- Quality shareholders versus transient investors: The alarming case of product recalls
- The Health Equity Accelerator at Boston Medical Center
- Monosha Biotech: Growth Challenges of a Social Enterprise Brand
- Assessing the Value of Unifying and De-duplicating Customer Data, Spreadsheet Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise, Data Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise
- Board Director Dilemmas: The Tradeoffs of Board Selection
- Barbie: Reviving a Cultural Icon at Mattel (Abridged)
- Happiness Capital: A Hundred-Year-Old Family Business's Quest to Create Happiness
How Hard Should You Push Diversity? (Commentary for HBR Case Study)
內容大綱
Charles Begley is the first ever managing director of diversity recruiting for GlobeBank, and he has worked hard to develop a pipeline of high-potential minority talent. He and his deputy director, Kumkum Bhatnagar, see an article their CEO has written for a business magazine website that downplays their efforts. Kumkum thinks the company should start pegging compensation to executives' minority hires and promotions. Charles resists her idea--particularly after his teenage son says he would never want to work for a company that used quotas. But two of Charles's high potentials complain about the low-level deals they're consistently stuck with, and when Charles approaches another senior executive to ask why, he gets stonewalled. Should he advocate for financial incentives to increase the number of minority promotions? With commentaries by Steve Reinemund, of Wake Forest University; John B. Veihmeyer, of KPMG; and George Borst, of Toyota Financial Services.