Case #1-Diversity at PepsiCo
1. If I were just appointed the HR manager at PepsiCo, I would implement several mandatory training sessions for the employees and board members. In order for a company to integrate a diversified culture into their organization, every single member of the company has to be involved. Several key components that would be introduced would be legal awareness, cultural awareness, and sensitivity training. Legal awareness would be a very important training component due to the overall impact it would have for the organization. This particular component deals with the legal aspect of discriminating; also what you should and should not do when it comes to dealing with people of different backgrounds. If the legal awareness training is successful, this could save the company a lot of hardship and money by preventing discrimination lawsuits. Cultural awareness would be another training component that I would implement since learning about the different customs is essential to understand that culture. Foreign and unknown circumstances can sometimes become awkward; this training would help the organization create a comfortable work environment. Sensitivity training would probably go hand in hand with cultural awareness, according to Mathis and Jackson (2011), "the aim here is to “sensitize” people to the differences among them and how their words and behaviors are seen by others” (p. 101). The purpose of the training would be to build empathy amongst the members of the organization towards one another. 2. The “diversity management approach” that PepsiCo currently utilizes is “Solve Diversity Issues and Create an Inclusive Culture”. According to Mathis and Jackson (2011), “PepsiCo also has regular diversity celebrations… this inclusion of diversity issues throughout the company contributes to PepsiCo’s success with employees, managers, and customers” (p.110). I believe that diversity has played a major role in PepsiCo’s...
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