Microsoft

Diversity
Report
Iqra Ajaz
Ernest Mistica
Maxine Jagdeo
Michael Chan
Elizabeth Gawrylczyk
Amber Lee

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Global diversity and inclusion is an

integral and inherent part of our culture,
fuelling our business growth while
allowing us to attract, develop, and
retain this best talent, to be more
innovative in the products and services
we develop, in the way we solve
problems, and in the way we serve the
needs of an increasingly global and
diverse customer and partner base.
(Microsoft, 2012).

Description of Current
Programs
Recruitment in underrepresented groups
Womens Colleges
Women in Engineering Associations
Conferences (Hispanic, Black, Women)
College Diversity Programs
12 week internships
Imagine Cup
College Funds (Thurgoo Marshall, United
Negro)

Partnerships
Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs
Performance
Diversity education
- Awareness, knowledge, skills
- Courses, workshops, online learning

Accessibility
Technological accommodations
Supplier Diversity
Minority/veteran/disabled-run support

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Description of Current
Programs

Current Programs

Employee Resource Groups

Asians, Blacks, Cross-Disability, LGBT, Latino/
Hispanic, Parents, Women

Employee Networks
Africans, Arabs, Attention Deficit Disorder,
Bangladeshi, Blacks, Boomers, Chinese, ExYugoslavians, Filipinos, Japanese, Hellenes, Hong
Kong, Hard of hearing, Indian, Israelis, Koreans,
Malaysians, Adoption, Asian professionals, Nepali,
Military Reservists, Native Americans, New
Zealanders, Australians, Pakistanis, Persians,
Portuguese, Romanians, Russian-Speaking,
Singaporeans, Single Parents, Taiwanese, Thais,
Turks, Ukrainians, US Military Veterans, Vietnamese,
Visually Impaired Working Parents

Qualitative Analysis

Quantitative
Analysis

Recommendations

Qualitative Analysis
External
Relationships

Communication

Recruitment
& Selection

Incorporation

Breadth

Great

Average

Great

Great

Depth

Great

Good

Great

Good

Effectiveness

Very
Effective

Not
Effective

Very
Effective

Not
Effective

Room for
Improvement?

Little

Yes

Little

Yes

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Quantitative Analysis:
Minorities in the Workforce
In 2010
37% of
Oracles
workforce
consisted
of
minorities
Microsoft
had 3%
less
minorities

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Quantitative Analysis:
Women in the Workforce
In 2010
29% of
Oracles
workforce
consisted
of women

Microsoft
had 5%
less
women

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Board of Directors
Statistics from Citizenship
Report

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Board of Directors Our

Own Analysis
Board of Directors
by Gender

Board of Directors by
Colour

11%

22%
Male

Visible Minority

Female

White

78%

Current Programs

Qualitative Analysis

89%

Quantitative
Analysis

Recommendations

Recommendation #1
Improve Outreach to LGBT
Commendable efforts towards women,

visible minorities, and people with

disabilities, but highly lacking in efforts
towards LGBT

In U.S., approximately 9 million LGBT but

only 6.48 percent work in private sector
(2012)

Efforts and accomplishments made

regarding LGBT inclusion noticeably

missing from Microsofts website

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #1
Improve Outreach to LGBT
LGBT rights and issues steadily gaining
momentum in public awareness and
attention

If

action is not taken soon, Microsoft will

no longer be seen as a leader in diversity
management

No extra special treatment needed, per

se. Just provide same opportunities as
for other groups (scholarships,
internships, etc.)

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #2
Managing Diversity Management
Great efforts have been made in creating
a plan to manage diversity within the
company

However, this program itself

must be

managed and maintained

In 2001, a class action made up of

discriminated black employees sued for 5

billion. One of the largest discrimination
suits in US history.

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #2
Managing Diversity Management
In 2009, a former homosexual employee

sued Microsoft after suffering abuse from

co-workers. A settlement was reached.

Many other examples of

this, big and

small, but all exhaust company resources
and efforts

Close management and inspection of

actual practices within company must be

done

Hire a Chief
Current Programs

Qualitative Analysis

Diversity Office (CDO)

Quantitative
Analysis

Recommendations

Recommendation #3
Catering to Cultural Differences
Many management strategies (employee
education, group development) are
transferrable

One size fits all diversity management

strategy will not work across different
countries and cultures

Unrealistic to change entire culture,

traditions, and belief system of a country

Innovative and creative approaches must

be taken

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Recommendation #3
Catering to Cultural Differences
Hiring 40% more women in India than 3
years prior, but these women end up
leaving due to personal reasons

Scholarships and grants will do nothing

to combat this problem

Possibility to allow these women to re-

join company after certain time period

(not unlike maternity leave)

Given the likely extended length of

these
leaves, training programs to assist back
into the company are recommended

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations

Microsoft
Diversity
Report
Iqra Ajaz
Ernest Mistica
Maxine Jagdeo
Michael Chan
Elizabeth Gawrylczyk
Amber Lee

Current Programs

Qualitative Analysis

Quantitative
Analysis

Recommendations